Last month, the U.S. Department of Labor (DOL) released new model forms that employers can use to coordinate employee leave under the Family and Medical Leave Act (FMLA). Released on July 16, 2020, the revised medical certification and notices forms were immediately effective and available for employers to use.
2020 seems to have decided to be the year that will live in infamy. COVID-19 hit the headlines early in the year and really swung into action in March. I strongly suspect everyone reading this post has had his or her life upset in one way or another by the virus.
It’s hard to get a clear read on your organization’s culture in the best of times. It’s much harder now, as just about everyone is working from home.
As states across the country continue to lift their stay-at-home orders, consumers and employees alike are voicing their concerns about returning to businesses and the workplace.
Today’s “Faces of HR” is a little different because we have with us an HR manager who works in Berlin, Germany. She found herself doing the job of her supervisor, who is out on maternity leave. The situation has given her a unique perspective on parental leave.
As an HR professional, you know it is illegal to discriminate against a person due to his or her age or other protected statuses, like race, gender, religion, etc., but as the workforce continues to comprise multiple generations, it may feel like there’s a battle brewing between the young and old.
It has been said that employees leave managers, not companies. Recent research found some surprising results about how much employees will put up with before they leave.
Employers today face a changed hiring landscape. Now, despite best efforts, employers are finding that people scheduled for interviews—even later rounds—simply don’t show up about half the time. And even of those who are offered a position or hired, many don’t come in for their first day. It makes recruiting even more difficult.
Boomerang employees are those who leave, decide the grass wasn’t greener elsewhere after all, and want to come back.
It’s often surprising how out of touch managers and HR departments can be with their teams and organizations. They often have unrealistic perceptions of the level of satisfaction and engagement, as well as why employees have those feelings.