As promised by the initial announcement of the Vaccine Mandate proposal on September 9th, The Emergency Temporary Standard (ETS) is effective beginning November 5th since recently issued by The Occupational Safety and Health Administration (OSHA).
I’m sure you’ve heard tons of talk flying around about The Great Resignation. Coined by Anthony Klotz, The Great Resignation is used to describe the relatively recent trend of employees voluntarily leaving their jobs in record numbers. In fact, just this August, a record 4.3 million Americans quit their jobs. Pretty incredible considering the pandemic has caused one of the worst recessions and job crises since the 1920s.
Biden’s new vaccine plan announced on Thursday, September 9th, has come out of left field for many Americans, leaving several questions about what this mandate will mean for our workforce. Employers and employees alike are feeling every emotion from fear and outrage, to hope and relief given the sensitive news. While the information we’ve received is very little so far, here is everything we know about the Vaccine Plan and how it will affect businesses and HR departments when the time comes to enforce these policies.
The novel Coronavirus pandemic has everyone on edge.
Millions of small, medium, and large scale organizations around the world are partially or completely closed. Many are recording 100% revenue loss.
Amidst this unprecedented situation, it is important that HR leaders rise to the occasion and respond to prevailing Coronavirus concerns.
Here in this post, we will shed light on how HR should handle Coronavirus concerns.
According to The U.S. Transgender Survey, there are currently 1.4 million transgender American adults, and of this population, 33% wish to not be assigned to either the female or male gender and consider themselves gender-nonbinary.
The 60 accusations of varying degrees of harassment on Hollywood producer, Harvey Weinstein have sparked up conversations in the workplace.
Although each sexual harassment situation is unique, it’s critical that all employees closely review company handbooks, policies, and government laws to better understand their rights and what actions or behaviors are classified as sexual harassment.