HR Insights: 5 Tips for Managing Employees During the Great Reshuffle
The Great Reshuffle—a mass movement of workers leaving jobs with which they are not satisfied—shows no signs of slowing down. As Generation Z and Millennials begin to make up more of the workforce, it has become clear that values and priorities have shifted from those of previous generations. Furthermore, unemployment rates are down, and the employment market is currently very worker friendly. The combined effect of these factors is that employees more readily move between different jobs to find those that align with their priorities and desires. This often means seeking out better compensation or benefits, workplace flexibility, career development opportunities or the right culture fit.
The Great Reshuffle can make for a challenging environment for employers, but several tips can help mitigate the issues employers may face. Consider the following strategies:
- Offer Remote and Hybrid Options
- Focus on Employee Well-being
- Play to Each Employee’s Strengths
- Create Systems of Accountability
- Maximize Employee Rewards and Recognition Programs
For more information on workplace trends, contact Evolution of Benefits today.
7 Tips for Keeping Young Employees Safe
The U.S. Department of Labor (DOL) recently reminded employers hiring youth-aged workers to review workplace practices and comply with federal child labor laws to ensure these hires have a safe and beneficial experience.
In 2021, the DOL indicated workplace injuries and illnesses among youth-aged employees—those who are under 18 years old—have been rising since 2017. Employers most commonly hire young workers in the summer, with July typically being the peak employment month. Employers should do all they can to ensure the safety of their younger employees.
The DOL provides seven strategies and various resources for creating a safe and healthy workplace for youth-aged employees.
- Verify Ages of Youth-aged Workers
- Ensure Managers Are Trained on Child Labor Laws
- Educate Youth-aged Workers on Prohibited Jobs and Permitted Schedules
- Review Time Records
- Post Warning Labels on Prohibited Equipment
- Train Youth-aged Workers on Job Hazards and Safety Precautions
- Encourage Youth-aged Workers to Raise Safety Concerns
What Long COVID-19 Means for Return-to-Work Plans
Most of the United States is now open for in-person business, and mask mandates have mostly gone away. This can make it seem like the COVID-19 pandemic is no longer a concern, but that may be wishful thinking. In fact, business leaders caution that COVID-19’s lingering effects may continue to disrupt workplaces now and into the future.
This article explains how long COVID-19 may impact employers as they return to in-person operations.
- Long COVID-19, Explained
- How Long COVID-19 May Disrupt Workplaces
- Employer Actions
HR’s Role in Preventing Cyberattacks
Cyberattacks are a growing concern for employers across the globe but especially for those in the United States. According to the Identity Theft Resource Center, the number of reported U.S. data breaches rose 68% between 2020 and 2021, increasing to a record-setting 1,862 incidents. Of these breaches, 83% involved sensitive information, such as Social Security numbers.
Cyberattacks aren’t going away any time soon. In fact, they’re likely to increase. According to the Identity Theft Resource Center, ransomware-related cyberattacks have doubled during each of the last two-year periods. This means now is the time for employers and HR teams to prepare for eventual cyberattacks by training employees and solidifying contingency plans.
- Understand the Risks; Have a Backup Plan
- Develop Cyber Training and Contingency Plans
- What data has been impacted?
- How sensitive was the data (i.e., does the breached data include addresses, Social Security numbers or banking information)?
- What is the employer’s obligation to report the data breach (i.e., sometimes customers, employees, the government or all the above need to be notified)?
- Based on the type of data breach, how quickly must the incident be reported to applicable parties?
- Assess a Breach and Be Responsive to Employees
Attraction and Retention Tips for Small Businesses
Businesses of all sizes are currently facing attraction and retention challenges. Successful efforts to win over employees can require an investment of time and carry high costs. Unfortunately, small businesses often don’t have an excess of resources to invest in attraction and retention efforts in today’s worker-friendly labor market.
Amid these labor obstacles, smaller employers should focus on what’s feasible. Often, small employers have the agility to respond to the employment market with new strategies. This article highlights some attraction and retention tips for small businesses.
- Select the Right Benefits
- Revamp Recruiting, Hiring and Onboarding Practices
- Expand Recruiting Reaches
- Focus on Developing Employees
- Offer a Flexible Work Environment
- Create a Strong Workplace Culture
Understanding the Value of a Learning Workplace Culture
As many employers today are finding ways to combat attraction and retention challenges, learning and development (L&D) efforts are one way for organizations to find and keep employees. Workplace trends and protocols change fast, so today’s workforce wants to broaden their skill sets to keep up with industry and role evolution. To meet this desire, a culture that promotes continuous learning can facilitate an environment where employees are equipped to maintain a competitive skillset. In turn, this can help an organization keep up in today’s marketplace.
This article explores the benefits of organizational learning cultures and how employers can build or reinforce that culture.
How Employers Can Move Forward Following the OSHA ETS Block
On Jan. 13, 2022, the Supreme Court of the United States (SCOTUS) ruled to halt OSHA’s COVID-19 vaccination and testing emergency temporary standard (ETS). This means that employers are no longer required to develop COVID-19 vaccination or testing policies for their workplaces. However, employers may still want to take steps to reduce potential COVID-19 exposures for their employees. This article provides more information about the current status of the OSHA ETS and ongoing COVID- 19 safety considerations for employers.
OSHA ETS Litigation Overview
Can the OSHA ETS Return?
The SCOTUS did not permanently get rid of the OSHA
ETS. The stay that has been issued is temporary in
nature; OSHA could bring back the ETS through a
permanent rule, which the agency has already
started to implement and is currently in the
comment period. If the permanent rule for the ETS
gets finalized, it would likely be met with further
litigation. In other words, although the ETS has not
been ultimately struck down, the prognosis of future
ETS implementation remains uncertain.
How Natural Immunity to COVID-19 Might Factor Into Vaccine Mandates
Recently, President Joe Biden announced sweeping COVID-19 vaccination mandates. Federal employees must now be vaccinated as a condition of employment. And, soon, private employers with 100 or more employees will need to implement the same measure or allow weekly negative COVID-19 testing as substitutes for vaccination.
Natural Immunity, Explained
“Once an individual is infected with COVID-19, do they need to get vaccinated, or is their immunity sufficient?”
How Natural Immunity Factors Into the ETS
Most experts predict the ETS will not include it as an exception for getting vaccinated.
What to Expect in the Upcoming ETS
Experts predict that the ETS will not outline natural immunity as a valid exception to the rule.
Note: This is a developing issue. Information will be updated here and in subsequent resources as more details are released.
Reactions to Biden’s COVID-19 Vaccine Mandate
President Joe Biden’s administration is blazing ahead with its COVID-19 vaccination efforts. Federal workers and nursing home staff were recently ordered to get vaccinated as a condition of employment. Now, a similar mandate is being imposed on private employers with 100 or more employees.
The Eager
Some employers are welcoming this latest move from the White House. With a fully approved COVID- 19 vaccine and federal vaccination mandates in place, employers now have some cover to make policy changes.
The Cautious
Some employers are taking a wait-and-see approach to the upcoming vaccine mandate. This includes making statements that laud the spirit of the requirement, yet don’t explain any definitive action steps the companies will be taking. For instance, the sentiment expressed among these
Note: This is a developing issue. Information will be updated here and in subsequent resources as more details are released.
What President Biden’s Vaccine Mandate Means for Employers
President Joe Biden’s administration is continuing its efforts to curb the COVID-19 pandemic and the spread of the deadly coronavirus Delta variant. Recently, the White House ordered all federal workers and contractors to get vaccinated against COVID-19. Now, the government is imposing a similar requirement on private employers. The move is estimated to affect over 80 million private-sector workers.
The Occupational Safety and Health Administration (OSHA) has been tasked with drafting an emergency temporary standard (ETS) and will announce more specifics in the coming weeks. Soon, employers with 100 or more employees will need to adapt their vaccine policies to comply with these new rules.
This article discusses this latest vaccination mandate, including its scope and how it may affect employers.
Note: This is a developing issue. Information will be updated here and in subsequent resources as more details are released.
Client and Employee Resources
The more your employees understand your benefit plans the more they become educated, empowered consumers. The programs you provide will also gain an enhanced value.
As your strategic partners in employee benefits, we can provide multiple avenues of ongoing support, including:
- Employee Meetings (English and Spanish)
- Webcasts
- Payroll Stuffers
- Poster Campaigns
- Newsletters
Carrier Directories
E-Verify is a web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States. Click the image below to begin.
