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WORKPLACE WELLNESS

Survey: 60 percent of US workers concerned about their mental health in pandemic’s aftermath

Amid growing anxiety about the pandemic’s impact on wellbeing, a new survey finds that US workers rank mental and psychological wellbeing as one of their biggest wellness concerns. Despite these worries, The Conference Board survey reveals that participation in programs including mental health resources and Employee Assistance programs has dropped. On the upside, the nationwide survey found that most respondents continued routine doctor’s visits to some degree during the pandemic—although women struggled more. Employees also report that they aren’t suffering in silence: An overwhelming majority feel their supervisor genuinely cares about their wellbeing—a likely basis for their comfort speaking of wellbeing challenges at work. Conducted from early to mid-March, the online survey polled more than 1,100 US workers representing a cross-section of people across industries, from lower-level employees to the CEO. Key findings include:… . . . read more.

MANAGING STAFF

1 in 3 remote workers may quit if required to return to the office full time

More employers are calling workers back to the office, but will they readily return? A new study by a global staffing firm shows that about one in three professionals (33 per cent) currently working from home due to the pandemic would look for a new job if required to be in the office full time. What workers want More than half of all employees surveyed (51 per cent) said they prefer a hybrid work arrangement, where they can divide time between the office and another location. Professionals also expressed the following hesitations about working from home full time, underscoring the need for organizations to offer flexibility: Relationships with co-workers could suffer: 39 per cent Fewer career advancement opportunities due to a lack of visibility: 21 per cent Decreased productivity while… . . . read more.

COMPLIANCE

Wage whispers: Can we stop salary talk?

By Paul Edwards When one employee finds out another employee makes more money, it can send ripples throughout your entire workplace. In light of the morale damage this kind of talk can cause, you may be tempted to tell employees not to discuss salaries at all. The problem is employees have a legal right to discuss their salaries with other employees because of existing NLRA protections. What is the NLRA? The NLRA or National Labor Relations Act, is a large, developing area of federal law that’s rapidly changing the way you can regulate your employees’ speech, both on and off the job. Section 7 of the NLRA grants union and non-union employees alike the right to engage in certain activities so they may collectively bargain. These protections apply to all speech related… . . . read more.

EMPLOYMENT LAW UPDATE

Three White House announcements for employers

President Biden calls on employers to provide paid time off for employees to get vaccinated In a White House press release dated April 21, 2021, President Biden called “on every employer in America to offer full pay to their employees for any time off needed to get vaccinated and for any time it takes to recover from the after-effects of vaccination.” The White House statement adds that President Biden will announce “a paid leave tax credit that will offset the cost for employers with fewer than 500 employees to provide full payment for any time their employees need to get a COVID-19 vaccination or recover from that vaccination.” By Executive Order, President Biden increases the minimum wage for federal contractors to $15/hour On April 27 President Biden signed an executive… . . . read more.

ONBOARDING

9 tips for virtual onboarding of new remote employees

Designate someone who will communicate with the new employee in terms of the expectations of their first day, first month, and beyond. Consider assigning the new employee a mentor or ‘buddy’ in their department who will check in regularly and answer any questions. Consider having a representative from upper management meet the new hire. Showing they are valued in the organization will help new employees feel welcomed and motivated. Ensure consistent communication and updates from company leaders. Digitize your onboarding process. Utilize the tools available to you by amalgamating onboarding documents and welcome packages into organized PDF documents that can be easily shared digitally. Arrange to have a laptop configured and shipped to their home in a timely manner, and coordinate secure sharing of any profile logins or passwords. Avoid setting… . . . read more.

WORKPLACE SAFETY

Most of your medical office employees are vaccinated. Now what?

By Lynne Curry bio Most of your office staff have received vaccines. Those who remain unvaccinated either haven’t decided whether they will or have refused to get vaccinated. What’s next? Can you relax your workplace protocols? How do you handle the conflicts between vaccinated and unvaccinated employees and those who differently interpret safety protocols? New CDC guidance In recent weeks, the Centers for Disease Control and Prevention (CDC) provided new COVID-19 guidance for fully vaccinated individuals.1 Fully vaccinated individuals may interact indoors with other vaccinated individuals without wearing masks or physically distancing. Fully vaccinated individuals, except for those who live in a group setting or themselves experience COVID-19 symptoms, no longer need to quarantine and test if they’ve been around someone who has COVID-19.2 Fully vaccinated individuals do need to… . . . read more.

HUMAN RESOURCES

How to conduct a virtual investigation

By Lynne Curry bio Question: We have a messy situation we need to investigate involving 12 and possibly more employees at remote locations. Nine months ago, we laid off our human resources officer. The accounting manager and I inherited many of her duties. Both of us have investigated minor issues in each of our departments, and our former human resources officer left a good protocol for conducting investigations in her file. The protocol calls for bringing involved individuals into the corporate office to interview them. In the past, we spent considerable money flying employees in from the field for interviews. We lack the financial resources to do that this time. Also, while we know who was immediately involved in the situation, we won’t know which other individuals we may need… . . . read more.

PRODUCTIVITY

8 ways to cut the chaos on Zoom

By Lynne Curry bio Question: Our department’s weekly Zoom meetings are a train wreck. One coworker’s kids pop their heads in front of the screen and wave “hello.” Another guy’s kids are on the other side of the table from where he sits, and they interrupt him when he’s talking to argue with him. I’m obligated to attend these meetings. Any advice would be appreciated. Answer: Every train needs a conductor; yours appears to be asleep at the wheel. Zoom meetings go off the rails when those who attend forget that while they’re at home, they’re also at work. If you ask every attendee to observe eight guidelines, it might get your meetings back on track. Professionalism: Please demonstrate professionalism as well as comfort in your attire. Use your video… . . . read more.

COMPLIANCE

Why the NLRB hates your no gossiping policy

By Paul Edwards bio I keep running into this problem as we evaluate pre-existing employee handbooks across the country. The issue is that, as an employer, you want to address employees standing around and gossiping. Or standing around and not being productive, or standing around and distracting those who are being productive. In fact, you don’t want employees standing, or sitting, around at all. So you get creative, and a new policy is born. Here are examples we run into all the time: No gossiping! Employees may not stand around or be inactive for more than 10 seconds. Employees may not conduct personal business during working hours. Employees must not intentionally create problems for other team members, managers, or others. Doing so may result in warnings and/or termination. Employees must not act… . . . read more.

HUMAN RESOURCES

How you can help employees suffering burnout

By Indira Totaram bio It’s the feeling of being drained but unable to recharge, the frustration of a tiring routine, the everyday distress in response to the current state of the world—employee burnout is now more widespread than ever. As the pandemic endures and its effects trickle down, many are struggling to keep up with workplace demands, longer hours, and remote work conditions. Burnout refers to the experience of chronic workplace stress, characterized by exhaustion, fatigue, cynicism, and feelings of reduced professional ability. Have we reached our physical, mental, and emotional limits? If so, how can we recover? Read on to learn more about reaching peak burnout: The mental health crisis Studies show that mental health in the United States is deteriorating among all age groups. Researchers and health officials are… . . . read more.


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