HR Industry Brief

The U.S. Centers for Disease Control and Prevention (CDC) has revised its guidance regarding how long employees should self-quarantine at home after testing positive for COVID- 10 -- from 14 to 10 days in most cases. Specifically, the guidance says:

• Employees who test positive but never develop symptoms can end isolation after 10 days.
• Those who test positive and have moderate to mild symptoms can end isolation after 10 days if at least 24 hours have passed without a fever and other symptoms have improved.
• Employees who test positive and have severe illness may need to continue isolation for a full 20 days.
• Those who are exposed to the virus but are never tested and have no symptoms should continue to quarantine for 14 days.

Your employees embraced the changes created by the pandemic like the heroes they are. And although you may have worried about how they would perform working remotely, they’ve come through for you. However, a new survey suggests that some workers are struggling:

• 57% of employees are experiencing social isolation.
• 50% have anxieties about COVID-19.
• 52% of managers say they are tired from working long hours.
• 77% of employees say establishing boundaries between work and personal life is challenging, and 44% say they don’t know how to develop the skills to do this effectively.

Right now, your employees are being bombarded with information from different sources. They may not be sure what to believe, or they may believe things that aren’t true. In the midst of the chaos and stress exacerbated by the pandemic, transparency can help your teams trust you and more easily embrace facts and not believe or spread misinformation. Here are a few keys to transparency:

• Acknowledge the unspoken questions and share information with staff before they ask. This helps your workers to see you as someone who understands their concerns and attends to their needs.
• Share the “why’ behind how a decision was made. This increases buy-in and enables you to address objections and resistance early on.
• Remove obstacles to clear communication. Respond to questions promptly and give workers multiple opportunities to ask questions, share ideas, and express concerns. Don’t claim to have an open-door policy if you are never available to … [Read more...] about (8/6) 3 Easy Ways to Be a More Transparent Manager Today – and What You Can Expect to Improve

According to a recent Gallup poll, only 31% of recent college graduates “strongly agree” that they gained “important job-related skills” while completing their undergraduate degrees. Most frequently, they wish that they had received more training in networking and computer software skills. They are more confident about their knowledge of traditional subjects such as math and writing. Among other findings from the survey:

• Engineering students are most confident that their schooling provided them with key job-related skills. Art and humanities and business students are the least confident.
• Graduate students most commonly say that they wish they had more networking skills.

Are you really doing diversity and inclusion right? The truth is that it’s an ongoing challenge. But there are some steps you can take to make progress and maintain the momentum you gain:

• Invest in experts, not just training. Make sure you have the right resources, including smart, academically prepared and experienced experts. Investing in talented, vetted diversity and inclusion professionals helps show that you are serious about walking the walk.
• Prioritize inclusion. Remember that diversity isn’t the final goal. Your culture needs to be inclusive and engaging for everyone. Diversity should be a daily practice and a guiding principle that your teams live and breathe.
• Create a culture of candid conversation. This can help repair toxic cultures, enable you to identify and address issues before they cause damage, and help all workers to feel valued and included.

• Redefine … [Read more...] about (8/4) Driving Out Bias Should Start in the C-Suite

Working parents and other caregivers are facing challenges that may be preventing them from re-entering the workforce as companies start to open up. According to the findings of a new survey:

• Of workers who quit their jobs, caregiving issues were the top reason. Specifically, 52% of parents who quit did so because their childcare center or school is closed, 37% of caregivers quite to care for a sick family member, and 20% resigned due to other caregiving responsibilities.
• Caregiving duties have grown or stayed the same for 95% of unemployed workers during the pandemic, and 78% of parents on UI report increased caregiving responsibilities.
• Caregiving demands are nondiscriminatory. Employees at all income, ethnic, and educational level say that caregiving needs have grown during the pandemic.
• Time spent caregiving went up for 39% of women and 32% of men during the pandemic.
• 44% of UI recipients say that they are not actively … [Read more...] about (FEATURED BRIEF) Caregiving Duties Prevent Workforce Re-Entry, Study Finds

During the pandemic, Zoom is booming. However, it is important for managers to use this technology in a way that is appropriate, efficient, and productive. Here are a few tips to zoom with zest:

• Have your agenda planning out ahead of time.
• Know your team and pick up on clues about how people are feeling and responding to what you are saying. If they seem bored and distracted, engage them in the conversation.
• While everyone should be professional and focused, be understanding when children or pets make an appearance. Don’t “freak out” when this happens.
• Ask workers for their ideas and input. Don’t make these meetings one-way conversations.
• Take an occasional break from the routine. For example, send out Starbucks gift cards so everyone can come to the meeting with their favorite drink.
• Focus your view on others during the meeting so you don’t get distracted by your own appearance.

According to new guidance from the U.S. Department of Labor (DOL), salaried executive, administrative, and professional employees who are exempt under the Fair Labor Standards Act (FLSA) may be classified as such even if they perform nonexempt duties during the pandemic. According to DOL:

• COVID-19 is an event that employers couldn’t have reasonably anticipated, thus it is consistent with FLSA’s criteria for emergencies.
• Employers must pay workers for all hours of telework, including any overtime compensation due to hours worked beyond 40 in a designated work week.
• Employers don’t need to compensate employees for unworked hours that interrupt their workday.
• Employers may want to establish a policy that establishes workers will be paid for any unauthorized work they complete.
• Employers should examine wage and duties when classifying employees as exempt or nonexempt. However, they should temporarily maintain exempt … [Read more...] about (7/30) Exempt Employees Who Perform Nonexempt Duties During Pandemic Will Not Lose Status, DOL Says

As the COVID-19 pandemic continues and people count on their employers to lead them through this crisis, authenticity is more important than ever. Are you doing all you can to be the leader your teams need during this challenging time? Here are some efforts that should be at the top of your list:

• Follow three steps: Plan for transition, safely re-engage with your teams, and progress with purpose.
• Prioritize your people and evolve to meet their needs.
• Update your plans to accommodate employees.
• Understand and address the emotional impact of the crisis, particularly on those employees who aren’t used to working remotely.
• Conduct regular (virtual) check-ins with employees to ensure that all is well.
• Bring people on board who believe in your mission and share your passion.
• Anchor expected behaviors through hiring, performance check-ins, and rewards/recognition. Broaden your reimbursement policy to include … [Read more...] about (7/29) ‘We Are Writing History Each Day’: Why Authenticity in the Workplace Counts

  There is still much uncertainty about the future of school openings across the country. Whether your workers have school-aged children or toddlers, they may not have options for schooling and childcare. In one survey of 1,000 working mothers conducted earlier this month, 70% say they would consider leaving their job if it was financially feasible. In another survey, 27% of working parents say they plan to leave the workforce because of the pandemic’s strain. There are some steps you can take to keep good workers and make their lives less stressful:

• Understand what it will take to keep workers on the job and focus on solutions that will support employees in these areas.
• Practice compassion. Try to understand the pressures for working moms and look for ways to support them. Give them an opportunity to talk about their childcare issues and challenges.
• Be bold and creative. Consider innovations such as expanding paid time off, offering … [Read more...] about (7/28) The Childcare Crisis Is Here. What Are You Doing About It?