On March 11th, 2020, the World Health Organization (WHO) declared the Coronavirus (COVID-19) to be an international pandemic. As the Coronavirus continues to spread globally, the everyday workplace has changed drastically; employers are scrambling to adjust to fully remote workforces, and states and the national government are passing new policies left and right.
But what does the the Coronavirus mean for workplace anti-discrimination laws?
To help you stay compliant, here is what you need to know about the Coronavirus’ impact on the Americans with Disabilities Act (ADA) and the Rehabilitation Act:
The COVID-19 pandemic continues to present new changes and challenges for businesses and HR professionals daily. We understand that keeping up with the evolving legislation and the never-ending list of outstanding questions can feel impossible.
With help from the HR experts at ThinkHR, we wanted to highlight the top questions we’re receiving from HR professionals at mid-sized businesses—and provide their answers.
COVID-19 and the subsequent changes to how we conduct business have drastically changed the world of work for people around the globe.
These changes include daily updates and adjustments to how employers offer healthcare—not to mention the need to make difficult financial decisions to mitigate negative impacts on their business and employees.
On March 18, President Donald Trump signed into law the Families First Coronavirus Response Act. This emergency measure directly imposes upon certain smaller employers new paid family leave and new paid sick leave obligations and expands unemployment insurance.
Besides dealing with immediate public health-related matters, the bill contains several
provisions that will impact employers.
Here are the highlights of the bill that may affect HR, payroll, and legal teams:
Our 24-hour news cycle is surrounding us with minute-by-minute updates on the continued global spread of the Coronavirus (COVID-19).
Managing people risks and maintaining business compliance are two critical components of the HR function—but both are difficult to master.
From meeting regulatory deadlines to staying up-to-date on employee training requirements, keeping your business compliant can be a complicated and time-consuming endeavor, especially when it isn’t the only thing on your plate.
Get the latest news from Namely about HR, payroll, and benefits.
From an influx of gig workers to an increase in pro-employee regulations, employers have to keep up with the growing demands of the ever-changing work landscape. As new federal and state laws continue to evolve, it’s more important than ever that employers stay on top of deadlines and requirements to avoid costly fees and keep employees safe and happy.
Welcome to 2020!
Returning to work after the holidays can be challenging for any department, but HR knows they’ll be greeted by a slew of important upcoming dates. Between launching new initiatives and kicking off tax season, HR has their hands full as soon as they walk back into the office. Don’t let these dates catch your team off guard.
We’ve rounded up key holidays, dates, and deadlines for the first quarter to make sure you’re ready for the new year.
April is that transitional month when you both can’t believe how fast Q1 flew by, yet don’t understand how it’s been the longest winter in history. Thankfully, the second quarter of the year includes the start of summer and conference season. Situated after the ups and downs of tax season and before the craze of open enrollment, it’s tempting to relax a bit during Q2. However, there are some key dates to keep in mind before the busy season picks back up.
Q3 may seem so far in the future — but time flies, and you'll be surprised when you wake up and all of a sudden it's July. Don't let all the important Q3 dates sneak up on you. Start preparing today with all the important dates you need to know.
In Q3, departments across your company will be working hard to put the pieces in place to reach their end of year goals. In HR, Q3 is the perfect time to focus on employee engagement and your own career development before facing down the year end/year start tasks that come in Q4.