As Robert McKee once wrote, “True character is revealed in the choices a human being makes under pressure—the greater the pressure, the deeper the revelation, the truer the choice to the character's essential nature.”
But, can we say the same for businesses, especially now, during the coronavirus pandemic?
Dealing with sick employees is never straightforward. But as COVID-19 has changed the workplace in unprecedented ways, HR is faced with an even tougher task: what to do if an employee is diagnosed with coronavirus.
We’ve put together a step-by-step list of how to respond:
As we all continue to acclimate to the world of remote work, there are a few factors of the employee experience that HR professionals still have to adapt to this new way of working.
One pressing issue is how to handle employee onboarding in these transitory times. The answer? A remote onboarding program.
NEW YORK, April 8, 2020 /PRNewswire/ -- From engaging newly remote workforces to keeping up with rapidly changing compliance and legislative requirements, mid-sized employers are faced with a unique set of challenges due to the novel coronavirus. Namely, the leading HR platform for mid-sized companies, has responded to the circumstances created by the COVID-19 pandemic with product and service enhancements that enable compliant and engaging people management.
As the Coronavirus (COVID-19) continues to spread globally, so do the feelings of anxiety and uncertainty. From practicing social distancing to adjusting to indefinite remote workforces, both employers and employees have had to change their everyday lives drastically.
According to Namely’s recent survey, How HR is Addressing COVID-19 in the Workplace, the top concern that HR professionals have at the moment is employee morale. So how can you keep your employees’ spirits up throughout this difficult time?
Get the latest news from Namely about HR, payroll, and benefits.
Outside of managing your travel policy and knowing where your employees are traveling to ensure their safety, here are the top ten best practices to keep in mind for duty of care:
In just a few short weeks, the COVID-19 pandemic has completely uprooted the way we work. Employees across the country are getting acclimated to working from home, and employers are racing to stay on top of new legislative requirements. Entire industries have been put on pause, unemployment is soaring, and businesses are trying to weather the storm.
Managing a distributed or remote workforce comes with its fair share of challenges—from onboarding to compliance to engaging employees virtually.
Plus, the sudden onset of COVID-19 (also known as Coronavirus) forced many companies to adopt work from home policies before they were ready. Whether your company just started working from home or if your employees are telecommuting veterans, it can’t hurt to brush up on some home office tips.
Working from home can actually lead to increased productivity and happier employees—if done right. Trust, clear expectations, and consistent communication are a few of the often-overlooked elements needed to help remote employees thrive.
Here are some tips to ensure that you make the most out of the work from home situation:
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?