What's New on HR.BLR.com
HR.BLR.com's What's New page is where you will find all of the most recent content added and updated to the site in the last 14 days. See the latest news, updated topic analysis, training sessions, and more.
HR Regulatory Analysis
We are continually updating our state and national regulatory analysis to help you keep up with the changing regulations. See the updated section on the What's New page, below, to find all of the updated topics.
New Documents
  • HR News:
    Q We are a public employer and have several exempt union employees who came in to shovel snow on a holiday they were supposed to have off. Our union members normally get overtime pay if they work on a holiday, but these employees are exempt under the Fair Labor Standards Act (FLSA). Should we pay overtime since they came in on the holiday?
  • Social media is ubiquitous. With our use of social media at an all-time high, employers must take extra care to protect company information. In a world in which employees are live streaming their "everything" on social media, employers must determine whether to monitor employee social media accounts. And it's not uncommon for employers to do just that.
  • In a politically charged era where activism is considered noble, HR managers are confronting new challenges in the workplace in an attempt to find balance between the expression of disparate views while maintaining a productive and cohesive workforce.
  • For over 68 years, the National Labor Relations Board (NLRB) has recognized the right of employers and unions to hold captive audience speeches. NLRB General Counsel Jennifer Abruzzo has made it clear she intends to ask the Board to no longer allow captive audience meetings, effectively changing how employers have addressed union campaigns for the last 6+ decades.
  • Although employers may be automatically liable for supervisors or administrative personnel harassing subordinate employees under certain federal laws, they may also be held liable if another employee (even one subordinate to the harassed employee) or a third-party such as a customer or vendor harasses an employee based on their race.
  • As COVID-19 levels continue dropping across the country, employers are trying to plan out what the office environment will look like for the rest of the year. While many people have returned to school, restaurants, and sporting venues, many businesses and offices are still vacant or underutilized. Many employers that allowed or required employees to work remotely during the pandemic are now trying to find ways to bring them back. Will they require employees to come back to the office, continue to let them work remotely, or create a hybrid approach? For businesses that opt to mandate in-person work, will there be a backlash from current remote workers? Here are some pressing issues companies are facing.
  • In a perfect world, coworkers would work in harmony and creativity and productivity would soar. No one would have to deal with outright hostility or even petty annoyances. But as every HR professional knows, it's not a perfect world. Dealing with annoyance calls for first identifying what employees find irritating, and a recent survey provides some insights on that front. Dealing with those issues that go beyond annoyance can be tricky, but workplace experts have tips to share.
  • Like a good horror movie, trouble can lurk where you least expect it - under your bed with your old teddy bear, in the closet with your shoes, or on your standard job application. Here's a look at new monsters crawling out from the most innocuous and unlikely places.
  • If you have any exposure to the daily news or, in some places, just look out your window, you can find more than ample proof that the world is a scary place. Life can be dangerous and difficult, and everyone is constantly looking for ways to minimize their risk.
  • To call what COVID-19 has done to the workforce a disruption is certainly an understatement. But now in the third year of the pandemic, employers and employees are going ahead with efforts to return to the workplace - at least part of the time. Barriers remain, however. Women, especially, face obstacles since so many left the workforce during the height of the pandemic either to care for children out of school and daycare or because they didn't feel safe at work because of the virus. But employers can take action to help on two fronts: solving their own labor shortage and helping people feel comfortable returning to work.
  • HR Podcast:
    In recognition of Mental Health Awareness Month, we take a closer look at the definition of employee wellness with Dr. Kristal Walker, Vice President of Employee Wellbeing at Sweetwater. Learn how wellness goes beyond simply finding work-life balance and how mental health is one of five elements Kristal uses to build an effective employee wellbeing program. Kristal shares her key wellness components and explains why the employee experience need to be a top priority for leadership teams in this era of the modern workforce.
  • Does having your employees leave their home offices and return to the workplace make sense for your organization? Patrik Wilkens, Vice President of Operations at TheSoul Publishing, joins to talk about what is driving companies in making the decision to return to their offices. Patrik shares some of the key factors teams should be assessing when determining if a full-time office return, hybrid model, or remote workforce is right for long-term success and growth.
Updated Documents
 HR Strange But True
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