Four key considerations to build an informed workplace policy.
By Kate Hill
While COVID-19 vaccines have instilled a sense of hope in the business community, they have also brought numerous questions for many employers and employees. In what is largely uncharted territory, HR professionals and business leaders are struggling with how to implement a vaccine policy for their workplace that prioritizes employee health and safety while protecting the business against any potential risks.
Providing essential workers with reliable tools and personalized guidance around COVID-19 ensures safety while deepening employee engagement.
By Katy Bruya
Washington Trust Bank (WTB) is known for its commitment to employees and clients in the Northwestern U.S. When COVID-19 first registered in Washington State, it was clear that the HR team had to act quickly to figure out the scope of the issue, what impact it could have on the community, and what they needed to do.
Organizations are recognizing and responding to the critical importance of contact tracing in the age of COVID-19.
By Miguel Martinez
The concept of contact tracing—identifying those who may have come into contact with an infected person—has been around for some time now. Contact tracing is an essential tool for epidemiologists, public health experts, and medical professionals to manage and mitigate outbreaks of infectious diseases like Ebola and swine flu.
By Elliot H. Clark
Here we go again. Yes, I am going to take on the case of Governor Andrew Cuomo. This is another sad example that we are not in the “post” #MeToo era. Sexual harassment continues to be a front and center social issue and HR is right in the middle of it.
I want to stay away from the politics. It seems that today politicians sometimes rush to defend allies and attack opponents regardless of the facts at hand. This case should not be about who is red and who is blue. It should be about what is right, what is wrong, and the law. And recently, the laws in the state of New York have changed.
Organisations are taking exceptional measures to ensure the safety of office environments.
By Simon Kent
As the pandemic eases, the experience of countries, cities, and companies across the APAC region continues to be diverse. However, encouraging and supporting the emerging hybrid workforce—split between home and work—means employers now need to create a safe environment for those who wish to return.
The finalisation of Brexit is creating compliance challenges for U.K.-based companies that rely on international talent.
By Simon Kent
In the closing days of 2020, the U.K. and EU finalised the deal that would see Brexit achieved. Now that the agreement is in place, however, questions still remain as to how international talent can be managed. Recently, the entertainment sector drew attention to the absence of an easy pathway that would allow musicians and performers to tour the continent. Over the next few months, it is likely that similar issues governing international movement will emerge as both geographies get used to their new relationship.
Maintaining compliance gets complicated, but understanding these seven regulatory issues will make a big difference for HR.
By Mike Trabold
2021 is poised to be another year of fast-paced regulatory change, with another round of COVID-19 relief and the priorities of a new presidential administration coming into focus. Several items on the docket will impact HR processes, policies, and operations in businesses both big and small across the country.
Organizations with a remote workforce are at higher risk of cyberattacks—but engaging employees in better cyber habits can help.
By Bhushan Sethi
When it comes to battling cyberattacks, tech solutions can only go so far. To truly defend their organization, HR leaders will likely also need to change some risky behaviors and attitudes among their employees.
Breaking down OSHA, EEOC, and ADA guidance on safely reopening the office.
By James E. Beyer
There’s been a wealth of information released by various government agencies in recent weeks regarding workplace safety and equal employment opportunity issues. In April, the Department of Labor’s Occupational Safety and Health Administration (OSHA) reminded employers of their legal obligations when facing employee concerns about workplace safety. Similarly, the U.S. Equal Employment Opportunity Commission (EEOC) has been continually updating guidance on its website in “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.” How can employers navigate this evolving legal landscape and the potential land mines that stand in the way of a return to safe business operations?
Organisations should keep these considerations top of mind when processing employee personal data for COVID-19 detection and prevention purposes.
By David Dumont and Anna Pateraki
As the COVID-19 pandemic continues to evolve, businesses are dealing with new, unprecedented, and rapidly changing operational and legal challenges. Over the past weeks, data protection authorities in the EU and the European Data Protection Board (EDPB) have issued guidance on the processing of personal data for COVID-19 detection and prevention purposes, including the processing of employees’ health data by private sector organisations.
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