Workplace Opioid Crisis, Third-Party Harassment, and More
Third-Party Workplace Harassment
According to a recent article released by the Society for Human Resource Management (SHRM), many employers are unaware of the risk associated with third-party workplace harassment, and may even willingly ignore harassment that comes from a client. SHRM warns that harassment coming from a vendor or customer often occurs “out of sight”, and cautions employers to take steps to encourage victims to come forward. This includes providing training, identifying at-risk employee populations, thoroughly investigating all claims of harassment, and creating an anti-harassment policy that protects employees from harassment by non-employees.
For more information and the full list of tips for avoiding third-party harassment claims, please click here.
Survey Says 67% of Businesses Impacted by Opioid Crisis, HR Pros Not Trained to Handle Impact
A recent survey conducted by The Hartford found that 67 percent of businesses surveyed are impacted by the opioid crisis, and 65 percent of those polled feel impacted financially. HartfordBusiness.com further reports that:
To read the full article, please click here.
Employee Wellness Programs Work When Leadership Buys In
A recent study conducted by Rand Corp. has found that “at least half of all US employers with at least 50 employees provide some type of wellness program”. While wellness programs and incentives vary, The Washington Post reports that successful programs did have one thing in common – the support of those in leadership roles. The study further concluded “results seem to depend less on actual program components and more on whether leadership buys into these programs and effectively communicates their support to employees”.
To view the full article and study results, please click here.
Christmas Eve and New Year’s Eve 2018 – Are Most Businesses Closing?
Both Christmas Eve and New Year’s Eve fall on Mondays this year. Have you wondered if other businesses plan to remain open on those days? The results from our OperationsInc survey outline how other organizations have decided to manage their 2018 year-end holiday schedule.
To view our infographic with the full survey results, please click here.
Massachusetts: Paid Family and Medical Leave
This summer, Massachusetts passed the state’s first Paid Family and Medical Leave Program, which will begin to take effect in 2019. The legislation will entitle employees to “job protected paid leave” to care for a sick family member, address the employee’s own health, or to manage emergencies related to a family member’s military deployment.
Beginning July 1, 2019, employers of all sizes, with the exception of some public entities, will be required to provide new employees and contractors with a written notice of their right to paid medical leave and to post a notice of employee rights in the workplace.
For more information on this new legislation and timelines, please click here.
Connecticut Salary History Ban Effective January 1, 2019
Effective January 1, 2019, Connecticut employers will no longer legally be allowed to inquire about a candidate’s salary history during the interview process. Several other states and localities (including Vermont, Massachusetts, Oregon, California, and New York City) have already put similar legislation in place. Employers are encouraged to prepare for the salary history ban by notifying those involved in the hiring process about the new restrictions and reviewing employment applications to ensure any request for compensation history is removed.
For more information about the new legislation, please click here.