#Election2020 is coming up this Tuesday, November 3. Access and opportunity to vote in the United States is the right of every eligible person. Given the COVID-19 pandemic continues to have the country in its grip, many individuals are working remotely or voting by mail-in ballot. However, for those individuals who are working onsite and need time off to vote, employers may have some questions as to how much time off is required and whether the time off must be paid or not.
As an employer, business owners must do everything possible to ensure the safety and health of all staff. In these challenging times, however, even the most cautious and OSHA and CDC-compliant business owner may get news that one of their employees is sick or has been potentially exposed to the virus. While government agencies like the Equal Employment Opportunity Commission (EEOC) and laws such as the Americans with Disabilities (ADA) are established to enforce anti-discrimination practices, employers are now afforded greater latitude to protect employees and the public-at-large.
As every business owner knows, the economic position of a business fluctuates over time. There are ebbs and flows that require strategic decision-making to weather the negative impact on the overall operations. However, with such planning, most of these negative economic patterns generally do not substantially challenge the life of the business, and companies can bounce back relatively quickly.
Know the right way to manage work-from-home situations.
Given the COVID-19 outbreak that is spreading across the U.S., many companies are either required to institute work-from-home arrangements or opting to do so to facilitate the social distancing best practices that health professionals have recommended.
In effect until December 31, 2020
Good systems solve business problems, including unplanned overtime. Does your company have an unplanned overtime problem? If so, you’re not alone.
Over the last decade or so, the lure of remote work opportunities has changed the American workforce. Employees, who have grown weary of the 9 to 5 in-office grind, have turned to companies offering the flexibility of a position that enables freedom and choice—whether that’s working remotely, nomadically or a combination of at-home and in-office. With over 3.9 million Americans working as digital nomads, the trend has become the new normal for many companies who now must consider how remote workers culture affects their bottom line. While it can save money—with 25 percent less employee turnover rates—it can also cause workers to feel isolated and disengaged from their company. So, how can you leverage the benefits of remote opportunities with an experience that supports your staff and fosters a positive employee-employer relationship?