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With many companies operating at reduced capacities and employees seeking increased flexibility in the wake of the Covid-19 pandemic, hybrid working models are fast becoming the norm – not the exception.
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Last year has seen big changes in the workplace for LGBTQ employees. First, there was the United States Supreme Court’s decision in Bostock v. Clayton County, which interpreted Title VII as protecting gay and transgender employees from discrimination.
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As legitimate unemployment compensation claims have spiked in the wake of the Covid-19 pandemic, so too have fraudulent ones. Recently, Maryland’s Department of Labor announced that the state has detected over 508,000 new, potentially fraudulent unemployment claims since May 1, 2021.
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As vaccination rates climb and states increasingly ease Covid-19 restrictions, employers are faced with the difficult task of charting a course that protects the safety and health of their employees, customers and clients while setting the organization up for success after a difficult year.
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The HR Startup Q&A Series brings you the story behind each startup, and much more!
Featured in July 2021 Edition of
HCM Excellence (APAC & Middle East)
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The world, as we know, has changed entirely after the emergence of the Covid-19 pandemic. It has posed challenges in the corporate world and forced organizations to opt for work from home policies.
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The question for employers in 2021 isn’t when to bring back people to the workplace, it’s how to do it safely, productively, and in a way that recognizes our larger role in society.
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Over the past year, the Covid-19 pandemic has completely upturned the employment landscape and how we approach the ins and outs of our work lives.
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Let’s face it, the past 15+ months have put businesses across the country in uncharted territory and forced more than half of America’s employees to work remotely and physically disconnect from co-workers and employers.
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When Josh Bersin talks, HR professionals listen. Bersin, a global leader and analyst in all things HR, recently called attention to the disruption in HR technology.
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