MP

Wired for HR

Archives for July 2022

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In 2022, more Americans than ever are struggling with mental health issues. During the pandemic, conditions like depression and anxiety have become particularly widespread. As a result, employers are more likely to encounter circumstances where employees need FMLA leave for a mental illness. Though it’s more commonly used for physical medical issues, the Family and Medical Leave Act (FMLA) allows eligible employees to take a protected leave of absence or intermittent leave if they need to care for a family member or if they’re unable to work due to their own serious medical condition. Serious medical conditions that qualify for FMLA leave include mental illness, like bipolar disorder. Additionally, employers should be aware that other laws, such as the Genetic Information Nondiscrimination Act (GINA), or The Americans with Disabilities Act (ADA), may apply in these scenarios. These laws protect employees’ rights to privacy, dictate how medical records must be handled, and more. In part two of this two-part series, MP’s HR experts outline what employers must know about FMLA and mental health. Read the article to:

– Find out steps employers should take now to ensure compliance
– Understand what limitations or requirements employers may set on FMLA
– Get best practices for FMLA and mental health
– Learn how to avoid claims of discrimination when employees take FMLA for mental health issues

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Currently, more Americans than ever are struggling with mental health issues. The Centers for Disease Control and Prevention note (CDC) that 1 in 5 US adults every year will have to deal with a mental illness and 1 in 25 US adults lives with serious mental health challenges (like depression, anxiety, bipolar disorder, schizophrenia, etc.). During the pandemic, these numbers have skyrocketed. As a result, covered employers must prepare for the fact that their employees may qualify for FMLA. The Family and Medical Leave Act (FMLA) allows any eligible employees to take a protected leave if they’re unable to work due to their own serious medical condition or need to care for a family member. A serious medical condition includes mental illness, and employers must prepare to respond appropriately to these requests. Other federal policies, such as the Genetic Information Nondiscrimination Act (GINA) and the Americans with Disabilities Act (ADA), also come into play in some of these scenarios. They protect employees’ rights to privacy, dictate how medical records must be handled, and more. (The ADA may fill in the gaps where FMLA doesn’t apply.) In part one of this two-part series, MP’s HR experts share what employers must know about FMLA and mental health. Read the article to:

– Outline employee rights regarding FMLA and mental health conditions
– Find out how much leave employees may take for a mental health condition
– Understand how some employees with mental health challenges may qualify for intermittent leave
– Learn about other forms of leave that may run concurrently with FMLA, as well as accommodations under the ADA

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In 2022, workplace harassment has become a significant concern for companies that allow remote work. In fact, research shows that since the pandemic, harassment has become a more common occurrence for people who work from home. A recent survey of remote professionals showed one in four respondents has been harassed at work (including text messages, email, and chat apps) since 2020. Another survey found that:

26% of respondents experienced more gender-based harassment during the pandemic

10% of respondents experienced more bias related to race, ethnicity, or national origin

23% of employees over the age of 50 experienced a jump in age-related discrimination

Research shows that when organizations have a hybrid or fully remote team, it’s vital that they prioritize preventing all types of workplace harassment (of a sexual nature and otherwise). MP’s HR experts outline essential steps every organization should be taking in 2022 when it comes to workplace harassment and remote workers. Read the article to:

– Outline the crucial components of an anti-harassment policy
– Find out 4 vital steps to preventing workplace harassment with remote workers
– Understand what may constitute harassment, especially in a remote or hybrid environment
– Learn why a third-party system may help employees feel more comfortable reporting harassment

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With the current economic conditions, employers face an uncertain future long-term (in some cases, in the short term). As many organizations are considering a reduction in force to improve cash flow, it’s critical to prioritize meeting compliance requirements and protecting employee engagement and retention. MP’s HR compliance experts share three important reminders employers should consider as they handle the difficult task of implementing layoffs. Read the article to:

– Get best practices for communicating with remaining staff post-layoff
– Outline tactics employers should consider to support laid-off employees
– Learn about the WARN Act
– Discover proven strategies for boosting employee engagement after a layoff

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In 2022, harassment is a growing concern in many remote work environments. Many organizations with a fully remote team (or staff who work from home at least part-time), are struggling to prevent and discipline harassment (of a sexual nature and otherwise). With increased video conferencing, email, chat apps, and phone calls, employees are experiencing a wider array of harassing behavior. Additionally, research has shown that since 2020, employees are not only experiencing more types of workplace harassment. It’s also happening to employees at higher rates. MP’s HR experts outline five essential steps every organization (especially ones with a remote team) should take to prevent harassment.  Download the graphic to:

– Outline components of a 2022 policy for workplace harassment and remote workers 
– Find out 5 proven strategies for preventing workplace harassment with remote workers 
– Understand what may constitute harassment, especially in a remote or hybrid environment 
– Learn how to maintain Equal Employment Opportunity Commission (EEOC) compliance

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Many employers now have fully remote or hybrid workforces. This new landscape of work brings about new compliance requirements and challenges. The latest challenge stems from recent changes in economic conditions: conducting layoffs with remote employees. Before employers face this difficult situation, they should understand how to handle a reduction in force when the affected employees work in a remote or hybrid capacity. MP’s HR experts outline best practices organizations facing this difficult task need to know to develop their own compliant, detailed plan. Read the article to:

– Learn 7 best layoff practices every remote employer should use
– Find out why last paychecks may need to be handled differently depending on the state employees work in
– Outline how to retrieve company property
– Get guidance to ensure compliance, no matter which states the employee or employer are located