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    Remote Work

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    Employers across every industry are mulling a return to work, but many are choosing to continue to allow their team members to work remotely. Remote workforce management offers employers a few advantages. Firstly, a remote worker is often happier, which means they’re more engaged and stay longer with the organization. Secondly, organizations can expand the hiring process to include broader talent pools when the work environment is fully or partially remote. Finally, employers who manage remote workers are able to hire talent that represents more diversity and has specialized skills and experience. MP’s recruiting experts share keys to recruiting a remote employee. Read the article to:

    – Learn three strategies for optimal remote recruiting
    – Find out how to become a remote employer of choice
    – Gets tips for improving cybersecurity with remote teams via collaboration tools
    – Discover compliance requirements remote employers must know

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    Employers across every industry are feeling the pain of the Great Resignation. Americans have quit their jobs at a record pace in the last couple of years, leaving very tight labor markets everywhere. Per a Pew study, the US had its highest “quit rate” in 20 years in November 2021. The New York Times recently noted that even in blue-collar industries, workers have left their jobs and are becoming more selective than ever about their next roles. (Typically, being so selective about roles is a luxury limited to those of a higher socioeconomic status.) In today’s job market, workers at all levels are demanding better options, including, but not limited to, their work environments, compensation, opportunities for remote work, and a general sense of belonging, among others. One of the most significant contributing factors to these high resignation rates is a lack of diversity, equity, and inclusion (DEI) in workplaces. Here are critical considerations employers need to understand about the connection between DEI and The Great Resignation. Read the article to:
    • Find out why employees aren’t willing to stay at companies that aren’t inclusive in 2022
    • Learn why remote workers may be especially prone to leaving due to a lack of DEI
    • Outline statistics proving that employees are leaving due to a lack of DEI at higher rates than ever
    • Discover how employers should be considering DEI when performing succession planning

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    Currently, many employers in the United States are deciding to make a return to the office, whether full-time or in a hybrid work arrangement. Before requiring all employees to return to work, using these five tactics will be critical to ensure success. MP’s HR experts share key planning strategies for every employer’s return to the office. Read the article to:

    • Find out how to write a comprehensive communication for employees about returning to work
    • Discover tips to reduce pushback
    • Determine if you should request employee input or feedback
    • Learn why a return to work must be done slowly

    Read the article.

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    For many remote employers in 2022, permitting their team to work remotely has created unforeseen challenges. One of the costliest challenges is related to remote workers and returning equipment. Especially when workers may leave their job under unfavorable circumstances, there are often complications with returning company property. Many employees are returning to the office space full-time or on a hybrid basis, and sometimes still not returning company property. These employees may be enjoying the option of a home office or simply have forgotten to return laptops, cell phones, headsets, etc. MP’s HR experts share what employers and human resource departments should know about remote employees and best practices for the return of company equipment. Read the article to:

    • Learn five steps employers may take now to retrieve missing property
    • Get proven strategies for preventing the loss of company property
    • Find out how to avoid noncompliance with state laws when requesting missing property
    • Determine if charging the employee (or ex-employee) the cost of missing equipment is a viable course of action

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    An employee handbook is a powerful tool for organizations across all industries. With a strong company handbook, a workplace will be prepared to handle 2022’s challenges. In this eBook, MP’s HR services experts outline best practices for constructing and updating an employee handbook. They also share how to write policies for a compliant, engaged, and more productive remote (or hybrid) workforce. Download the eBook to:
    • Learn how to utilize your employee handbook to develop a robust company culture
    • Find out how to maintain compliance in every state where remote workers live
    • Get proven strategies for boosting the productivity and organizational alignment of a remote team
    • Uncover the worst employee handbook mistakes—and how to avoid them

    Download the eBook.

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    While employee handbook updates are critical every year to ensure compliance and reduce legal risk, this year, they’re more urgent than ever. Employers need to ensure they’re up to date with the many federal and state level changes that were passed in 2021. Many states are passing legislation surrounding legalized marijuana, protected classes, and COVID-related considerations that will dramatically affect HR compliance regulations. Some employers may want to update the employee policies directly in their employee manuals. For other workplaces, location-based addendums or COVID addendums will be a better strategy. MP’s HR and compliance experts have assisted hundreds of clients in developing employee handbooks and have outlined the five employee policies workplaces must update for 2021. Read the article to:
    • Find out the key elements of a comprehensive COVID safety policy
    • Develop a remote work policy that protects the company and improves worker efficiency
    • Discover how to update leave policies for COVID, FMLA, and paid family medical leave laws
    • Learn why drug abuse policies may be creating legal risk for employers
    Read the article.