MP’s HR experts share essential steps organizations should take to ensure compliance with the CROWN Act and similar laws.
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HR Updates
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MP’s HR experts outline critical steps employers could take to try providing their employees with better work-life balance via a 4-day workweek.
Burnout has increased since the pandemic, with research finding that 67% of people experienced burnout more since the pandemic. Additionally, organizations are still struggling with employee retention and the Great Resignation. Employers are desperately seeking strategies to boost employee engagement and ensure work-life balance. One strategy that could change the future of work is the 4-day workweek. There are a variety of methods to implement 4-day workweeks. Here are 3 popular models:
– reducing workweeks from 40 hours to 32 hours (with employees working four days)
– having employees work 4 days a week for 40 hours (or as long as they need to complete job duties)
– running a 4-day workweek trial
This change, whether in a pilot program or permanent, is complicated to implement. Before dedicating time and resources to this strategy, employers must determine whether it makes sense for their organization. MP’s HR experts share what every organization needs to consider when determining if the 4-day workweek is optimal for them. Read the article to:
– Learn why the 4-day workweek significantly improves productivity
– Find out the 3 factors that cause a 4-day workweek to fail for some employers
– Outline how this tactic could help boost employee retention—even through The Great Resignation
– Understand the link between shorter workweeks and higher productivity
Currently, a noncompete agreement is more challenging to implement or enforce than ever before. This is due to factors such as: state law, court findings, and pressure from the Biden administration. More states are passing laws to limit or completely prohibit the powers of noncompete agreements. These laws don’t only apply to an employee signing a noncompete today. They will often also retroactively protect employees who previously signed a noncompete agreement. Notably, courts in nearly every state are throwing out noncompete agreements. These findings come from a desire to ensure businesses don’t prevent employees from earning their full potential in their chosen profession. HR experts and legal counsel often suggest employers review and update noncompete agreements. In 2022, these documents must articulate a legitimate business interest in protecting trade secrets, client lists, and confidential information regarding products, or services. Agreements are likely to be rewritten or thrown out by a judge if they: prevent employees from taking action for too long a period of time, apply to too broad a geographical area, or are overtly focused on hobbling an employee from competing professionally. In part one of this two-part series, MP’s HR experts share best practices every employer should know about 2022 noncompete agreements. Read the article to:
– Find out when employees need to sign a noncompete agreement
– Understand how broad a noncompete agreement should—and shouldn’t– be
– Outline the potential future of noncompete agreements
– Get questions to help test the viability of a noncompete
In a recent SHRM study, 90 percent of Human Resources professionals say their organization addresses workplace safety via a screening process for potential or current employees. However, this should be just one prong of the strategy. Work environment violence isn’t just limited to physical assault and guns. It also includes stalking, harassment, threatening words or conduct, and other similarly subtle behavior. MP’s HR experts outline the critical elements of a comprehensive workplace violence policy to include in your employee handbook. Read the article to:
– Learn the 6 key elements of any workplace violence policy
– Get best practices for outlining consequences
– Find out why a workplace violence policy must cover protected classes
– Understand how to develop an investigation process
Even if the current United States labor market doesn’t currently reflect a high percentage of union workers or union organizers, employers should prepare for an upward trend in union representation. Recently, Starbucks, Apple, and Amazon have all experienced attempts from nonunion workers to unionize. Employers in all industries may be seeing the beginnings of more worker interest in collective action, collective bargaining agreements, and organized pushes for higher wages and improved working conditions. To prepare, employers should be aware that all their workers are covered by the National Labor Relations Board (NLRB) and National Labor Relations Act (NLRA). Organizations must ensure they are compliant with labor law surrounding employers and unions. MP’s HR experts cover the top mistakes employers should avoid. Read the article to:
– Outline five common mistakes to avoid for employers and unions
– Understand why managers must appear neutral on the topic of unionization
– Learn how organizations may unintentionally violate employees’ rights
– Get tips to maintain compliance with the NLRA