MP’s HR experts share what every employer needs to know about this new employment poster and how to share it.
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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 2022, the noncompete agreement is becoming increasingly difficult to implement or enforce due to a variety of factors: state law, trends in court findings, and pressure from the federal level. A significant number of states are passing laws to limit or completely prohibit any noncompete agreements. These laws don’t just apply to an employee signing a noncompete today. They often retroactively protect employees who signed a noncompete agreement previously. Courts in nearly every state have built track records of throwing out the agreements because they don’t want businesses to prevent employees from earning their full potential in their chosen field. Guidance surrounding noncompetes is often to review and update them with legal counsel to ensure they’re articulating a legitimate business interest in protecting client lists, products, or services. Agreements encompassing an extended period of time, too wide a geographical area, or solely focused on hobbling an employee from competing or working for a competitor are likely to be rewritten or thrown out by a judge. In part one of this two-part series, MP’s HR experts share best practices every employer should know for 2022 noncompete agreements. Read the article to:
– Outline how noncompete restrictions vary from state to state
– Find out why employers with remote workers may have extra compliance requirements for their noncompete agreements
– Learn the steps to protect trade secrets and proprietary information
– Understand why protecting confidential company information is critical to enforcing noncompete agreements
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
In 2022 especially, employers must be vigilant about maintaining HR compliance. The Department of Labor (DOL) has begun conducting more audits for wage and hour violations. (These audits may trigger steep fines and penalties—sometimes enough to damage a business severely.) As part of their preparations this year, employers should also remember to review their summer internship programs to ensure compliance. Employers should note that internships are regulated by both the Fair Labor Standards Act (FLSA) and state-specific labor laws. Often, interns should be compensated similarly to season or temporary employees. Organizations may also want to consult legal requirements for seasonal and temporary employees when ensuring HR compliance for their internship program. MP’s HR experts share key considerations for reviewing compliance requirements and summer internships. Read the article to:
– Find out how to determine interns’ compensation
– Outline FLSA compliance requirements for internship programs
– Understand restrictions and procedures around hiring minors
– Get tips on how having remote interns changes an organization’s responsibilities