How COVID-19 is Reshaping HR
Sep 04, 2020

It seems as if the coronavirus pandemic has flipped our whole world upside down. With everchanging infection rates & inconsistent recommendations on how to proceed, many companies will need to adapt quickly-that is if they want to succeed in the post-COVID era.


HR teams are leading these efforts and ensuring their company is staying in compliance with the everchanging mandates and interpreting what the conflicting guidance from officials really means for business. For many years, HR departments have dealt with assisting in important workplace changes, and it is no different today. This article includes just a few of the many ways the coronavirus is reshaping HR and has tips on how departments can adapt to the new challenges that come with it.


1. More Remote Working Opportunities 

When nonessential businesses had to close their offices down, many could not function at all. Only organizations with employees who were capable and had the resources to work from home were able to maintain normal operations. This is inspiring leaders in companies to allow employees to continue working from home even after the pandemic ends if they choose to do so.


Employers should consider what areas of the business make it easier to have employees work from home. Even if only some employees are able to, working remotely enables adaptability in case the office has to close suddenly.


2. More Mental Health Benefits 

Just because a business has reopened, it does not mean the hardship endured by employees should be forgotten. Employees may still be dealing with financial struggles, on top of mental health hardships, that can impact their ability to work when businesses reopen. Even workers who were able to work throughout the pandemic may be suffering from mental health issues, causing them to burn out.


Many employers are taking steps to reduce the mental health burden of those employees, by offering mental health benefits (i.e. counseling or telehealth). It can be as simple as working with employees to accommodate their needs whether it be increased flexibility in their work schedule, reduced hours, or more holistic approaches.


3. Virtual Training Solutions 

Employers are now more eager than ever to take advantage of the capabilities that technology can offer. Virtual training is just one way they are doing so. With more employees working remotely, allowing new hires to train from home through an app or online, can make a lot of sense.


Even if you are an employer with no remote workers, it’s still not a bad idea to consider virtual training. It helps with social distancing in the workplace, which is so important right now, while also helping with retaining information. Many companies are already implementing virtual training, and you can expect to see more companies to follow in their footsteps. (Walmart, Home Depot, & Best Western are a few bigger companies that have started doing this).


4. Virtual Interviewing 

Choosing to interview your candidates virtually is currently the safest option, but it will likely remain a common practice for employers in the future as well. By conducting interviews virtually, time and resources for both the employer and the candidate can be saved as there is no commute nor meeting place involved.


Virtual Interviews allow employers to select someone f rom a much larger talent pool due to having more time to do so, and the fact that many already look for jobs online means it is ideal. Being able to recruit on sites such as LinkedIn, Indeed, and Handshake, then naturally shifting into a virtual interview, may help get your newest asset in the door quicker.


5. Reskilled Workforces 

Many employees are being forced by this pandemic to learn completely new processes, workflows, and standards in order to function. This is probably the most significant way COVID has begun to remodel HR. Some of these new skills go beyond just health protocols. Companies such as Amazon & AT&T are investing in training solutions to create a more dynamic & capable group of employees. Employers are investing in their workers and providing a better product overall, by improving those qualities.


Concluding Thoughts 

These are just a few ways that COVID has begun to change the HR world. More challenges will likely continue to come up, meaning employers will have to adapt if they want to stay competitive. Call SimcoHR today to discuss how our HR Professional can help you with your workplace strategies & keep you ahead of the times.

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DOL Issues Guidance on AI-related Wage and Hour Risks

11 May, 2024
On April 29, 2024, the U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) published Field Assistance Bulletin (FAB) No. 2024-1 on the use of artificial intelligence (AI) in the workplace. The FAB follows a statement released by the White House announcing key AI-related actions following President Joe Biden’s executive order issued on Oct. 30, 2023, on establishing standards for AI safety and security. Guidance on AI-related Wage and Hour Risks Employers are increasingly using AI tools to generate timecards, set schedules, monitor performance, track employee hours and process payroll. As such, the FAB highlights certain compliance risks under the Fair Labor Standards Act (FLSA) for employers using these tools. These risks include: Tracking employee work time; Monitoring employee break and waiting time; Using location-based monitoring for individuals performing work at multiple geographic locations; Calculating employees’ regular rate of pay and overtime compensation; and Violating the FLSA’s antiretaliation provisions To aid employers in addressing these compliance risks, the WHD identifies recommended practices, including exercising proper human oversight, to help ensure that AI systems and tools do not violate the FLSA. Additional AI-related Guidance In addition to addressing FLSA compliance risks, the FAB also examines certain AI-related risks that may arise under other laws, including the Family and Medical Leave Act (FMLA), the Providing Urgent Protections for Nursing Mothers Act (PUMP Act) and the Employee Polygraph Protection Act (EPPA). For example, using AI tools to administer FMLA leave can create potential risks for violating the law’s certification requirements when determining whether an employee’s leave is FMLA-qualifying. Employer Action Items While FABs are not necessarily legally binding, they offer insight into how the DOL interprets laws it enforces and how agency officers will analyze workplace conditions and circumstances to enforce compliance.  Using AI systems for scheduling, timekeeping and calculating rates of pay and overtime may increase an employer’s risk under the FLSA. Therefore, employers should ensure that their AI systems and tools comply with all federal laws and regulations by examining potential legal and business risks associated with AI, implementing AI usage policies and establishing internal best practices.

Nurturing Your Mind: Embracing Mental Health Awareness Month

30 Apr, 2024
As we step into May, we're reminded of the importance of mental health and well-being. May marks Mental Health Awareness Month, offering us an opportunity to renew our commitment to nurturing our minds and fostering supportive environments, both in and out of the workplace. In this blog post, we'll explore practical strategies for enhancing mental health, including small tips that can refresh you mentally during the workday. Embracing Self-Care Amid life's hustle and bustle, it's crucial to carve out time for self-care. Whether it's practicing mindfulness, engaging in hobbies, or simply taking a moment to breathe deeply, prioritizing self-care nurtures mental resilience and fosters a sense of inner peace. Cultivating Work-Life Balance In today's fast-paced world, achieving a healthy work-life balance is essential for mental well-being. Set boundaries between work and personal life, establish a routine that includes breaks and leisure activities, and strive to unplug from technology during downtime. Remember, balance is key to sustaining productivity and happiness. Fostering a Supportive Workplace Culture Employers play a pivotal role in promoting mental health in the workplace. Encourage open dialogue about mental health, offer resources such as counseling services or mental health days, and prioritize flexibility to accommodate employees' well-being needs. By fostering a supportive culture, organizations cultivate environments where employees feel valued, understood, and empowered to prioritize their mental health. Supporting Loved Ones If someone you care about is struggling with mental health challenges, your support can make a significant difference. Listen without judgment, offer empathy and reassurance, and encourage them to seek professional help if needed. Remember, your presence and understanding can provide comfort and strength during difficult times. Practicing Gratitude Gratitude is a powerful tool for enhancing mental well-being. Take time each day to reflect on moments of gratitude, whether it's appreciating the beauty of nature, expressing gratitude for supportive relationships, or acknowledging personal achievements. Cultivating a mindset of gratitude fosters resilience and enhances overall happiness. Small Tips to Refresh Your Mind During the Workday  Take short breaks: Step away from your desk for a few minutes to stretch, walk around, or simply gaze out the window. These brief pauses can rejuvenate your mind and boost productivity. Practice deep breathing: Incorporate deep breathing exercises into your day to reduce stress and promote relaxation. Close your eyes, inhale deeply through your nose, hold for a few seconds, and exhale slowly through your mouth. Connect with nature: Spend time outdoors during your lunch break or coffee breaks. Even a brief stroll in a nearby park or green space can invigorate your senses and clear your mind. Listen to music: Create a playlist of soothing music or uplifting tunes to listen to during work breaks. Music has the power to uplift your mood, reduce anxiety, and enhance focus. Stay hydrated: Drink plenty of water throughout the day to stay hydrated and maintain mental alertness. Dehydration can impair cognitive function, so keep a water bottle handy and sip regularly. Practice mindfulness: Take a few moments to practice mindfulness or meditation exercises. Focus on your breath, observe your thoughts without judgment, and cultivate a sense of presence and calm. Declutter your workspace: A clutter-free workspace can promote mental clarity and productivity. Take a few minutes to tidy up your desk, organize files, and create a calming environment conducive to focus. Engage in positive self-talk: Replace negative self-talk with affirming and encouraging statements. Remind yourself of your strengths, accomplishments, and capabilities, and cultivate a mindset of self-compassion and resilience. Connect with colleagues: Build supportive relationships with coworkers by engaging in meaningful conversations, sharing experiences, and offering mutual support. A sense of camaraderie and connection can foster a positive work environment and bolster mental well-being. As Mental Health Awareness Month unfolds, let's commit to nurturing our minds and supporting those around us. By embracing self-care, fostering work-life balance, promoting workplace well-being, and offering compassionate support to loved ones, we contribute to a culture of mental health awareness and resilience. Remember, you are not alone. Reach out for support if you need it, and let's journey toward better mental health together.

DOL Announces Final Overtime Rule Increasing Salary Levels for White-collar Employees

30 Apr, 2024
On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). The final rule will take effect on July 1, 2024. Increased Salary Level The FLSA white-collar exemptions apply to individuals in executive, administrative, professional, and some outside sales and computer-related occupations. Some highly compensated employees may also qualify for the FLSA white-collar overtime exemption. To qualify for this exemption, white-collar employees must satisfy the standard salary level test, among other criteria. This salary level is a wage threshold that white-collar employees must receive to qualify for the exemption. Starting July 1, 2024, the DOL’s final rule increases the standard salary level from: $684 to $844 per week ($35,568 to $43,888 per year); and $107,432 to $132,964 per year for highly compensated employees. On Jan. 1, 2025, the standard salary level will then increase from: $844 to $1,128 per week ($43,888 to $58,656 per year); and $132,964 to $151,164 per year for highly compensated employees. Automatic Updates The DOL’s final rule also includes mechanisms allowing the agency to automatically update the white-collar salary level thresholds without having to rely on the rulemaking process. Effective July 1, 2027, and every three years thereafter, the DOL will increase the standard salary level. The agency will apply up-to-date wage data to determine new salary levels. Impact on Employers The first salary level increase in July is expected to impact nearly 1 million workers, while the second increase in January is expected to affect approximately 3 million workers. Employers should become familiar with the final rule and evaluate what changes they may need to adopt to comply with the rule’s requirements. Legal challenges to the rule are anticipated, which may delay the final rule’s implementation.

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