Another Day in the HR Field

What hasn't been said about the Coronavirus over the past several weeks in the HR community? I can't think of a thing? Over the past two weeks at least, I've been doing nothing but talking, listening, watching, researching and responding to questions from clients, students, family, and friends about this topic much like the rest of the world. The following is a list of what I think is the most important things I have learned and suggest employers consider if they have not already done so. I call it the three C’s of Coronavirus for HR and Employers. 1.       Compliance with new local , state , and federal employment regulations covering employees.   This covers quarantine rules, time off, protected time off, unemployment, and even paid time off in some cases depending on the size of the organization. 2.       Cleanliness with the CDC and WHO .   Sure most organizations have cleaning companies that might come into the w...

I just completed a training program today for county officials that applies to all business owners, managers, and HR in the state here in Springfield today (on February 26, 2020) covering the Workplace Transparency Act and Sexual Harassment Prevention Training, I'd like to summarize some of the main points.  As the program description described, the Illinois Workplace Transparency Act imposes a variety of restrictions and requirements on employers relating to workplace discrimination and harassment including annual sexual harassment prevention training for all employees (in all employers of all sizes throughout the state).  The training covered the standards to get into and stay in compliance. The most recent 2/5/20 Public Service Announcement by the Illinois Department of Human Rights (IDHR) was introduced covering the need to provide training to all employees no later than 12/31/20 and annually thereafter with all new employees being trained within 90 days of that firs...

Units of local government have the responsibility to conduct business in the most transparent manner possible.   This includes the hiring process. Applicants for public jobs should feel confident that the selection process was fair and designed so that the most qualified candidate was chosen.   In addition, in some cases internal applicants for vacancies may have appeal rights through the grievance process covered in the applicable collective bargaining agreement (CBA).    It is important to always follow the appropriate article in the CBA that details hiring, so make sure you double check before filling any union covered position. If followed, the chance of having a grievance filed will be diminished. However, grievances can happen after the selection process has concluded. Both internal and external candidates for positions can file complaints.   External candidates are most likely to file a complaint with the Illinois Department of Human Rights or the Equal...