Here is an up-to-date list of important changes and extensions being allowed that our healthcare clients may find valuable. Remember, these are subject to change at any time. 

“What's your current income?”

For decades, employers asked job seekers this question without hesitation. A candidate’s income was considered an open book that HR and hiring managers felt privy to without compunction. Salary information could be used to figure out the type of compensation package an applicant would accept, and even what they were worth.

Hiring managers could reach certain conclusions from a job seeker’s salary history. If it was too high, employers might decide to pass over offering the person the job because they were “too expensive”. If it was too low, the applicant could be perceived as not qualified enough or further along in their career path to handle the expectations of the position they were seeking.

All this is evolving, and HR must be ready.

The Coronavirus has upended just about everything. We all want to see our lives get back to normal, but what will that mean? The future is murky, and we all agree there will be some permanent changes to the world. These are bound to alter our working environment.

Looking into the the next few months and years to what this means for us, and we see a considerable change in certain aspects of the workplace. Here are 10 predictions on how COVID-19 will permanently impact the workplace.

In the wake of COVID-19 employers are striving to keep their businesses open and profitable. Doing this means that there is still hiring that must be done.

The Coronavirus pandemic hit just about every facet of business hard, and the hiring process didn't escape. Regulations set beforehand are not realistic to enforce during the lock down and social distancing. A recent Data Facts blog post discussed DHS relaxing I-9 requirements due to COVID-19, allowing job candidates to complete I-9 forms remotely. 

Now the United States Citizenship Immigration Services (USCIS) has announced that, as of May 1, 2020, 

Disclaimer: The following article is not offered as business or legal advice. Data Facts is not a law firm and does not offer legal or business consulting advice. This article is not intended as a substitute for the legal advice of an attorney knowledgeable of the issues covered as they relate to a user’s individual circumstances.

Do your folders, whether paper or digital, look like something you might see on an episode of “Hoarders”? Do you know you need to clean them out, but you don’t know where to begin? Then you’re at the right place.

It’s intimidating deciding which hiring docs you need to hang on to and which ones to trash. After all, there’s that fear of “what if I need ‘em” permeating every toss. It’s enough to cause you to give up and shove them all back into folders to clog your files for eternity.

Here’s a clear-cut plan to effectively spring clean you hiring docs without worrying about ditching something valuable.

Portions of this article were originally posted on the Proskauer website and can be accessed here. 

Cincinnati, Ohio passed an ordinance prohibiting employers from asking for salary history from job applicants, effective 03/13/2020.

This recently passed law prohibits employers from asking job applicants for their salary history. Under the Ordinance, employers with 15 or more employees located within the City of Cincinnati may not ask about or rely on the prior salary history of prospective employees in determining their starting salary.

To say 2020 came in like a fire breathing dragon on a drunken bender is putting it mildly. But don’t let business complications stemming from COVID-19 knock you off your game. HR must move forward in their efforts to serve their company’s job applicants and employees well.

The United States is dealing with the spread of the Coronavirus and it’s affecting all aspects of life. Some industries are laying off workers as their operations slow down or close, while other industries, like healthcare, are ramping up.

If your organization is in a segment that is keeping business as almost-usual, you might be trying to move forward with hiring plans to fill open positions. But how?

We know our employees do it. But, do we as their employer have a right to regulate it?

We are, of course, talking about social media.

HR asks this question all the time regarding social media, and the answer can be difficult to pinpoint. Every organization must decide the protocols they want to put, if any, in place, and how to write the policy so it’s fair to the employee and protective of the workplace.

Does a company have a right to require or prohibit their employees from certain social media posts? And what are the consequences of breaking such a policy? Read on to have all your questions answered.