RTO Mandates Are Causing Employers to lose skilled Employees
Return to office (RTO) mandates have become an issue within organizations causing them to lose employees in large numbers. S&P 500 companies have seen a dip in employee retention with high employee turnover because of the RTO policies being enforced. In addition to it being difficult to retain exiting employees, the RTO mandates have also had an impact on hiring. This is making it harder to fill vacant positions at the same rate as before. It is always essential to plan before enforcing any further regulatory changes. Employers felt after the initial resistance, employees would fall in line with the…
Supreme Federal Court of Brazil Rules on Validity of Intermittent Contracts
Intermittent contracts have been used by countless organizations as an alternative way to engage individuals since the labor reform in 2017. The utilization of an intermittent contract allows employers to hire workers that will provide services on a noncontinuous basis, which is with alternating time limit of service provision and inactivity that wavers according to the organization’s requests. While in the period of inactivity, and the worker is not available to the employer, they will be free to provide services to other businesses. The logic of these arrangements has recently been challenged and the Brazil Supreme Federal Court has analyzed…
Unemployment vs. Returning to Work: How to bring employees back to work when UI pays more
With the outbreak of COVID-19 many employers’ workforces were impacted by Federal, State, and local governments’ virus containment efforts. Stay-at-home, shelter-in-place, and other social distancing orders have resulted in the shutdown of nonessential businesses and restrictions on other services. These actions have resulted in record job losses all over the country. To help both employers and employees, Federal and State governments have issued economic stimulus packages. The two largest stimulus bills affecting HR professionals are the Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief and Economic Security (CARES) Act. Both of these Acts contain provisions that affect…
Show the Evidence
Prior to warning or discharging an employee the employee should always be given opportunity to respond to allegations of miss-doings. If the employee is denying any wrong doing and the employer has evidence (video, emails, pictures, etc.) to the contrary it is generally good practice to inform the employee of the evidence and allow the employee an opportunity to see the evidence. There may be occasions when the termination is based on other employee statements and it is not proper to disclose who provided the information or show statements made by other employees. Example Case - A nurse, who had…
