Escochecks Inc. HR Monthly Rundown (January Edition)
I. Key Updates
LABOR LAW UPDATESCALIFORNIA
- AB 2693 (Updated Requirements for COVID-19 Exposure Notification Requirements to Employees): Taking into consideration the effects of the COVID-19 pandemic, California law previously states that employers are required to provide written notice of potential COVID-19 exposure to employees within one day of receiving notice of exposure. Bill AB 2693 revises this requirement for employers and states that employers may now alert employees to a potential exposure of COVID-19 by displaying a noticeable exposure notice. In addition, this bill states that employers are no longer required to alert the local public agency within 2 days.
- AB 2068 (Requires Employers to Post OSHA Information Regarding Citations or Orders in English and Other Specified Languages): AB 2068 mandates that specific Cal-OSHA information be posted in the workplace in various languages. For example, any citation, order or special order required to be posted inside the workplace must be available to read in English and the top seven non-English languages as identified by the most recent U.S. Census Bureau American Community Survery, plus Punjabi. Cal-OSHA is responsible for drafting the alternate-language notices.
- Protected Time Off Illinois employers are now mandated to provide their employees unpaid leave for absences resulting from a pregnancy loss, unsuccessful IVF treatment, a failed adoption or surrogacy, or any diagnosis which may affect pregnancy.
- Hairstyle Discrimination The Illinois amended Human Rights Act prohibits employers from engaging in discrimination based on numerous protected characteristics, including race. This amendment expands the definition of “race” to include traits associated with race, including but not limited to hair texture and protective hairstyles such as braids, locks, and twists.
II. Trending Now in HR
TOP 5 HR TRENDS TO WATCH IN 2023 By: Alexia DuvigneauThe Great Resignation has impacted almost every industry in 2022. Today, many HR leaders are facing an inflection point – how do we attract, retain, and engage the talent we need to remain successful? However, as businesses start planning for 2023, many are turning the Great Resignation into a Great Opportunity. In this next year, HR departments are planning to lean into growing HR trends, like the digital transformation, mental health and employee wellbeing, people analytics, and workplace flexibility, to keep staff on board. And, they’ll be doing all that with decreased HR budgets. Let’s take a look at the trends human resources leaders should expect to see in 2023! 1. Top HR Trends For 2023: Navigating The Great Resignation Landscape A Gallup study found 48% of the U.S. working population was actively searching for new opportunities. The company pinpoints lower levels of employee engagement as the driving force for so many notices. In the face of the mass exodus from the labor market, attracting and retaining talent will be the hot commodity in 2022. However, companies will have to stretch far beyond employee engagement to retain their frontline workforce going forward. In 2022, we wanted to better understand what employees – especially frontline workers and their managers – wanted at work. So, we asked them. Our 2023 Frontline Trends Report deep dives into everything essential employees are looking for – and what is stressing them out. According to our survey, late shift changes, tough working conditions, and low wages are their top pain points. Companies that want to keep hold of their talent need to meet workers where they are. As such, we are seeing businesses take swift action when it comes to compensation. We see you, Amazon, and Costco! And, outside of pay, employers are:
- Adopting the digital transformation in human resources that eliminate wasteful processes and save HR departments time and resources
- Evolving workplace conditions with upgraded spaces, renewed protocols, and better safety training
- Using shift scheduling tools to create more predictable and easily accessible schedules
- Streamlining workplace technology that makes the life of a frontline worker much easier
- Tough working environments
- Overly physical activities
- Long working shifts
- Access to mental health and employee wellbeing resources
- The rationale for high employee turnover
- How much revenue is spent on new hires
- How the company shows up in terms of diversity metrics
- Why there is higher absenteeism than normal
- Company news and objectives
- Employee benefits
- Health and safety protocol changes
- Shift schedule changes
- Learning and development opportunities
- Mental health and employee wellbeing tips