This issue of HR News Roundup includes items about onboarding, Gen Z hiring, drug & alcohol policies in a legal weed world, compassionate communications, legal compliance matters, AI adoption, and much more.
Onboarding: 4 Reasons New Hires Should Have a Buddy
Sharlyn Lauby, HR Bartender
First and foremost, it’s important to note that a buddy program isn’t a substitute for company training or proper management. A buddy program is designed to be an extension of the overall onboarding process. An onboarding “buddy” helps the new hire feel welcomed and assists with the socialization process.
Buddy programs can be used for new hires as well as promotions or transfers. Any time an individual is being onboarded, there’s an opportunity for a buddy program. And while a formal buddy program would be ideal, organizations can support informal programs.
Gen Z Alienated by Hiring Pain Points, Age Bias: How HR Can Turn It Around
Brian Bingaman, HR Morning
Johns Hopkins University predicts Gen Z will comprise 30% of the workforce by 2030. Figuring out how to engage this generation is going to become mission-critical for many HR departments.
Fifty-eight percent of Gen Z respondents (and 45% of all adult respondents) to a recent survey by direct sourcing company TalentFusion said they plan to look for a job in the next six months. But they’ll have some pretty big obstacles to overcome.
Workplace Drug/Alcohol Policies in a Legal Weed World: 10 Easy Steps
Robin Shea, Employment & Labor Insider
Last week, I posted about “fun” facts related to drugs and alcohol in the workplace. That post was an prelude to what I’ll talk about today: What employers ought to do.
As I pointed out last week, marijuana is still an illegal drug under federal law, although the Drug Enforcement Administration has issued proposed regulations that would “downgrade” marijuana to a Schedule III drug (some legitimate uses). Employees in positions that are subject to federal drug laws should be handled in accordance with the applicable federal regulations.
Compassionate Communication: How to Talk About Suicide at Work
Justin Joffe, Ragan Communications
The scope and scale of this discourse also introduced to many the concept of “suicide contagion”, which refers to the process whereby a suicide or suicidal act with a certain community can increase the likelihood that other vulnerable individuals within a social, geographical and psychological proximity are more at risk to take their own life.
This means that when someone dies by suicide in your organization or industry, the words you use to those in their orbit can sometimes be a matter of life or death.
4 Things HR Needs to Know Today About the Pregnant Workers Fairness Act
Rebecca Stephens, Human Resource Executive
In 2023, the U.S. Congress passed the Pregnant Workers Fairness Act (PWFA), and this summer, the Equal Employment Opportunity Commission’s (EEOC’s) regulations interpreting the PWFA took effect. In general, the PWFA requires employers with at least 15 employees to accommodate an employee or applicant’s known limitations related to, affected by or arising out of pregnancy, childbirth or related medical conditions.
Although the Americans with Disabilities Act (ADA), Pregnancy Discrimination Act (PDA) and various state laws already require that employers provide accommodations and leave for workers who are disabled by pregnancy, the PWFA’s requirements are more stringent in several key areas. Thus, employers should review and update their pregnancy leave and accommodation policies and train employees responsible for overseeing those policies accordingly.
Insurers can restrict mental health care. What laws protect patients in your state?
Annie Waldman, Maya Miller – NPR and Pro Publica
Most Americans — more than 164 million of them — have insurance plans through employers. These are generally regulated by federal law.
Although the law requires insurers to offer the same access to mental health care as to physical care, it doesn’t require them to rely on evidence-based guidelines or those endorsed by professional societies in determining medical necessity. Instead, when deciding what to pay for, the government allows insurers to set their own standards.…Federal lawmakers who want to boost patient protections could look to their counterparts in states who are pioneering stronger laws.
Although these state laws govern only plans under state jurisdiction, such as individual or small-group policies purchased through state marketplaces, experts told ProPublica they could, when enforced, serve as a model for broader legislation.
Study Highlights Worker Attitudes Toward AI Adoption
Roy Maurer, SHRM
New research reveals where workers lie on the spectrum of adopting artificial intelligence in the workplace. These findings can help organizations direct AI onboarding where it’s needed.
Slack’s Workforce Lab surveyed more than 5,000 knowledge workers in August about how they feel about using AI at work. The study, which also included some in-depth interviews, was conducted in Australia, India, Ireland, Singapore, the U.K., and the U.S.
“The AI-powered future of work isn’t just about enterprises, it’s also about employees—and it’s redefining everything from careers to workplace culture,” said Christina Janzer, senior vice president of research and analytics at Slack, a Salesforce company. “But to realize the promise of AI, companies need to make AI work for workers. As leaders, it’s important that we tailor our approach and help set every employee up for success in the AI-powered workplace.”
Why Leaders Sometimes Need to Be Gloomy to Succeed
Scott Cochrane
As a leader, should you always be an optimist? The answer is “yes”…and “no”…and “sometimes”…
The reality is, there are times when a leader must be a grim-faced pessimist, while in other times it requires being a cheery-faced optimist.
How do you know? Here’s a basic guideline to help you navigate this.
HR News Roundup: Quick Takes
- 15-Year High? Employer Healthcare Spending Forecast to Soar in Year Ahead
- Your Guide to Assembling a First Aid Kit
- HR Query: 10 Tips for Saying No at Work
- Microaggressions to Avoid in the Workplace
- Tom Brady on the Art of Leading Teammates
- Illegal Interview Questions You Should Never Ask Job Applicants
- Most Annoying Office Behaviors
- Cost of Employee Turnover Calculator
- 5 Ways to Find Relief in a Moment of Overwhelm
- The Punctuality Predicament
- OSHA Reveals Top 10 Safety Violations for 2024
- How to Avoid Election Related Scams
- Hate Exercise? We Made This 10-Minute Workout Just for You. (gift link)
- Abbreviation & Acronym Finder
From the Lighter Side …
- British men campaigning for enhanced paternity leave options have come up with a clever and creative way to draw attention to their cause. Throughout central London, they attached life-sized model babies in slings to bronze statues of male luminaries such as actors Laurence Olivier and Gene Kelly and the footballers Thierry Henry and Tony Adams. You can see photos and learn more in the Guardian: Campaigners tie baby slings to statues in call for better UK paternity leave.
- When history meets GenZ… In more news from Great Britain, the Leeds Royal Armouries Museum has gone viral for a short clip featuring 65-year-old military expert Mark Murray-Flutter. He offers a brief promo video for the museum (Instagram) using Gen Z slang. Here’s an article with more about the man, the museum, and the video – with a brief translation for “the olds” in case you’re interested in spicing up your employee handbook.
- When we need help, how do we break through the daily clutter of texts and emails to let our friends know we need their support? Here’s how Simon Sinek and his friend found a way.
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