Integrity HR Management

The  COVID-19 Delta variant  is sweeping the world and country, causing detrimental effects to individuals everywhere. To prevent the spread, the Centers for Disease Control and Prevention (CDC) have updated their COVID-19 guidelines in lieu of this latest surge. For now, the CDC recommends that fully vaccinated adults resume wearing masks indoors in places where COVID-19 transmission rates are high. While those who are unvaccinated are the primary ones suffering from this Delta variant, CDC Director Rochelle Walensky warned even vaccinated adults that this variant can impact them as well. Many of the suggested policies and procedures are the same as when the original COVID-19 surge occurred in 2020. To keep your organization and employees safe, here are policies and suggestions to consider implanting in your workplace, thanks to a blog from the  Society for Human Resource Management (SHRM). Be up to date with local, state, and CDC guidelines  Employers should consider reinstating a ma

For HR departments and PEO’s, handbooks are just a way of life. Typically, they are produced for your clients and external purposes, but what information do your internal handbooks need to include for new staff members? Let’s take a look at what details new employees need to know in their staff handbooks, thanks to a blog post from  NetPEO . Obligations and benefits:  New employees should be aware of their roles and what is expected of them. Make sure descriptions are clear and concise to avoid confusion. Be sure to highlight benefits packages, PTO policies, and additional perks that come with your organization. Policies and procedures:  Outline expectations for employee conduct and behavior.  If your company has a sexual harassment policy, outline and detail it very quickly to avoid harassment in the workplace and prevent lawsuits. (If your organization needs help with a sexual harassment policy, go to  www.IntegrityHRManagement.com  and we can help you create). Include additional pol

  According to an  article , the Occupational Safety and Hazard Administration (OSHA) is looking to add regulations for outdoor and indoor workers to prevent heat illness. Summer in Texas is hot,  very  hot. How hot? Cooking an egg on the ground hot:  On the first 100 degrees day of the year,  six workers from Austin  experienced heat-related illnesses. Safe to say, a new set of prevention rules from OSHA would be welcomed to keep workers safe. Still, each organization whose workers consistently perform their jobs in high temperatures must have a plan. According to  JJ Keller , a business should take the following factors into account when constructing their heat illness prevention plan: Evaluate the risks: for the heat index, an organization must factor in both temperature AND humidity  Indoor work: simply looking at weather reports does not help evaluate indoor conditions. Direct sunlight: while temperature/heat index can be assessed in shade, workers who work in direct sun are at a

The American Rescue Plan Act (ARPA) was  signed into law  by President Joe Biden on March 11, 2021. The act allocated $656.18 billion to American businesses for tax credits and paid sick leave to help assist organizations and their workers. Still, there are many unanswered questions as to what the parameters surrounding the ARPA are for businesses. Allen Smith, J.D. of the  Society for Human Resource Management (SHRM)  explored the following questions that many employers have for emergency paid sick leave ( EPSL ), and the emergency Family and Medical Leave Expansion Act ( EFMLEA ) under the Families First Coronavirus Response Act ( FFCRA ). What qualifications does the FFCRA have? FFCRA: An employee is subject to a federal, state, or local quarantine/isolation due to COVID-19. A worker is subject to the advice of a health care provider to self-quarantine due to COVID-19. An employee who is experiencing COVID-19 symptoms, also seeking a diagnosis. A worker is caring for an individual s

  As we slowly turn the page on COVID, businesses across Texas are  rapidly looking to hire  workers for vacant positions. Even before 2020, hiring is hard. It can be a process that causes headaches and heartbreak for a candidate and a business. But until now, the candidate’s view of the process has not been explored for employers. The Candidate Experience is more important than ever: 82% of employers plan to hire in 2021. However, 87% of employers say they are  struggling  to fill open positions.  A bad candidate experience can severely impact your brand. 35% of candidates with a negative experience will share it on social media, Indeed, etc.  Before applying or making career decisions, 70% of candidates now look to reviews on sites like Indeed.  Delivery of communication is just as important as the message:  Employers that strengthen their communications with candidates will improve the quality of the candidates hired. 51% of candidates cite poor communication as the  top  factor for