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Since the Biden administration has broken in work, the U.S. economy is likely to change. The cheering news is that adopting a more radical economic agenda has improved the outlook for the economy over the two past months. Government resume service has taken an updated look at the prospects for the labor market. Analysis of the main labor and employment issues of 2021 is helpful to meet the changes with good grace and take full advantage of potential robust economic growth. Here is a list of the top challenges employers should consider for adapting to new business conditions:
#1. Shifts in Federal Labor and Employment Policy
Now when the White House, Senate, and House of Representatives are under the control of Democrats, federal labor law policies and employment rules developed by the Republicans’ Board are going to change. The key issues will affect business in terms of:
1. Changes in labor policy, potential nominations for the National Labor Relations Board, and legislation of right-to-work laws.
2. Improvements for immigrants, employment-related legislation to clear employment-based green card backlogs, and exempt STEM degree holders from quotas.
3. Workplace safety efficiency reinforcement that implies protection for the U.S. workforce during the pandemic.
4. Changes in wage policy and new requirements for federal minimum wage and exempt salary.
#2. Pandemic Compliance Policy
As soon as the great impact of COVID-19 on the markets, organizations, and consumers is recognized, current measures promise to bring in more regulatory responses to the pandemic. The key insights for risk and compliance leaders include new public health orders and address the following issues related to the pandemic and protective measure requirements:
1. Social distancing, wearing masks, closures, capacity, and so on.
2. Screening for both employee and customer.
3. Positive test reporting both for employee and customer.
4. New rules, policies, and procedures of work-from-home and remote work.
5. Covid-10 litigation, including paid leave and hazard pay requirements.
#3. Coronavirus Vaccination
Employers are exploring their new options to mandate or encourage workers to get vaccinated against coronavirus. Examples of a one-time bonus for an employee include unpaid or paid time off, travel and childcare costs for obtaining the vaccine, and access to onsite clinics. But all the encouragement programs will turn into risk-taking, as soon as the U.S. Equal Employment Opportunity Commission (EEOC) finds incentives to run afoul of the Americans with Disabilities Act (ADA). There are no strict orders or guidance on this issue, still, a variety of industry-specific employers are warned by the federal agency to meet all needs of Americans with Disabilities.
#4. Emphasizing on Equity
The trend to support underserved groups has come in 2020 to stay in 2021. The Biden administration revokes diversity training restrictions and takes more executive actions to address diverse groups. This concept makes employers consider implementing diversity, increasing equity and managing inclusion (DE&I) as the prior goals in order to prevent social justice movements similar to Black Lives Matter protests. These are the main reasons for employers to build corporate ethics that condemns and combats racism, xenophobia, and intolerance. The action of employers should never discriminate against applicants or employees on the basis of sexual orientation or gender identity. The efforts on implementing the principles of DE&I on practice means:
1. To create comprehensive D&I programs.
2. To roll up incorporating bias training initiatives.
3. To support inclusivity with preferred pronouns and honorifics.
4. To update design for facility restrooms that promotes inclusivity.
5. To ensure the safety policies utilize inclusive language.
6. To promote anti-hatred culture and respectful relations anywhere (on social media, or dress.)
#5. Legalization of Marijuana
At the end of 2020 Arizona, Montana, and New Jersey voters approved recreational marijuana. South Dakota voters approved both medical and recreational marijuana ballot initiatives, while only medical marijuana obtained its legal status in Mississippi. Though employers want to stay abreast of the changing laws and regulations, they must be familiar with the marijuana laws in the states where they operate before taking employment actions against those who use marijuana. As more states enact measures to legalize marijuana use, new regulations will throw up some important questions and pitfalls in terms of the following issues:
● drug testing;
● disability accommodation;
● workplace safety;
● hiring;
● employment termination.
As the political stage pushes forward new changes that take the pandemic under control, employers may expect further improvements in federal, state, or local laws. The regulating of issues with discrimination, pay equity, predictive scheduling, minimum wage, overtime, paid leave should be on the radars both for employers and applicants. Stay tuned for more hot topics from our government resume service!
About the Author
Daniella Henderson knows all ins and outs of the federal hiring process. She is excellent at job hunting strategies, starting from federal resume writing to the final stage of interview conduction.
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