An estimated 18.8 million veterans live in the United States, and according to the California Legislative Analyst’s Office, more veterans live in California — about 1.8 million — than in any other state. Veterans Day 2020, Wednesday, November 11, is dedicated to recognizing and thanking the brave individuals who’ve served in the armed forces, and serves as an excellent reminder of the value, skills and expertise that veterans bring to the workplace each day.

Not only are military veterans and servicemembers highly trained for professionalism and discipline, but they also have an accelerated learning curve and respect for procedures. In fact, a Syracuse University study found that veterans are entrepreneurial, assume high levels of trust, are adept at skills that transfer across contexts and tasks, and have strong team building skills, to name a few; and a Northwestern University Kellogg School of Management article notes that veterans are highly trainable, are leaders, have learned selflessness and know how to take constructive criticism.

“The army is a learning organization,” said Col. Dan Friend, former U.S. Army Chief of Staff Senior Fellow at the Kellogg School of Management in the article. “You start with initial training and you constantly return to training, whether it’s in your unit, through personal development, or in a formal school as you progress through your career. So, we end up with a group of people who, frankly, have a growth mindset.”

In addition, the article notes that by their early 20s, many servicemembers already are responsible for the training and employing of teams, as well as their subordinates’ well-being. They’re also accountable for millions of dollars in equipment.

“Once you’ve witnessed what people and teams can achieve with trust, and you’ve been a part of an organization that puts self-interest aside and focuses on achieving an objective, it stays with you,” Friend said in the article. “All the while they’re learning how to make decisions, plan, organize, execute, and provide clear guidance to their subordinates at an age much earlier than most of their peers on the outside.”

For details on how to hire veterans and best practices, check out the U.S. Department of Labor’s (DOL) Employer Guide to Hiring Veterans.

It’s also important to remember that state and federal law offer protection from discrimination and retaliation based upon their service, certain job protection rights and more. Visit the U.S. DOL’s Uniformed Services Employment and Reemployment Rights Act (USERRA) website for details about federal-level USERRA protections and employer resources.

Jessica Mulholland, Managing Editor, CalChamber

For more information on military and veteran rights and protection, CalChamber members can visit Military Service Leave the HR Library. Not a CalChamber member? See how CalChamber can help you.

The post Veterans Day Reminder: Veterans Bring Skills, Expertise Year-Round appeared first on HRWatchdog by Jessica Mulholland.

COVID-19 has drastically upended Generation Z’s college experience. An increasing number of these young adults—the oldest are 23 this year—are rethinking how they want to spend this time, opting for a “gap experience,” a period of time away from school.
Even as a spike in COVID-19 cases propelled the U.K. government to announce a new national lockdown, employers are laying the groundwork in preparation to reopen more fully when possible.

As the COVID-19 pandemic enters its eighth month, face coverings and social distancing are still required in public places, indoor dining is still prohibited in many jurisdictions and, although the school year has started, this back-to-school season looked drastically different than in years past. How companies recruit and hire talent has also been drastically different, according to new research from global staffing firm Robert Half, which found that since the pandemic began, 53 percent of respondents said their organization has remotely hired full-time or temporary staff.

More specifically, since the pandemic began, 63 percent of respondents implemented remote interview and onboarding sessions, 49 percent advertised fully remote jobs and 44 percent geographically expanded their search to access a wider candidate pool. Some companies already had these practices in place before the pandemic started — 12 percent of respondents implemented remote interview and onboarding sessions, 12 percent advertised fully remote jobs and 16 percent geographically expanded their search — bringing the total respondents using these practices to 75 percent, 61 percent and 60 percent, respectively.

“Despite an overall slowdown in business, companies continue to hire for critical roles during the pandemic,” said Paul McDonald, senior executive director of Robert Half, in a press release. “In many cases, employers have adjusted their recruiting strategies to accommodate new, virtual work realities and are seeing immediate benefits, including faster and more successful hires.”

Among the 28 U.S. cities in the survey, Los Angeles was one of three with the highest percentages of employers who geographically expanded their candidate search (along with Detroit and Pittsburgh). In Los Angeles and Pittsburgh, 69 percent of employers used this approach (compared to 78 percent in Detroit).

 “The rise of remote work has provided employers an opportunity to access a much deeper candidate pool,” McDonald added. “As organizations try to position themselves for growth in the months ahead, competition for talent will only intensify. The ability to hire people anywhere will be particularly helpful when staffing in-demand roles.”

As the economy continues to recover — and based on the latest U.S. Bureau of Labor Statistics data and a recent Monster hiring report, it is recovering — these new remote-work methods of recruiting and hiring could bode well for employers, especially since, as Stanford economist Nicholas Bloom said in a June interview, “the stigma associated with working from home prior to COVID-19 has disappeared.”

Jessica Mulholland, Managing Editor, CalChamber

CalChamber members can read about Interviewing Candidates in the HR Library. Not a member? See what CalChamber can do for you.

The post Remote Hiring Ramps Up During COVID-19 Pandemic appeared first on HRWatchdog by Jessica Mulholland.

The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) published a final rule codifying its procedures on resolving employment discrimination claims.
As the coronavirus pandemic continues, biometric technologies that take employees’ temperature and rely on facial recognition are supporting new workplace-safety procedures. Employers should be careful when adopting these technologies and tell employees how the information that’s being collected about them will be used, experts say.
​Four years ago, Donald Trump’s election had a significant impact on HR professionals, as it kicked off a process in which many federal regulations implemented by the Obama administration were revised and overturned. Given the election results, analysts expect the new Democratic administration will attempt to change many of those regulations, despite the ongoing pandemic.
The Occupational Safety and Health Administration, not the courts, should rule on whether Amazon’s workplace policies at a warehouse adequately protected the safety of workers during the pandemic, a district court decided.
Companies with U.K. workforces may not experience legal issues if the country fails to reach a trade agreement with the European Union before the Brexit transition period ends on Dec. 31. But the resurgent pandemic is making a smooth transition more difficult.

The California Department of Fair Employment and Housing (DFEH) released some initial, helpful guidance on one of California’s new laws taking effect next year — certain employers will be required to report demographic and pay data by March 31, 2021.

As previously reported, SB 973 requires employers with 100 or more employees, that are also required to file the federal EEO-1 report with the Equal Employment Opportunity Commission (EEOC), to report the following demographic and pay data information to the DFEH:

  1. The number of employees by race, ethnicity and sex in 10 different job title categories (Component 1); and
  2. The number of employees by race, ethnicity and sex, whose annual earnings fall within each of the pay bands used by the U.S. Bureau of Labor Statistics in the Occupational Employment Statistics survey (Component 2).

The new law provides some specifics on what information needs to be reported but left employers in the dark on how to assemble and submit their reports to the DFEH. The DFEH’s recent guidance addresses some of these details. For example, the DFEH intends to implement an online portal for reporting the required information and will try to make it resemble the federal EEOC system as much as possible. The DFEH is already in the process of securing a contractor to provide the necessary IT infrastructure, anticipating the portal will be available ahead of the March 31, 2021, reporting deadline.

For the report format, the DFEH will be issuing standard forms for employers to use for submitting pay data. The new law specifies that information must be submitted in a format that allows DFEH to “search and sort the information in the report using readily available software.” Therefore, DFEH’s guidance states that a comma-separated values (.cvs) file (like an Excel file) is permissible while an image file (like a .jpg) is not.

The DFEH will be issuing additional guidance on SB 973 in the near future. Employers should continue monitoring the DFEH website and HRWatchdog for updates.

James W. Ward, Employment Law Subject Matter Expert/Legal Writer and Editor

CalChamber members can read more about EEO Reporting Requirements in the HR Library. Not a member? See how CalChamber can help you.

The post California’s Initial Pay Data Reporting Guidance Released appeared first on HRWatchdog by James W. Ward.