A recent federal court decision struck down several provisions of the U.S. Department of Labor’s rules regarding the Family First Coronavirus Response Act. Congress passed the FFCRA in March to provide paid sick leave benefits for employees of private businesses with less than 500 employees and certain public entities as part of the COVID-19 stimulus package. An “employer” for this purpose, could include a joint employer and integrated employers, but exclude independent contractors. DOL had also added an exemption for small business employers.
As we flip our calendars to yet another month of our large-scale COVID-19 remote-work experiment, it’s no wonder that motivation, performance and well-being are flagging for many. Months in, managers need new tools to reenergize their teams, to accurately identify and diagnose recurring struggles and to empathetically help employees address their problems.
A large part of a leader’s responsibility is to provide structure, guidance and regulation; yet many workplace studies point to the fact that the most important gauge for a healthy work environment isn’t a strong external framework, but whether individuals can foster internal motivation.
A southern Indiana fast-food sandwich shop violated federal law by rejecting a hard-of-hearing applicant because of his hearing and resultant speech impairments according to a lawsuit filed on September 23, 2020 by the EEOC, the federal agency announced. According to the EEOC’s lawsuit, Ranrae, Inc., which owns and operates Subway Store #1005 in Bloomington, Ind., refused to hire a qualified hearing- and speech-impaired applicant for an open sandwich artist position because of his disability, citing “a communication concern” due to the applicant’s “hearing” and “speaking.”
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