COVID-19 is the biggest disrupter most industries have ever faced. The global pandemic, almost overnight, changed the American way of life — with entire industries forced to rethink their business models. Workforces became remote. Health, safety, and sanitation became more important than ever. And we’ve seen an interesting juxtaposition: nostalgic businesses, like drive-in movie theaters, are thriving alongside futuristic industries like robotics.
But unlike recessions of the past that were led by bubble bursts or natural disasters, the economic downturn we’re experiencing now is totally unique. Entire industries were shut down or extremely limited in order to prevent the spread of the virus. Suffice it to say, as the U.S. begins to reopen, there’s not exactly a clear road map for economic recovery. But, there are some clues.
HRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. The questions are submitted by readers.
Question: My state has been easing restrictions and reopening for the past couple of months. I feel comfortable enough to not wear a mask in the office. However, my co-workers have been “mask-shaming” me and making me feel bad for not wearing one. Can my employer mandate that I wear one? — Anonymous
Several months into COVID-19, many businesses find themselves relying on a decentralized workforce dispersed across a city, state, or even the country. Increasing numbers of businesses are investing in employee monitoring software to manage employee productivity and performance, protect confidential business information, ensure system security, and limit liability for employee misconduct. While these tools can play a critical role in certain kinds of risk mitigation, they also can significantly increase businesses’ legal risk if not used properly. Here we look at federal and state laws that govern private employers’ use of electronic surveillance tools to monitor their employees’ electronic communications.
Could your business benefit from our expertise on background checks, EEOC compliance, drug screenings, workplace policies, and solutions to your HR needs? Contact KRESS today for exemplary customer service and a custom solution for your needs. We are here to help.