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Weekend Roundup: Hiring Industries, SHRM and Masks, Monitoring Employee Communication

This is this week’s Weekend Roundup, we take a look at five industries that are hiring. The Society for Human Resource Management (SHRM) explores if companies can require employees to wear masks at work. Lastly, we take a look at how far employers can go to monitor employee communications while on the clock. Click the headlines below to learn more.

Five Growing Post-COVID Industries And Where Their Jobs Are

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.

Ask HR: Can Companies Require Masks?

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

Monitoring Employee Electronic Communications

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.

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