The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.
CROWN Act
As of September 2023, 23 states passed the Creating a Respectful and Open World for Natural Hair (CROWN) Act. As many states and localities adopt hair discrimination laws, employers must ensure their workplace dress code policies are current and comply with state and local laws.
Pregnant Workers Fairness Act
The Pregnant Workers Fairness Act (PWFA), signed into law on Dec. 29, 2022, became effective on June 27, 2023. Under this law, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth or related medical conditions unless the accommodation will cause the employer an “undue hardship.” The U.S. Equal Employment Opportunity Commission (EEOC) has started accepting charges under the PWFA for situations occurring on June 27, 2023, or later. Savvy employers will look at the EEOC’s final PWFA regulations and consider including a policy in their 2024 employee handbook that explicitly addresses PWFA accommodations.
Noncompete Agreements
In January 2023, the Federal Trade Commission (FTC) proposed a rule banning most noncompete agreements. The FTC is expected to vote on this rule in April 2024. Many states have also passed noncompete bans or taken action to ensure noncompetes are unenforceable. Due to the shifting legislation surrounding these policies, employers need to ensure their noncompete agreements are tailored to the state and locality where their employees work.
Summary
By understanding the most important rules and regulations to study in 2024, employers can take steps to ensure their employment policies are current and reflect the most recent regulatory developments.
Responding to Employees' Remote Work Desires
In a transformative shift in workplace dynamics, a recent survey by employment website FlexJobs revealed a groundbreaking trend: Remote work now takes precedence over salary for most employees.
The traditional notion that financial compensation is the ultimate driving force behind job satisfaction is challenged by a growing desire for flexibility and work-life balance. This shift carries significant implications for employers who wish to attract and retain top talent in the ever-evolving work landscape.
“The most significant finding of the FlexJobs survey was that 63% of respondents voted remote work as the most important factor in a job, narrowly beating out salary. In fact, two-thirds of respondents are willing to take a pay cut of up to 20% or more to work remotely.”
Remote Work Considerations for Employers
During the COVID-19 pandemic, many individuals reprioritized work as a part of their lives instead of the main focus. Additionally, many employees were permitted to work from home at the height of the pandemic and experienced the benefits of working from home. Workers now prefer these flexible work arrangements because they feel they can remain productive at work but have more resources and personal time for families and hobbies by not having to commute. This has allowed employees to improve their work-life balance and general well-being.
Therefore, although organizations may contemplate return-to-work mandates during 2024, many employers have struggled with return-to-work orders. Even threats of termination haven’t fully persuaded employees to comply with mandates. To remain attractive and keep employees happy and productive amid varying work arrangements, employers can consider the following strategies for navigating the demand for remote work opportunities:
Establish flexible policies. Employers can prioritize the development of flexible remote work policies that cater to the diverse needs of their workforce. Offering options for fully remote, hybrid or flexible schedules can accommodate various preferences and business needs.
Invest in technology. Providing the necessary technological infrastructure ensures seamless communication and collaboration in a remote or hybrid work setting. Employers should invest in reliablevirtual communication tools and platforms to facilitate efficient remote teamwork.
Adopt a work mindset about outcomes. Employers can shift the organizational focus from traditional measures of productivity based on hours worked to outcome-oriented assessments. It should be about the results, not the hours. Trusting employees to deliver results increases autonomy and fosters a healthy and results-driven company culture.
Promote well-being initiatives. Employers can implement programs prioritizing employee well-being (e.g., mental health resources and virtual wellness activities) among remote team members. It’s important to foster a sense of connection among a dispersed workforce.
Communicate and solicit feedback regularly. Establish open lines of communication and provide regular feedback. Clear communication channels and constructive feedback are crucial for maintaining a strong connection between remote or hybrid employees and their managers.
Offer benefits that support hybrid workers’ return to the workplace. If an employer is implementing a hybrid work policy, the following benefits may make a hybrid arrangement attractive:
- Commuter benefits (e.g., subsidized transportation, shuttle services or flexible commuting hours)
- Family-friendly benefits (e.g., on-site child care facility, child care stipends or flexible parental leave)
- Pet-friendly benefits (e.g., pet care stipend or pet-friendly policies that allow employees to bring their companions to work)
Offer exclusive perks. If pursuing hybrid work arrangements, employers can create a sense of exclusivity by offering special perks available only to on-site employees. These could include access to premium workspaces, on-site meals, exclusive events or discounts at local businesses. Such benefits can reinforce the idea that the workplace provides unique advantages.
Employer Takeaway
As the workforce landscape continues to evolve, employers must recognize the growing importance of remote work in the eyes of their employees. By embracing this trend, adapting policies and fostering a culture that values flexibility, organizations can position themselves as attractive employers to a talent pool that increasingly prioritizes work-life balance over traditional salary considerations.
Utilizing The Power of Retail Clinics
In today's fast-paced world, the demand for healthcare that is both accessible and affordable has never been higher. Enter retail clinics, a model of care that is swiftly bridging the gap in the healthcare system by offering convenient, cost-effective services for a variety of minor health issues.
These clinics are housed within retail stores, pharmacies, and supermarkets, making them a great option for individuals seeking an alternative to traditional healthcare settings. They are designed to serve people who need medical attention for minor ailments, vaccinations, or routine screenings without the hassle of scheduling an appointment.
The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.