Here Are the 8 Policies Smart Companies Will Keep in 2021

Businesses had many, many headaches in 2020–as did all their employees. From new laws to shutdowns, protests, and illness and death, every company and every employee had new challenges last year.

As such, your company adopted new policies. (With changing laws, you had to adopt at least some changes in 2020 or face the wrath of the Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL), and the Occupational Safety and Health Administration (OSHA).)

Some things have already been walked back (FFCRA’s “extension” is purely voluntary now), and some things have been forgotten. But, here are eight policies you should keep–even if the vaccine stops the pandemic in its tracks.

To keep reading, click here: Here Are the 8 Policies Smart Companies Will Keep in 2021

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8 thoughts on “Here Are the 8 Policies Smart Companies Will Keep in 2021

  1. Regarding family-friendly policies — particularly with regard to children at home with telecommuting parents — the reason the parents are working from home is to eliminate exposure to COVID-19. For that same reason, children are at home, because their day cares or schools are not open. If there’s someone else in the household who can look after the child(ren) while an employee is working, great. But, it would be wrong to insist that the child(ren) be cared for by someone from outside the household and would, largely, defeat the purpose of having employees working remotely, in terms of their own — or their families’ — potential exposure to the coronavirus.

  2. The title of this article makes a key point –Smart businesses–but smart doesn’t always means great profits, so there’s the catch. Most businesses are going to look at the bottom line to see if they can afford these policies however the need, so unless these policies are set in law, conditions may vary as per employers. Granted we all would “like” to see these policies in play, each business will provide what works best for the continuation of the business. The paid sick leave is partially in place with FLMA, so hopefully this COVID-19 crisis will help put get better paid sick leave policies in place. What is didn’t like about the list was the assumption that all jobs can be worked at home and don’t include much for those jobs that can’t be done from home with the exception of paid sick leave and flexible scheduling. I would like to see HR address helpful policies for these jobs too.

  3. How does a company get beyond the idea that when someone calls in sick they’re really fine, just slacking off, and if they’re “working from home” they’re not actually working? I know that sounds ridiculous but those concepts are so deeply ingrained in so many workplace cultures.

    1. Evaluate results, not hours at work. The persons that spend the most hours at work aren’t the ones who are most productive per se.

      Watch the Ted talk “Why work doesn’t happen at work”.

  4. Statistics show that more and more employees have started to like working from home. Some refuse to return to the office, so that’s obsviously important to focus on.

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