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There?s been a wealth of information released by various government agencies in recent weeks regarding workplace safety and equal employment opportunity issues. In April, the Department of Labor?s Occupational Safety and Health Administration (OSHA) reminded employers of their legal obligations when facing employee concerns about workplace safety. Similarly, the EEOC has been continually updating guidance on its website in a publication titled, ?What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.? To help your organization navigate these uncharted waters, Broadleaf?s Associate Counsel James Beyer is here to provide insight on return-to-work issues during the pandemic:
Enticing Employees to Return to Work Let’s face the facts: the impact of COVID-19 on the labor market has been unprecedented. More than 36 million Americans have filed for unemployment benefits, a number that continues to creep closer to historic Great Depression levels. Stores have closed, non-essential businesses have shut down, and industries have struggled to keep their heads above water. Even as all 50 states begin to ease coronavirus restrictions and our country preps to reopen in the coming weeks, the worst may still be yet to come for the future of the labor market.
Can recruitment process outsourcing (RPO) reduce hiring costs? Yes, but viewing RPO through a cost lens alone can cloud your vision and obscure many of its most critical strategic impacts. What should a well-executed RPO solution offer beyond cost savings? At the strategic level, a flexible, well-executed RPO solution also offers scalability, speed and quality. Scalability is the key to managing unpredictability. Speed is the ability to source and hire quickly. Quality enhances the process to hire better talent. How does this work in the real world? You’ll find out when you explore these 7 “success stories” (drawn from actual real-life scenarios), each of which isolates a specific recruitment strategy challenge and then describes specifically how a flexibly-constructed RPO can meet that challenge.
Managing COVID-19 Return-to-Work Issues There’s been a wealth of information released by various government agencies in recent weeks regarding workplace safety and equal employment opportunity issues. In April, the Department of Labor’s Occupational Safety and Health Administration (OSHA) reminded employers of their legal obligations when facing employee concerns about workplace safety. Similarly, the EEOC has been continually updating guidance on its website in a publication titled, “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.”
