In a landmark ruling on Monday, the Supreme Court has upheld that Civil Rights Act of 1964 applies to sexual orientation and gender identity as well. This ruling was unexpected and long overdue- a major victory for equality in the workplace!
According to this ruling, employers are no longer permitted to discriminate on the grounds of sexual orientation or gender identity. In the words of Justice Neil M. Gorsuch “an employer who fires an individual merely for being gay or transgender defies the law."
So what does this mean for employers? For most of us, not much. As long as you're firing individuals because of reasons like performance issues, nothing will change. However, for those who want to fire someone simply based on being transgender or homosexual, you could face consequences.
We've all seen the current unemployment statistics and it's a scary time. Last week was the highest number of unemployment claims filed in a single week and many Americans are struggling as a result. You may be worried abut your own employment security as a result. So what should you do in this uncertain time? Here are my top three tips.
1. Create a Backup Budget
With the uncertainty of employment looming, now is the time to tighten your budget. Think about what you could cut in an emergency and where you could save. Are there any costs you can cut now? There's tons of great resources out there to help you with this- I love Clever Girl Finance's offerings. Now, take any money you've cut and add it to your savings to help float you in the case of job loss.
2. Make a Just-In-Case Plan
Is your resume current? Do you know who is hiring in your field? Think about looking into these things now rather than when you're in the shock of being laid off. What would you do if you needed a job now? Think about work from home jobs, in or outside of your career, that you could apply for if you absolutely needed a job ASAP. Hopefully you won't need these, but it's better to prepare and not need them then need them and not prepare.
3. If It Happens, File for Unemployment
If the worst case scenario happens, make sure you file for unemployment ASAP. This is true even if you're promised a job once the virus scare is over. You may still be eligible for unemployment in the meantime. There are also some initiatives specific to the current health crisis. Have questions? Visit the government's guide here.
Have you planned for the worst-case scenario? Let us know what steps you've taken in the comments below!
With the current COVID-19 crisis, many employees are unexpectedly working from home. This can be a really tough transition! With no need to drag yourself into the office and no coworkers peering over your shoulder, it can be tempting to let productivity slide and abandon your normal routine. However, as a kick-ass career woman, you must forge on! Here's my top three tips for working from home:
1. Create a Schedule
When working from home, you need to create some structure for your workday. Sit down and write out a schedule for yourself. Block out a start time, a lunch hour, and an end time. Don't be tempted to let your work creep into the rest of your life and work constantly. On the opposite side, make sure you're putting in the hours you need to to get your job done well.
2. Brush Your Hair
It can be tempting to wear your pajamas all day and skip your normal morning routine. However, you'll feel more productive when you make them time to pull yourself together. Take a shower, brush your hair, and pull some clothes on. I won't judge you if every now and then that just means a clean pair of pajamas, but make sure you're in a routine to start your workday. Pull that hair up into a bun, brush your teeth, and get to work!
3. Create a Work Space
One of the easiest ways to get distracted is by not having a dedicated work space. Ideally this would be a desk in a low-traffic area, but it could be an end of your dining room table, a folding table in your bedroom- wherever you have space. This will also help you mentally leave work at the end of the day. By separating your work space from your home space, you can maintain your focus, then disconnect at the end of the day.
As always, I'm here to support you during this time of transition! Feel free to comment or drop us an email and I'd be more than happy to offer my advice and support during this uncertain time!
The current health crisis in America has many employees on edge with uncertainty. With the CDC's recommendations to encourage social distancing, it's important that you take the time to reassure your employees and encourage proper precautions. Here's my top 3 recommendations for supporting your employees during this time.
1. Encourage Working From Home
If at all possible, consider allowing remote work for the time being. This will help to keep your employees healthy, prevent the spread of disease, and also to protect loved ones who may be elderly or immunocompromised. This will also allow parents of young children who are out of school due to the virus to be there for their children and get their work done.
2. Be Flexible
For many, kids are out of school indefinitely, loved ones may be at high risk, and some may have to put important events on hold. Be understanding and flexible to the best of your ability during this time. Regular remote polices, such as needing childcare or working strict core hours, may need to be reexamined for the time being. If your employees must come into work (and I emphasize MUST), offer hand sanitizer and encourage social distancing.
3. Offer Support
Make sure that your employees know that you're there to support them through this crisis. Whether it's navigating the bumps of transitioning to remote work, helping them look into their health benefits, or just being a source of comedic relief during this serious time, try to make sure your employees feel supported.
Want more info? Here are some resources for businesses during COVID-19:
CDC Coronavirus Disease 2019 (COVID-19) and You
CDC Resources for Businesses and Employers
Coronavirus (COVID-19): Small Business Guidance & Loan Resources
If you’ve been watching the news or reading workplace blogs, you’ve probably heard a lot of buzz about the new overtime rules. This ruling goes into effect January 1st and raises the minimum salary needed to avoid paying employees overtime.
With the the old rules, employees making under $23,660 annually needed to be paid overtime for any hours worked over 40 each week. Under the new rule, this salary is raised to $35,308.
What does this mean for employers? First, any employees classified as exempt but paid under $35,308 need to be paid overtime for all hours worked over 40. This means that if these employees aren’t recording their time, they’ll need to do so starting in the new year.
Alternatively, employers can raise salaries for those under the threshold to keep them classified as exempt and avoid paying overtime or tracking their hours.
So so what’s the best route? It depends on the employer. Some may be willing to pay overtime and have their employees start tracking their hours. After all, who wouldn't want extra money? However, it’s important to realize hat this may have the opposite effect on employee morale. Many employees view exempt status and not having to record hours as an achievement in their career and may resent having their hours monitored. It may be worthwhile to increase their salary rather than reclassify them. Each employer should carefully weight the pros and cons prior to making a decision.
Want to read more? Visit https://www.dol.gov/agencies/whd/overtime/2019
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