Workplace burnout has long been a concern for companies and that has not lessened with many employees forced to work from home. However, empathic leaders can address this issue. So reports Harvard Business Review.

While a popular reference point for empathy is the biblical phrase, “Do unto others as you would have them do onto you,” that is not enough, Jennifer Moss, a workplace expert and author, writes for Harvard Business Review. Moss also is a United Nations Global Happiness Council Committee Member.

“If you authentically want to demonstrate empathy you have to ‘Do unto others as they would have done unto themselves,’” Moss notes. “That requires stepping outside of your own needs, assessing and removing bias and privilege, actively listening to your people, and then taking action.”

Moss points to a new survey by The Workforce Institute at Ultimate Kronos Group and Workplace Intelligence of 3,903 workers and business leaders in 11 countries.

That survey found that the same percentage of employees working remotely and in an actual worksite, 43%, reported feeling burned out and fatigued. And while 59% of workers and managers say their companies have taken a few steps to protect against burnout, 29% wish their companies would be more empathic.

Read the full article from the Harvard Business Review.

The Covid-19 pandemic has highlighted the need for companies to operate lean and there are a number of ways human resources can help make this a realty. So reports Forbes.

Reviewing all salary positions and deciding what is necessary or how some could be combined is crucial for businesses to stay competitive during rough times, Melissa Bolton, HR manager/director at Perlon-Hahl Inc., writes for Forbes. Another way to maximize efficiency is to cross-train staff to offset the negative impact from turnover.

“This helps make sure everyone is working as a team. As a human resources manager, could you put your boots on and go to the warehouse if need be?” Bolton writes. “Would your operations manager [work] in the plant when needed? Can the sales team help out with packing in a pinch?”

Read the full article from Forbes.

Women are breaking barriers in finance, a space that had long been unwelcoming. So reports Fortune.

Of the top 20 organizations for women to work, nine are in the financial services and insurance industry, which is three times the number from the 2019 list, according to Fortune’s Best Workplaces for Women.

“In the past, the value of financial services or the value of a financial adviser was in constructing a portfolio or trading stocks,” said Kristin Johnson, chief human resources officer at Edward Jones. “That part of the financial services business has been replaced by computers. It’s shifted the value to the financial advice.”

What that means for women is that they have been able to capitalize on their skills related to client care, Johnson said. Her firm is number 5 on this year’s top 20 list.

“The coaching that investors are looking for really requires deeper listening skills and empathy—just some of the traits that women have that the industry has recognized,” Johnson said.

Read the full article from Fortune.

Two Black machine operators at a Sacramento packaging manufacturer alleged in a lawsuit that they faced racial taunts and abuse including dealing with co-workers who fashioned a noose from an air hose and etched a swastika onto a paper roll. So reports The Sacramento Bee.

The U.S. Equal Employment Opportunity Commission filed the suit at the end of September against Packaging Corp. of America and Schwarz Partners LP alleging the two employees faced racist taunts from 2013 to 2017. Schwarz co-owned the plant operated by Packaging Corp. of America until 2017 and managed human resources, according to the suit.

In another incident, a shift leader drew a Confederate flag on a paper roll. One of the worker in August 2017 emailed the HR manager about the flag, as well as ‘long live the confederacy’ graffiti, the racist language and other abuse.

“(He) explained that the harassment was ongoing, and identified the perpetrator,” the suit notes.
“Despite the report, Human Resources Manager failed to conduct an (adequate) investigation into the harassment.” Schwarz did not comment. Packaging Corp. of America, in a statement, noted that it “is committed to advancing equal opportunity in the workplace.”

Read the full article from The Sacramento Bee.

As tense as the leadup to the November 3 election has been, there’s unlikely to be an immediate let up afterwards.

Employers will welcome more than 100 million Americans back to work after November 3 and human resources teams will need to prepare for what most certainly will be an uncomfortable environment, Harvard Business Review reports. If the election results between President Donald Trump and former Vice President Joe Biden are close, the tension could extend for weeks or more.

A Monmouth University Poll conducted last month found that 38% of 758 registered voters believe it is very likely that the Trump campaign will try to cheat if they see it as necessary to win, with 14% saying it is somewhat likely. A quarter of these registered voters say it is very likely that the Biden campaign will cheat to win, while 14% say it is somewhat likely. Of these voters, 64% believe it is at least probable that Russia’s government is trying to meddle in the election, while 57% say the same of China’s government.

“Even in the best-case scenario, in which the race is clearly decided on election night, lingering bitterness and resentments will likely spill into the workplace,” Bob Feldman, vice chair of ICF Next, a global marketing, communications, and digital transformation agency, writes for Harvard Business Review. “But if, as many experts predict, the counting of mail-in ballots continues well beyond November 3, attended by cries of fraud, lawsuits, and possibly even dueling slates of electors (i.e., members of the Electoral College), companies will face the potential of a roiled workplace for weeks and possibly even months.”

Companies cannot afford to wait until after November 3 if they hope to maintain a certain amount of civility in their workplaces, Feldman notes. But he points to some efforts by U.S. corporations to foster positive change.

One of those efforts is the Better Arguments Project started by the Aspen Institute in partnership with Allstate and Facing History and Ourselves, a worldwide education program. The effort gathers participants in cities to hear from speakers on hot button issues, but they must pledge to five principles, including:

• Taking winning off the table
• Being present and listening
• Connecting and being respectful
• Being forthright and embracing honesty from other participants
• Being open to new ideas

General Mills’ Courageous Conversations series has started its fifth year where they bring their employees together to listen to speakers discuss tough issues and then break up the employees into tables of 10 people to discuss. In its first year, there were 30 participants and that is now up to 3,000 employees with conversations done online.

Employers can take the lead in acknowledging the elephant in the room and encouraging civil communication after the election with the expectation that these discussions will be difficult, Feldman notes. They also can encourage employees to actively listen, have senior leaders model good behavior, and show empathy.

Companies will run into trouble if they think they can ignore potential negative fallout in the workplace post-election because their staff works from home, Sidney Bruce, head of customer success and HR at Eversee, a payroll company, writes for Forbes.

When home, “employees may feel they have more time to discuss these issues and feel even more pressure from the uncertainty and challenges presented by the pandemic,” Bruce writes. “With more time at home, workers may be making more of these comments. When employees are friends on social platforms outside of work, there’s no policy that can intervene when potentially offensive things are said.”

Gartner, a research and advisory company, noted in February that 78% of employees talked about politics at work, and 47% said the presidential election interfered with getting their work done. One-third of employees said they spent more time scouring for political news at work and 36% said they stopped talking or working with a co-worker due to political views. Gartner surveyed 500 employees in the U.S.

While some private employers may be tempted to bar political talk at work, which they are legally allowed to do, they need to assess the potential fallout on their business and employee morale, according to employment law firm Fisher Phillips.

“Restrictive workplace rules on politics and social discourse could turn off customers or lead to a boycott,” according to the firm. “In our highly political and digital age where people are ready to take a stand against a company based on political, social, and moral issues, you might need to collaborate with company decision makers at all levels to determine what’s right for your organization.”

Company CEOs “need to lean heavily on the skills of HR professionals trained to have difficult conversations and to facilitate them,” Johnny Taylor, Jr., SHRM-SCP, president and chief executive officer, writes for Chief Executive. He too encourages that companies avoid trying to shut down political speech, especially in today’s climate where social and racial justice have taken center stage.

“Our human instinct—and the way many of us were taught—is to be conflict avoiders,” Taylor writes. “But the 21st century workplace demands that you manage conflict, not avoid it—that you force people to be uncomfortable to get to a better, more authentic place.”

LinkedIn has embraced virtual interviews for all its job openings as coronavirus sidelines traditional in-person recruiting. So reports The Verge.

Job candidates were told by the firm that they could do an interview virtually or postpone for a future date, according to an email from LinkedIn’s staffing team.

“In light of the recent coronavirus outbreak and with everyone’s health being LinkedIn’s #1 priority at the moment, all candidates who are scheduled to come onsite are being given the option to either complete their entire interview virtually via BlueJeans video conference, or cancel their current schedule and hold off on rescheduling until coming onsite is possible,” LinkedIn noted in its email, which The Verge had seen.

The LinkedIn email also noted that “neither option will harm nor effect your candidacy here at LinkedIn.”

Google also noted similar plans to conduct all job interviews virtually in an email last month, while Facebook noted it would cancel most live job interviews. Amazon had announced that all in-person interviews would be on hold indefinitely.

Read the full article from The Verge.

Human resources departments and employers are stepping up defensive and protective measures abroad and at home amid the growing coronavirus threat.

The market continues to convulse and a growing number of cities and states are going into lockdown mode amid increasing fears about the virus and its ballooning infection numbers. The potential damage that the virus could cause to businesses was noted in 27 earnings calls at the end of January from S&P Composite 1,500 firms, including Apple, Starbucks and McDonalds, CNBC reports. Some recent reports paint an even more ominous picture about the financial and human impact of the pandemic. 

Many firms that are able to have already instituted plans fo move the majority of their workforces to full-time remote for the time being. Other firms have had to lay off large portions of their workers due to mandated business closures. Still other managers are communicating regularly with their teams and are generally trying to help inform their workers and calm their fears.

Against this backdrop, the Society for Human Resource Management has devoted a whole page to coronavirus with information on infectious-disease plans, workplace concerns and what employers need to know. That page also features FAQs about the virus, including questions around the Family and Medical Leave Act for sick employees or their family members; paying workers’ compensation to sick employees, and whether the Americans with Disabilities Act restricts how an employer can engage with employees because of the virus.

“The ADA protects employees with disabilities, but during a global health emergency, as recently declared by the World Health Organization (WHO), employees can be required to be medically examined to determine if they have contracted the disease when an employer has a reasonable belief that employees will pose a direct threat due to a medical condition,” the SHRM notes in its FAQs.

HR teams would be wise to review their sick and employee leave polices and to make clear to their sick employees to stay home. “From an HR perspective, you may also want to proactively consider how you will address racist tropes that may occur in the workplace,” Lars Schmidt, founder of HR executive search and consulting firm, Amplify, writes for Fast Company. “As xenophobia and racist incidents against Asians are on the rise, companies must remain vigilant about harassment in the workplace. The World Health Organization has a guide for addressing stigma with examples and tips on actions to counter these attitudes.”

SHRM’s chief executive Johnny Taylor says the coronavirus scare may prompt U.S. firms to improve their paid sick leave policies, The Financial Times reports. This latest crisis also may lead firms to pay more attention to some basic, core issues within their overall organizations that have been ignored, says Peter Cappelli, director of the Wharton business school’s Center for Human Resources.

These companies “literally did not know how many employees they had [or] where they were distributed across locations,” Cappelli says. With more firms paying more attention to disaster planning that might move “them toward better accounting on those simple matters, which then [make] it easier to do all kinds of things like planning.”

Starting a new job at online retailer Zappos means recruits get to work for four weeks before deciding if they want the job. And if the company decides the new hire is not a good fit or the recruit decides they don’t want the job, the company will pay them for the month and wish them well.

While this way of onboarding new hires is not the norm, Zappos has found this approach to be successful in attracting and retaining recruits, Hollie Delaney, head of human resources at Zappos.com tells Business Insider.

When Delaney came to interview at the firm more than a dozen years ago, she remembered the person interviewing her saying that one of the firm’s core values is to ‘create fun and a little weirdness.’

While a small number of new hires do decide they don’t want to stay after four weeks, “we’ve found that it’s actually cost effective, because we’re not just hiring people,” Delaney said. “We’re hiring the right people. People who have a service-first mindset,” she said. “People who want to be here because we fit them, too, and who, in most cases, are going to stick around for the long haul… and hopefully make our company better for the hard work we all put in early on.”

Read the full article from Business Insider.

Australian employers and human resources departments are facing new worker compensation challenges as they contend with major workplace disruptions from the coronavirus. So reports Insurance Business Australia.

“As the Australian business community faces the disruptions caused by the COVID-19 pandemic, business owners, managers, and human resources (HR) teams are also tackling the ongoing responsibilities to workers and protecting our workplaces,” according to the workplace risk team at insurance broker Gallagher Australia. “Even with new arrangements to work off site, employers must still comply with relevant work, health, and safety (WHS) and workers’ compensation (WC) legislation.”

One immediate challenge is how companies and HR leaders successfully convey how their employees can file a Covid-19 compensation claim for an injury or illness when they are working remotely, according to the article.

While it may be hard for a worker to prove they contracted the virus based on their working conditions at a remote location, “as an employer you still have an obligation to provide safe work duties, so you need a management plan that enables this in terms of working from home and performing appropriate tasks,” Gallagher Australia notes.

Read the full article from Insurance Business Australia.

Costco Australia is handing out an A$750 (US$478) bonus to 4,000 employees who have worked during the coronavirus pandemic. So reports Human Resources Director.

The bonus payments are happening as supermarket chains in the country rush to recruit thousands of workers to deal with the tremendous demand for groceries now. Costco also has provided a temporary pay boost of A$3 per hour for all employees who worked from March 2 to April 5.

“Costco’s action sets an example for the others,” says Gerard Dwyer, retail union SDA’s national secretary. “It is an acknowledgement of the service Costco workers are providing–an acknowledgement of the risks they are taking to keep the community fed and healthy.”

Read the full article from Human Resources Director.

Human resources teams in Asia Pacific cited their management's ability to oversee crisis and to implement business continuity plans as their top concerns in a Covid-19 world, according to a recent survey. So reports Human Resources Online.

Aon’s APAC Pulse Survey is entitled “Navigating the impact of COVID-19 on workplace and rewards practices.” Nearly 70% of the 304 companies surveyed cited management's ablity to oversee the crisis and business continuity as their biggest challenges. The survey included companies in Malaysia, Singapore, Indonesia, Thailand, the Philippines, Vietnam, China, Japan, Korea and the Pacific region.

Actions taken by firms to deal with the pandemic include holding off on hiring and freezing pay and promotions as well as having more employees work remotely and providing them with financial help. Overseeing flexible work arrangements and boosting employee awareness were cited by 63.5% and 55.6%, respectively, as challenges HR are tackling. About 13% noted inadequate employee medical insurance as a problem.

Just over 42% of companies gave their respective HR departments a three rating (scale of 1 to 5) for being properly trained, equipped and ready to handle challenges from the pandemic, while 27.6% gave their HR teams a four rating.

Read the full article from Human Resources Online.

A number of Indian companies are providing their employees with online/virtual tools to keep their children entertained as they work from home. So reports The Economic Times.

Genpact, Accenture, Deloitte, AMD and other firms have introduced programs intended to keep their employees’ children occupied so their parents can get in a few hours of relatively uninterrupted work. Daycare centers in India, as in other parts of the world, are not an option as these facilities are shut down, meaning parents and their children are together the whole day.

Employees can tap into parenting communities online to get tips on how to keep their children engaged, set up virtual playdates with kids of their colleagues, have them participate in virtual summer camps and offer online classes on coding. “Employee engagement has now assumed new dimensions to include family engagement as well,” says SV Nathan, chief talent officer at Deloitte India. That firm provides parents with webinars on how to do activities, including crafts and cooking, with their kids.

Meanwhile, IBM India notes that 99% of it workforce is now able to work from home. So reports Business Standard. “What has been different in the past few months is embracing this approach at scale, not just among our sizeable employee population in India, but around the world,” says Sandip Patel, managing director, IBM India and general manager for India/South Asia region.

“Our information technology (IT), human resources, business units, crisis management, legal, government relations, corporate social responsibility, operations and security teams have quickly come together to make (work-from-home) a reality for over 99% of IBM India employees,” Patel adds. “The remaining 1% of our people are focused on critical assignments and we are taking every possible precaution to ensure their safety.”

Rolls-Royce, a manufacturer of aero engines, has decided to eliminate more than 4,000 jobs that will include human resources, finance and purchasing positions. So reports The Guardian.

The goal is to boost profits by cutting out mid-management jobs.

"We are proposing to move to a considerably simplified staff structure, with fewer layers and greater spans of control across the group," a company spokesman said.

The company is expected to cut 4,600 positions globally, HRM Asia reports, with one-third of those cuts expected to be carried out by year-end. The firm has a global workforce of 55,000, with 26,000 in the UK.

The former CEO of France Telecom and six other executives will face trial over allegations that they had a role in at least 19 employee suicides. So reports BBC News.

The executives are accused of "moral harassment." Former CEO Didier Lombard and the other executives deny that restructuring efforts they undertook in 2006 led to the suicides. Lombard had tried to eliminate 22,000 jobs and retrain at least 10,000 workers.

"I'll get them out one way or another, through the window or through the door," Lombard was quoted telling senior managers in 2007. Starting in 2008, at least 19 workers killed themselves,12 attempted suicide and eight suffered depression. Guilty verdicts could result in two years in prison and $35,000 in fines.

France Telecom, a multinational telecommunications corporation, became Orange in 2013. "As it has always said, Orange rejects the accusations and will make its case during the public hearing which will be scheduled in the coming months," an Orange spokesman said.

Read the full article from BBC News. 

A London court sentenced a UK financial analyst to 16-weeks in jail in May for harassing a colleague and posting porn photos purporting to be her. So reports CPS.

Davide Buccheri, 25, was convicted of harassment stemming from actions that lasted eight-months long from September 2016 to May last year. The harassment began after the colleague refused to go on a date with him.

Buccheri then uploaded photos of the woman he took from her social media site onto an adult porn website alongside actual pornographic photos. Actresses in those pornographic images resembled the coworker.  

Buccheri then reached out to managers at his firm, M&G Investments, and reported the photos in an effort to get the woman in trouble.

"This was a sustained campaign of harassment against a young woman beginning her career in the financial services industry," says Aimee Emby, from the Crown Prosecution Service. "Not only did Buccheri's actions cause this victim considerable distress and anxiety, his denial of guilt forced her to relive her ordeal."

Buccheri also was ordered to fork over US$6,705 in compensation to the woman.

Read the full article from CPS. 

Breakfast cereal giant Kellogg's is allowing the 420 workers at its Salford headquarters to clock out of work by noon on Fridays this summer as long as they finish their work. So reports Metro.

The summer hours are designed to improve productivity and give workers more flexibility with a longer weekend.

"Flexible working is something we take very seriously and we encourage all our UK office-based employees to make the most of the summer hour scheme," says Sue Platt, Kellogg's UK human resources director. "Summer hours is part of a package we offer to ensure we provide work-life balance opportunities to all employees."

Read the full article from Metro.