From safety concerns to productivity and data security, there are many reasons why companies may limit employee access to cell phones. Some FedEx employees said the company’s no-phone policy delayed contact with loved ones after the mass shooting on April 15.
In March, when vaccine eligibility was widening and distribution efforts improving in the U.S., a survey by the consulting firm Gartner found 30% of companies planned to bring vaccines to their employees.
Mental health counselors say it’s important for workers in such situations get immediate and ongoing care to help them get through the trauma.
In addition to the nine deaths reported overnight at FedEx, at least four other Indiana deaths and four injuries have resulted from workplace shootings since mid-2015 in Indiana.
The bill would make it easier to sue employers over pay discrimination, curb the ability of companies to retaliate and include a requirement that businesses submit detailed pay data to the federal government for use in policing pay discrimination laws.
The change is part of a larger reckoning over sexual harassment at McDonald’s. At least 50 workers have filed charges against the company over the last five years, alleging physical and verbal harassment and, in some cases, retaliation when they complained.
Eli Lilly and Co. included in its proxy statement an intricate graphic breaking down the presence of women and minorities in its overall workforce and in management.
Given the revolution in staffing, it’s safe to say office redesigns will deal with two new normals—accommodating fewer full-time workers and making workspaces more resistant to the spread of disease.
Two lawsuits filed against Indianapolis strip clubs are putting a spotlight on an increasingly common question: When is an independent contractor really an employee?
The proposal allows a pregnant employee to request accommodations and requires the employer to respond in a reasonable time frame, but it does not mandate that managers grant any of the requests.
The use of customer preference in selection—whether based on gender, race, age or any other protected characteristic—is one of a number of examples of possible systemic discrimination outlined by the Equal Employment Opportunity Commission recently.
Sonya Elling filed suit Friday in federal court against the drugmaker, alleging that Leigh Ann Pusey, senior vice president for corporate affairs and communications, precluded her from engaging with members of Congress because she was “not a cute, young thing.”
The data found burnout is widespread—54% of workers said they are overworked and 39% said exhausted.
Ford’s announcement sent one of the clearest signals to date that the pandemic has hastened a cultural shift in Americans’ work lives by erasing any stigma around remote work and encouraging the adoption of technology that enables it.
The days of relying on perks and benefits to attract talent and differentiate culture are over. And when you strip those perks from the equation, all you’re left with is people—and the goals, values, motivations and desires that come with them.
House Bill 1309, authored by Rep. Karen Engleman, R-Georgetown, will allow employees to request accommodations from their employer—something pregnant workers are already permitted to do.
Josh Smiley, Lilly’s CFO since 2018, resigned from the company after the drugmaker said he had engaged in a improper personal relationship with an employee.
If it becomes law, House Bill 1309, authored by Republican Rep. Karen Engleman of Georgetown, will allow employees to request accommodations from their employer—something pregnant workers are already allowed to do.
Joshua Smiley, who was Lilly’s second-highest-paid employee, was named CFO in January 2018. Lilly said Smiley also engaged in “inappropriate personal communications” with other employees.
Gov. Eric Holcomb and a group of lawmakers and family advocates are pushing for legislation that would require companies to offer more breaks or modify schedules and tasks for pregnant women—if they need them.
