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.
Regardless of whether any new laws that affect the workplace are enacted, there are always administrative changes at the federal level that affect companies. Regulatory agencies and commissions such as the EEOC, the Department of Labor and the National Labor Relations Board have rule-making authority on a variety of important issues that can impact employers, and their interpretations often change with new administrations.
WTHR’s website still lists Andrea Morehead as one of its news anchors, but her attorney told IBJ that the station fired her in December.
Some business owners are being trashed on social media and their establishments boycotted, while rank-and-file employees at other businesses have been fired.
Unlike a verbal conversation, emails create perpetual, written records of business messaging. If executed well, email is an effective and expedient form of business communication, but confusing messaging can leave a lasting bad impression.
Middle managers who work at an organization where robust remote work policies were not in place prior to the pandemic are increasingly the go-between for individual contributors and executive leaders—even more than they were in the past.
Human resources advisers, workplace designers, employment lawyers and compensation analysts share predictions for a year that could bring back some normalcy while returning people to workplaces that may never be the same.
Employees now working remotely find themselves imagining the new shape of their work lives in a post-pandemic America. Some glimpse a proverbial light at the end of the tunnel; others see an oncoming train.
In a 360-degree assessment, in which we compare leaders’ self-ratings to how their colleagues rate their performance across several categories, 70% of executives rated themselves lower at specific skills than did their colleagues.
The U.S. Equal Employment Opportunity Commission has allowed companies to mandate the flu and other vaccines, and has also indicated they can require COVID-19 vaccines.
What metrics can help you decide when to begin staffing up and pursuing innovation more aggressively? What are the different possible paths for recovery in your industry, and how can your organization take advantage of inflection points?
More than half of U.S. employees currently working from home say they’d like to keep their remote arrangements beyond the pandemic, according to a Pew Research Center survey released Wednesday.
Poorly performing teams can’t hide in this environment. Their performance gaps are exposed.
During IBJ’s Engage Indiana 2020 virtual event Thursday morning, Eli Lilly & Co. CEO Dave Ricks said he always believed enhancing diversity and inclusion was important, but this year showed him how serious a problem racial injustice is and fueled his motivation to do more to address it.
A growing belief that diversity is on the rise in the workplace is not enough to proactively and successfully create the ultimate competitive advantages that help businesses pivot, adapt and thrive in “the new future.”
Neuroscience and new brain research reveals how critical the recognition of emotion can be to your success or failure—either driving trust and connection or leading to depletion and plummeting productivity.
Whether you are a powerful CEO, rising up on the corporate ladder, or play on a team, ask yourself if your community finds you to be “accountable.” If yes, cheers to you! If no, you’ve got some work to do.
Truly making diversity and inclusion part of your organizational heartbeat is like performing cultural open-heart surgery: It’s serious and the road to recovery is long, but in the end, your organization will be stronger and healthier than before.
