RLB Blog

Employers with 25 or more employees as of January 1st of any year must have a written policy on electronic monitoring in place no later than March 1st of that same year. This new requirement for a written policy requires employers to be transparent by providing employees with certain information about any electronic monitoring in place. It is important to note that it does not establish a right for employees not to be electronically monitored by their employer, nor does it create any new privacy rights for employees.

"Gen Z" is the youngest generation you will see currently beginning their careers. The oldest members of the generation are currently in their mid-20s and were born in the mid-1990s through the late 2000s. The future of work is here, with different expectations and mindsets on many topics and the notion of the work itself. It is imperative that employers understand the new generation as they enter the workforce and reshape the traditional workplace norms.

COVID-19 has opened employers' eyes to the benefits of offering remote and hybrid work opportunities. It may be challenging for some employers to imagine not conducting their new hires' onboarding and training in person, luckily there are various ways to ensure a smooth transition and foster a warm welcome virtually.

In today’s workforce, we are seeing more companies put diversity, equity, and inclusion into greater focus. DEI, as it is often shortened to, is so much more than a policy, a training session, or a headcount. It is an opportunity to foster employee engagement with varying perspectives.

What Employers need to know when implementing the Right to Disconnect Legislation Employers that employ 25 more employees on January 1st of any year must have a written policy on disconnecting from work in place by March 1st of that year. This is referred to as the Right to Disconnect provision. The purpose of this legislation is to support employees mental wellbeing and encourage work-life balance. The main questions employers and employees themselves are asking is what does this mean and how is this going to be implemented?

Drive your Employee Engagement through Performance Feedback Effective performance management is essential to a business. It is critical to an employee’s personal development to implement effective performance management processes. Performance management encourages communication, pinpoints strengths, and builds long-lasting work relationships. Providing comprehensive feedback allows your employees to achieve their greatest potential which, as a result, increases productivity.