In any negotiated agreement, each party should be liable for the things over which they have control.
In 2017, in the middle of a live interview with BBC News, Professor Robert Kelly’s daughter marched stridently into the background, becoming an instant media sensation. Just four years later, the intersection of work life and home life is accepted as the “new normal,” and the sight of a child wandering through the background of a live meeting barely raises an eyebrow. Most nonprofit employers understand that the COVID-19 pandemic has changed our way of working—perhaps permanently—but the adaptation of policies and practices haven’t always kept up.
With the national election less than a month away, we’re already seeing pictures of long lines of early voters and reports that maintaining social distancing in polling locations due to the COVID-19 pandemic will likely increase the time it takes to vote. One thing is clear: Employers need to prepare for employees’ requests for time off on Tuesday November 3rd.
Over 600 national employers, encouraged by the Time to Vote movement, have chosen to make election day a paid holiday. If you don’t have election day as a holiday, it’s important to consider what employers' responsibilities are for providing leave to vote.
As 2020 winds down, employers large and small will have to grapple with some significant changes to the state’s California Family Rights Act (CFRA). The September 17th signing of SB 1383 is a massive shift for California employers, since the CFRA has historically provided job protected leave for employers with 50 or more employees.