According to the Equal Employment Opportunity Commission (EEOC): “Harassment in the workplace will not stop on its own—it’s on all of us to be part of the fight to stop workplace harassment. We cannot be complacent bystanders and expect our workplace cultures to change themselves.”
In 2015, Jeanette Ortiz had been working for Chipotle for 14 years. She was general manager of a restaurant in the Fresno, California, area and was being considered for a promotion that would have increased her pay by $25,000. Ortiz’s hopes were crushed when she was fired.
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.