Date & Time: Tuesday, December 1 2020 3:00 pm ET
AJ Griffin, Director of Government and Community Affairs, Paycom
Caleb Masters, Public Relations Team Lead, Paycom
We learned in 2020 that no matter how prepared you think you are, you can never be too prepared. What works best will vary from organization to organization, but the ability to move quickly and easily is invaluable. In fact, it’s often the competitive advantage a business needs to set it apart from the pack.
Identifying and understanding workplace compliance trends is a necessity in 2021 as new laws are enacted and policies begin to take shape. Are you prepared to navigate the new year and what’s to come?
To give one timely example, the increase in predictive scheduling laws will massively impact hourly employees and shift workers. These laws are designed to allow the availability of employees to better align with their organizations’ needs.
With safety as a continued concern, organizations should also be on the lookout for changes in pre-employment screenings, including policies surrounding “ban the box” and drug protocols. The Society for Human Resource Management estimates that it costs $4,425 to hire an employee, making screening a vital resource to identify the right candidate.
Meanwhile, the Social Security tax deferral implemented in the Coronavirus Aid, Relief, and Economic Security Act (CARES) will end on Jan. 1, 2021, and employers will need to plan next steps.
Then there’s sexual harassment. In the U.S., according to the Equal Employment Opportunity Commission, 2019 brought more than 7,500 allegations resulting in more than $68 million in settlements.
Join AJ Griffin, Paycom’s director of government and community affairs, to discuss:
- what to expect in 2021
- FFCRA and CARES Act updates
- Social Security tax deferral
- paid sick and paid family leave programs
- expanded sexual harassment protections
- predictive scheduling
- pre-employment screenings
- how to ensure your organization remains compliant
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