On May 6, 2021, the U.S. Department of Labor (DOL) formally withdrew final regulations promulgated earlier this year under the prior administration which set forth, for the first time by way of an Administrative Procedure Act rulemaking, the analysis the DOL would use to determine whether a worker was an employee or independent contractor under the federal Fair Labor Standards Act (FLSA).
As more businesses begin to reintegrate employees into their workplaces, they should be sure to comply with federal laws regarding COVID-19 vaccines. Read on for some not-so-common questions you may need to consider.
Much has changed in working environments during the last year, and there isn't a business or organization around that hasn't been touched by the global pandemic. Manufacturers have been building ventilators and producing PPE and hand sanitizer instead of their usual products. Healthcare providers have been overwhelmed with COVID-19 patients and dialing back on routine care. The retail, education, and public sectors, too, have been completely disrupted.
Even after reviewing countless applications and reference letters and wading through all of their talent pools, hiring managers can still come up short in their searches. In those cases they often assume that their ideal candidates simply don’t exist. But sometimes those candidates do exist but just haven’t applied for those jobs because they couldn’t actually do so.
Today, approximately 25 percent of American adults have some type of disability. For some of them, their disability makes it more difficult for them to interact with hiring software, which increasing numbers of organizations are using to manage their recruitment and hiring processes. Unfortunately, most of those software applications aren’t designed to accommodate people with disabilities.
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