We are living in a time of rapid change. This age of technology drives much of it as improved and enhanced operating systems, devices and programs continue to flood the market.
We are also living in a time of great social change which also impacts how we operate in business.
Review the following list and consider and how you have, or have not, adopted policies in your workplace to address these areas today or planned for them in the future.
- Marijuana – Nearly half (23 plus the District of Columbia as of this map) of the states today have laws allowing medical and/or recreational use. Employers may want to revisit their drug testing policies for nonsafety-sensitive positions, especially if you operate in a state that has legalized marijuana for medical or recreational purposes. Given the varying and potentially inconsistent requirements you may choose to work with an HR professional who can help you navigate through these murky waters to ensure compliance with state and federal laws and protection of workplace safety.
- Same-Sex Marriage – Employee Handbook policies related to FMLA, Bereavement and other family affairs should be revised to include language that addresses same-sex partnerships, as well as other non-traditional family structures that exist today. Benefit packages should also be reviewed and adjusted as needed. Creating an LGBT-friendly environment of anti-discrimination and social support for all employees benefits everyone in the long run.
- Women – As a woman it blows my mind every time I have to talk about it, but it’s a real thing. Laws and penalties around equal pay, pregnancy discrimination and breastfeeding mothers are becoming more prevalent. People today expect to see diversity within the executive team and board of directors – and that includes women holding key leadership positions as well. We have made great strides to close the gender gap in the workplace but there is still work to be done. Sometimes an outside set of eyes can help you identify areas you can improve upon to create a gender-neutral workplace.
- Religious Accommodations – As a country founded on religious freedom we are challenged more today in how we adapt and adjust to any religious restrictions and/or requirements brought to us by our employees. Whether an employee has restrictions on what they can/can’t do as part of the job or if they require flexibility within the day to meet their religious requirements, written policy and general management practices should be reviewed so there is consistency with administering and addressing the needs of all employees.
If these items, or others not listed here, are of particular concern to you today, connect with a trusted HR Consultant to audit your company’s practices and provide recommendations and guidance regarding changes you can implement today and plan for the future.
