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An Economic Downturn Means More Employment Lawsuits; New EEOC Stats Adding Fuel to the Fire
Posted by Shanti Atkins
Whether the economy is … dare I say it … in a recession or not, employers and employees are feeling the pinch. Bad news in the housing market and the financial sector has made us all a bit skittish. And rest assured, you can count your employees among the nervous masses. What’s on their minds? A heady mix of stress that includes job security, threatened retirement savings, personal debt load, and future career prospects.
If your organization is tightening its belt or considering how to weather this period, it’s critical to steer senior leaders away from making one big mistake – cutting back on essential employment law training. Employment law training budgets should never be considered “discretionary spending,” especially in a downturn.
Employment law claims don’t dwindle along with a poor economy – they actually increase. This isn’t just speculative theory – it’s supported by a formal analysis of case filings.
30% of Employee Training Occurring Online, And Growing
Posted by Shanti Atkins
Thirty percent of employee learning in 2007 occurred online, a significant jump from 7 percent in 2005, according to two independent reports on the U.S. training market by the American Society for Training ’ Development (ASTD) and Bersin ’ Associates. As importantly, the reports find that “one of every three hours of training is now being delivered via some form of technology, and that ratio is expected to climb in coming years.”
The reason for the switch is that e-learning is more “flexible and efficient…[and] a more fluid model of training delivery” than the traditional classroom model, according to the reports. Instructor-led classes are also generally more expensive per learner, and organizations are growing reluctant to pull employees from their work in order to attend training sessions – not to mention tighter budgets during our slowing economy.
“It’s become pretty clear that companies simply cannot do corporate training without using technology,” said company president Josh Bersin. Even companies that were late adopting virtual training, such as St. Louis-based Anheuser-Busch Cos., have “reached a point where they [have] no choice.”
How a Hot Presidential Race Can Increase Your Risk Profile
Posted by Shanti Atkins
There’s never a dull moment in the life of an HR or corporate legal professional. Just when you survived landmines for bad behavior at the holiday party and Valentine’s Day shenanigans, there is a new and hazardous workplace situation brewing – the 2008 presidential election.
The contest between Hillary Clinton and Barack Obama is one of the most talked about elections in years. And as the first female and first African American candidates engage in a highly televised debate season, the number of debates among coworkers is on the rise as well. And in a lot of cases, these discussions can center on topics not appropriate for the workplace, including ethnicity, gender, sexual orientation, religion, and even morality.
And while it’s exciting to see our nation so engaged in the race for our next president, the current frenzy can also create challenges for organizations when it comes to maintaining a discrimination-free workplace. The very topics of the debates – healthcare, abortion, the environment, economics, immigration, and the war on terror, are ones that people are passionate about, and may cause resentment and tense working relationships among employees.
