More employees are worried about workplace retaliation due to the COVID-19 and BLM protests across the country. Some are concerned with losing their jobs in their reluctance to return to an unsafe workplace. Others are worried that speaking out about racism could cause discrimination and workplace bullying. Employers are wise to understand how to protect employees and provide resources if workplace retaliation is suspected. 

With heightened awareness of discrimination due to COVID-19 or the Black Lives Matter protests, employers need to know how to protect employees from workplace retaliation.

In 2018, the Human Rights Campaign reported that nearly 50% of LGBTQ workers remain in the closet at their place of employment. The report revealed that these workers are told to dress more masculine or feminine or have heard others tell offensive jokes about being gay or lesbian.  They're afraid to come out because they don't feel that they would be supported, they would face discrimination and it would ruin relationships with their co-workers. These fears lead to feelings of depression, exhaustion or the inability to focus on their jobs. While there is legislation to protect LGTBQ employees, employers can create a more inclusive workplace through leadership and recruitment. 

Here are best practices and examples of how to support LGBTQ employees in the workplace.

As state economies are reopening as shelter-in-place orders are lifted, employers may have questions related to rehiring and on-boarding employees after a layoff. There are benefits in bringing back employees who were furloughed or laid off.  The employee already knows the business. HR can expect reduced on-boarding and on the job training, and company culture is already established.

Proper procedures, however, should still be followed that are consistent with company policy. 

Here are HR and legal recommended practices for your employees returning to work.

Acquiring the right talent can be challenging at any time but recruiting during a lockdown is especially trying. During the COVID-19 pandemic, employers and staff have had to adjust to a new remote way of working. Talent acquisition, much like anything else, has moved virtual and recruiters are adapting and teaching candidates how to adapt as well.

Read on to learn how recruiters are adapting to new remote talent acquisition challenges.

Much of the success of your business depends on your brand reputation and your brand reputation depends on your employees. Everyone who works for your business represents your company. Not only do you want to hire great employees, you want to keep them around. Employee turnover requires more work, more time and more resources than hiring right the first time. 

Here are best practices for reducing your company's employee turnover ...

Diversion and Inclusion (D & I) have been the topic for HR managers for a few years now.  The truth is, diversity and inclusion is helpful to the business as a whole, not only as a human resources policy. In 2015, the U.S. Census reported that, for the first time in history, a majority of children (50.2%) under age 5 were considered part of an ethnic group or a minority race. The U.S. Bureau of Labor Statistics reported in 2018 that 83.9 % of chief executives were white males.  There simply is no reason not to include diversity and inclusion in your business to better reflect your customers and the changing population of the country.

Here's how HR affects diversity and inclusion in the workplace.

Tis the season of gratitude and service and your employees are looking forward to the break. As an employer, there are a multitude of ways to say thank you. Science has proven that gratitude and sincere acknowledgment improves lives and self-care in a stressful work environment. As an HR professional, you can also help encourage a culture of thankfulness and praise.

Here are four ways that HR can show gratitude to employees.

"We're very impressed with your skill set and are happy to offer you the job.... pending a background check investigation."

Even to those with nothing to hide, the second part of that sentence can shatter nerves of steel for job seekers. They wonder, "What will they find?" And, "Have I done anything wrong that I can't recall?" Or "What about that one mistake I made in college?"

Your recruiting and hiring staff can help ease these fears when running employment background checks.

Many employers will require a new hire to take a pre-employment drug test. Some employers may also require random drug testing during the employee's tenure with the company, especially if there is some suspicion of drug usage or the usage can affect the employee's ability to perform their job. What happens when an employee or new hire fails a drug test? It really depends on the situation.

Here are some examples of what could happen next.

It's vital for HR managers to understand the changes happening in hiring and employment so they can attract and retain the best talent and remain compliant with state and federal laws. 2018 and the few years prior have seen a push for reduced bias, equal pay and more demands from a younger workforce. These changes continue to affect not only how to hire, but how to retain current employees, as well as legislative response with new employment laws.

Here's what employers can expect in hiring trends and employment legislation in 2019.