We Know Next Weekly Recap: May 7th-11th

News Updates

In case you missed it, here’s what happened on We Know Next this week.

When trust breaks down in organizations it can impact employee turnover, communication, collaboration, risk taking and creativity—among other things—all of which can harm the bottom line, according to Richard Fagerlin, president of Peak Solutions Inc. in Fort Collins, Colo.

Each day, the 39 Filipino nationals worked up to 16 hours at South Florida country clubs, golf courses and restaurants that cater to a wealthy clientele. Each night, they returned to crowded homes in a quiet residential neighborhood in Boca Raton where food was scarce and barely edible. Despite the long hours, these employees received little or no pay for their work. They were modern-day slaves, a concept incomprehensible to most Americans.

Gov. Martin O’Malley, on May 2, 2012, signed S.B. 433, a bill prohibiting employers from requesting the social media passwords or accessing the social media accounts of prospective and current employees, making Maryland the first state to pass such a law. The new provision, which will take effect Oct. 1, 2012, bars employers from requesting or requiring that an employee or applicant for employment disclose any user name, password or other means to access a “personal account or service” through an electronic communications device.

Most health benefit plans include some kind of wellness program. As costs rise, plan administrators hope that their wellness programs will help stem and reduce rising health plan costs. Plan administrators might harbor over-optimistic expectations of what a wellness initiative can deliver, however.

By a 4-1 vote, the Equal Employment Opportunity Commission (EEOC) on April 25, 2012, approved a new guidance on criminal background checks. Consolidating and superseding previous EEOC guidance on criminal background checks, the guidance discourages blanket exclusions of individuals who have been convicted of crimes and encourages the use of individualized assessments of whether an employer’s criminal conduct exclusion is job related and consistent with business necessity.

We Know Next is the leading resource for business executives, policymakers and human resource leaders to explore and discuss the latest workforce and workplace trends—providing the in-depth research and insights needed to adapt and take advantage of what’s next.