New York News & Analysis

  • Federal Watch

    NLRB says solicitation of mail ballots is objectionable election conduct. In a unanimous decision on June 9, the National Labor Relations Board (NLRB) held that the solicitation of mail ballots constitutes objectionable conduct in a Board union representation election. In Professional Transportation, Inc., the NLRB held that an election would be set aside based on such conduct if the evidence showed that ballot solicitation affected a determinative number of votes. Dissenting in part, member William Emanuel favored setting aside elections whenever a party is shown to have solicited mail ballots, regardless of how many voters are affected. Applying the new rule retroactively, the Board declined to set aside the election. It found that although the employer may be able to show the union solicited the mail ballot of at least one employee, at most it would be able to establish that the solicitation affected two voters. Therefore, the solicitation could not have affected the outcome of the election.

  • HR Technology

    Oracle joins skills cloud market. Technology giant Oracle has joined the list of companies offering products aimed at helping employers continuously identify the skills they need and that are available to them. A June blog post from research analyst and adviser Josh Bersin reports Oracle is the first human capital management (HCM) vendor that has built in what he calls SkillsTechtools to help categorize, assess, manage, and improve skills at workinto an HCM platform. Bersin reports that Oracle Dynamic Skills has three major components. Skills Nexus starts with an organizations own HR data, job titles, competencies, and industry language. It then uses artificial intelligence to find unseen skills and recommend merging multiple variants of the same skill. Skills Advisor is the technology that uses skills data to recommend learning, job moves, pay changes, or other business processes. Skills Center is where employees can identify their skills gaps and proactively improve their skills.

  • Looking to hire? Luring candidates not what it used to be

    Employers have learned they must get creative when competing for top talent. No longer will the promise of a basic health plan be enough. Now, traditional enticements are just the beginning, and organizations are going to new heights to attract the best and the brightest.

  • Employers beginning to navigate the age of workforce ecosystems

    It didn't take a pandemic to get workforce experts thinking about the future of work. Freelancers, gig workers, remote workers, and others who don't fit the traditional 9-to-5 mold have been playing important roles for years. The pandemic did, however, spark more thinking about the best ways to acquire, retain, and benefit from various kinds of talent.

  • Let's make a deal: Employers offer vaccination incentives

    The Equal Employment Opportunity Commission (EEOC) recently issued guidance about whether employers may offer incentives to employees or their family members to get vaccinated for COVID-19. Although the guidelines are general in nature and don't provide specific answers about the amount you may offer as an incentive, they do provide some clarity on the do's and don'ts.

  • Cutting-Edge HR

    Developing women leaders called key priority. The Challenger Leadership Survey from outplacement and executive coaching firm Challenger, Gray & Christmas, Inc., says a key priority for business and HR leaders is developing women leaders as the country recovers from the COVID-19 pandemic. The survey, released in May, found that 93% of leaders from companies across the country said "developing women leaders" is the most critical leadership issue. Another 88% said "developing leaders with both unseen and seen diversity" is most critical post-COVID. "No doubt reestablishing women talent is critical to the recovery from the pandemic-induced recession, and leaders are acutely aware . . . that they need this representation in their executive levels and are actively investing in it," Andrew Challenger, senior vice president of Challenger, Gray & Christmas, Inc., said.

  • EEOC updates vaccination guidance, clarifies what employers can require

    Updated guidance for the COVID-19 vaccines has been issued by the Equal Employment Opportunity Commission (EEOC), the agency responsible for administering the federal employment antidiscrimination laws. Before the revised guidance came out, it was somewhat unclear whether employers could require employees to receive a vaccine, even with accommodations for workers with religious or medical exemptions. The new guidance adds a wrinkle under Title VII of the Civil Rights Act of 1964 as well as some cautions on vaccine incentives.

  • Pandemic sparks change in what employers seek in new college grads

    As college students head back to campus this fall—or maybe prepare for an online-only semester—they are likely looking ahead to graduation and life after college. Employers also are looking ahead and wondering what these students will bring to the workplace as they launch their careers. Employers have long valued employees who can hit the ground running, but the COVID-19 pandemic has refined many employers' ideas about what they're looking for in new college grads.

  • COVID took toll on working parents; now it's time to repair damage

    There's no denying the misery COVID-19 has inflicted in the workplace. Although many employees quickly and successfully adjusted to remote work, others had a rougher time. With schools and daycares closing or going remote, working parents found themselves not just juggling but also struggling.

  • Cutting-Edge HR

    Poll finds pandemic shifting desired qualities of job applicants. A new survey from PeopleScout, a recruitment processing outsourcing company, shows that an overwhelming majority of hiring managers say the pandemic has changed what qualities they want to see in potential new hires. The most desired quality named is the ability to work independently. In the survey, 71% of hiring managers said the pandemic has affected the qualities they look for in candidates, with 94% noting ability to work independently as an essential quality. Also, 68% of hiring managers said they have trouble finding qualified candidates for open positions. Other desired qualities include ability to handle stress, flexibility, communication, and being self-guided. The survey was conducted between December 19, 2020, and January 2, 2021, and the results were announced April 6.