answering work calls or responding to work email from home.


Human Side of Business Workplaces today are evolving into more human, people-centered spaces. As a result, human resource manag- ers may need to rethink traditional policies to meet the needs of a more open and expressive workforce. Two areas that top the list to rethink today are paid time off and compensation processes.


Blurred Lines – Work vs. Home The ability to stay connected via tech- nology often blurs the line between work and home. No generation has ever been this connected and as a result, some employees never stop working. While this can interfere with down time, relaxing and work-life balance, many employees see this as a way of life. Employers need to make sure this degree of connectivity is not required to do the job.


In addition, employers need to heed wage and hour laws when dealing with hourly employees who must be paid for every hour they work, making this work/home blurring a nightmare for employers who must pay overtime. As a result, some employers forbid hourly employees from bringing work home,


Identity Theft


In a world where identity theft is preva- lent and can cost an employee count- less working hours over several years to correct, safeguarding employee records remains critical. Identity theft is so serious and rising that every employer needs to develop a plan to prevent.


Training & Development This decade has seen the rise of technology-enabled opportunities for training, employee development and meetings and seminars. Podcasts, teleseminars and webinars provide unlimited employee development opportunities, while online learning and all forms of web-enabled educa- tion and training provide options that employees never had when training occurred in a classroom. In turn, em- ployers are saving millions of dollars in travel expenses and employees can participate in training modules when it’s convenient with their schedule. Micro-learning, virtual reality, gamifi- cation and mobile are all expected to play a role in employee development during the upcoming year as well.


Workplace Culture We all know that there can be a signif- icant difference between an organi- zation’s mission statement and what employees experience, or what really goes on within an organization. People entering the workforce in 2017 and beyond tend to be less trusting of au- thority, making it more important than ever for businesses to gain the trust of their employees by demonstrating that they “walk the walk and talk the talk.” This requires a culture of lis- tening and taking action on employee concerns.


For over 50 years, Woods & Aitken’s labor and employment attorneys have represented local, regional and national businesses in a broad spectrum of


industries. We provide services in human resources counseling, employment litigation, and traditional labor law.


Bob Evnen, Woods & Aitken LLP


I-NEDA Human Resources Helpline (855) 277-5575


Te helpline is available for general advice at no charge to I-NEDA www.woodsaitken.com


members. Representation on specific matters may be subject to charge to the individual member, but no charge will be incurred without the member’s agreement first.


Jan/Feb | The Retailer Magazine | 21


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