Legal Ease Employee Relations in Challenging Times By Richard D. Alaniz, Alaniz Law & Associates


the most difficult periods our country has ever endured. It is only natural to wonder what to expect for the remainder of 2021 and beyond. Despite the great progress made on COVID-19 vaccinations and the rapidly declining number of infections across the country, it appears that we may continue dealing with the Coronavirus and its effects for the foreseeable future, since the very best available estimates by the Centers for Disease Control and others indicate that


M it may be several more months


before a sufficient number of people are vaccinated for the country to reach so called herd immunity.


There is no question that in addition to taming the Coronavirus, considerable effort and discipline will be required to rebuild an economy struggling to overcome unprecedented challenges. With an unemployment rate of 5.9%, certainly lower than was anticipated as the pandemic raged, there are still millions of workers unemployed, some by choice but many due to business closures. Employees in essential industries that continued to work, as well as those that have returned to businesses that have struggled to resume operations, are uncertain about the financial security of their families. Predictions of when the economy might be restored to pre-pandemic levels, if ever, seem to be extended farther out on a regular basis. It is a moving target.


Into this troubled environment we 50 ❘ August 2021 ® ost would agree that the


majority of 2020 and the first half of 2021 has been one of


have introduced a new administration that is much less business-friendly than the last. How will its policies ultimately impact our daily lives? Will there be the regulatory escalation that characterized the Obama years? Will they help foster or hinder the much-needed economic growth? Will their policies push us to 1980’s style inflation levels? These are but a few of the numerous questions that are generating uncertainly, especially among workers.


In view of the myriad distressing


circumstances, worker concerns about their ability to provide for their families in the future is to be expected. A concomitant impact on productivity and employee morale is a distinct possibility, if not probability, as well. Employees in some industries may even decide to leave their job if the prospect for a more stable employment situation presents itself. In fact, we are already seeing substantial job hopping. The remaining employees may become discouraged and disheartened, perhaps to the point of creating a workplace atmosphere where minor annoyances become major workplace conflicts.


A pre-pandemic Gallop poll found that only 34% of workers were engaged in their jobs. That same poll found that 53% were not engaged, and 13% were actively disengaged. This last group of employees would rather be almost anywhere other than in their current workplaces. Additionally, it is generally acknowledged that millennials are the least engaged group of workers in today’s workplace, and, for better or


worse, they also currently comprise


the largest segment of the workforce. Disengaged employees could easily become disaffected employees.


One of the greatest dangers for


employers in these trying times is that a singular focus on restoring and/or maintaining their businesses, understandable as it may be, could result in employee relations being relegated to the back burner. That would be an unfortunate error. It could breed the employee disaffection we hope to avoid. Lack of attention could exacerbate potentially serious employee concerns over an uncertain future. The message to employees would be clear – you are not a priority.


It is a well-documented fact that


employees want to feel appreciated for what they contribute to the success of the company. Equally important is the employee need-to-know what is in store for them and their workplace, especially in these troubling times. Additionally, open and regular communications with the workforce by most employers during the pandemic has enabled virtually all employers with


to the COVID-19 safety


consistently comply protocols


and limit the spread of Coronavirus in their workplaces. As we move forward in this period of uncertainty, frequent, clear, and consistent communication with their workforce will be even more critical. In fact, given the numerous challenges confronting us, it may be more important than ever before. Such time-tested communication methods as regular town halls with all employees,


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56