HR Workplace Trends for 2018

In our always-connected world, the way people work and the way we hire employees are rapidly shifting. As a business owner or HR professional, are you prepared for change? In this post, the team at RAI Resources highlights the top 3 issues affecting workplaces in 2018.

1. Independent Workforce Expected to Increase in Prominence Among Millennials

The gig economy is a game changer. Research shows that in 2017 it accounted for roughly 34% of the workforce. By 2020 it is estimated to grow to 43%. It’s no surprise that we need to consider that now. Millennials specifically are flocking towards these “gigs.”

Employers need to be aware of this trend as the increasing gig economy leads to a need for increased compliance. Security and safety are extremely important for both providers and consumers. Need help with your workplace compliance or recruiting qualified temporary and/or project talent? The RAI Resources team brings decades of hands-on human resources and talent acquisition experience.

You can also check out our blog on HR’s Guide To OSHA.  Click Here

2. Medical Marijuana May Make its Way into Work

On January 1, 2018, California made recreational marijuana legal throughout the entire state and medical marijuana is becoming legal in other states as well. This is going to lead to companies having to make a decision. Will they allow medical marijuana in their workplace? Even this year, organizations who currently have a zero-tolerance drug policy may need to reevaluate.

It is advisable for all companies to review and update their drug policies this year. Policies should be very clear when describing prohibited behaviors and the use of drug testing. Be sure to include how, when, and what you will be testing for. Also include consequences for violations of the drug policy. Your drug policy should define what “under the influence” means.

The RAI Resources team can help you navigate these unchartered waters. Our team has helped hundreds of companies over the years with HR policy creation, evaluation, and deployment.

 

3. Bans on Inquiries of Salary History, “Ban the Box” Laws

“Ban the Box” laws, sometimes referred to as “fair chance” laws are already in place in five states (NY, CA, IN, PA, and VT). Last year Delaware, New York City, and Oregon all implemented bans on inquiring about one’s salary history. We can only expect more states to follow this trend in 2018.

It is expected that broader regulations will be set nationally in the near future.

Hiring the right talent has increasingly become more of a challenge for organizations, and these new laws add a layer of complexity to hiring procedures. As businesses wrap their head around how to stay compliant, many are seeking expertise of a third-party consultant. If you need assistance with ensuring that your recruiting process is compliant or you need talent acquisition support, the dedicated team at RAI Resources is ready to help.

What’s your next step?

Let RAI be your partner in transitioning your impacted employees into new roles. Our services are heavily rooted in a practical approach to securing new employment. Contact us to discuss how we can help. We offer customizable and flexible services on a one-to-one basis or in a group setting.  Partner with RAI to boost morale and keep your brand intact during times of change.

RAI Resources services in the greater Philadelphia area. Call us now for your complimentary consultation.

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