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Showing posts from January, 2022

The complicated situation of tattoos in the workplace (by Harry Law)

Tattoos are a form of expression that convey the individuality of their owners. They can represent a multitude of things, like a tie to a family member, a favorite quote with a special meaning, or even a favorite cartoon character. Tattoos also can carry great cultural and/or religious significance. Every tattoo is unique and says something about the individual person who wears it. The problem that many companies face is when a tattoo is considered appropriate and when it should be covered.  Employees are after all the faces of a company, so the tattoos on their bodies are connected to and represent that company as well. Some workplaces have instituted rules and regulations when it comes to their employees’ tattoos, but there can be negative consequences when a company goes too far in telling their employees what they can and cannot do with their own bodies. The Disney Company has recently changed its policy on tattoos. Disney’s goal is to create a magical, fantasy experience for their

Vaccine mandates and the complications (by Jason He)

Currently, we are in the midst of a global pandemic that has caused extraordinary damage across the entire world. With the development of the COVID-19 vaccine, the demand for workers to be vaccinated has steadily increased as time passed.  Shortly after one of United Airlines’ pilots had passed away due to COVID-19, the decision to enforce a vaccine mandate was made. Currently, United is one of the first companies in the US that has successfully vaccinated nearly all of its staff (Chokshi & Scheiber, 2021) The debate between vaccine mandates and non-vaccine mandates has become an increasingly controversial topic, especially in the workforce. Hundreds of employees have already lost their job from their refusal to comply with the vaccine mandate (Chokshi & Scheiber, 2021) The glaring question is if this mandate is fair for everyone involved. For employers, it makes sense from a business perspective that they want their employees vaccinated. However, employees who choose to not ye

The challenges of SB 93 (California Senate Bill No. 93) will impose on the employers and their human resource management team (by Brittany Schaffer)

The COVID-19 pandemic started in early 2020, and it has caused massive changes within a short period of time. One of the most rememberable effects of the COVID-19 pandemic was that businesses had to come to a complete halt, forcing them to lay off employees. California's unemployment rates went up.  Now that the stay-at-home orders have lifted, people start to come out. Businesses are now reopening, looking to rehire their laid-off employees. Before the pandemic, employers had the option of recalling only a certain number of laid-off employees they would want to rehire based on employees' job performance. That option had been changed after Governor Gavin Newsome signed into law - Senate Bill 93, which went into effect on April 16th, 2021. The California Senate Bill No. 93 (SB 93) According to SB 93, companies in specific industries, mainly the hospitality industry, have the obligation to provide job opportunities in written form to qualified employees being laid off due to COVI