What Do Leaders Fear More Than Anything Else?

Leaders don’t fear failure. Failure is part of the job description when you accept any position in leadership. You are put in a position of making decisions and to date, no leader is one hundred percent on making good decisions! So, no, leaders don’t fear failure. Losing? I mean, the best leaders I know hate losing. They hate losing almost more than anything else in life. In my experience as an HR and TA leader, the biggest reason I’ve seen leaders fail is they were too soft on losing. It didn’t impact them enough. They seemed to be okay with it.

While Some New York Industries Are on the Path to Recovery, Others Are Not

Job losses from the pandemic and the ensuing economic shutdown were swift and deep: employment in New York declined by nearly 2 million jobs from February to April 2020. New data released by the State Department of Labor show less than half of the jobs lost during that time have been recovered, and employment is still more than 1 million jobs below its pre-pandemic levels. In February 2021, total non-farm employment in New York increased only slightly, by a net of 3,700 jobs, compared to a net 45,300 jobs added in January. The leisure and hospitality sector has added the greatest number of jobs, nearly 260,000, while the construction industry is farthest along in its recovery, regaining 74 percent of jobs lost.

Comply with ADA, FMLA When Worker Is a ‘COVID-19 Long Hauler’

Individuals with severe COVID-19 symptoms that last for months—"COVID-19 long haulers"—may be covered by the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA), while those who recover quickly may not be covered by the ADA but might be protected by the FMLA. Employers should understand the scope of the laws' coverage and educate managers about the laws' possible application.

Can an Employer Fire Workers Who Are Scared to Return to the Office?

More employers are requiring employees to return to the office. If employees refuse, can they be disciplined or terminated? "If the employee is just generally scared of the virus, as many of us are, even as understandable as that fear may be, the employee is unlikely to have a legally defensible excuse for refusing to work," said Janell Stanton, an attorney with Wagner, Falconer & Judd in Minneapolis. "In that case, discipline including termination may well be appropriate." She added, "It really cannot be stressed enough that employers should consider all reasons the employee might refuse to come into work before taking that step."

Vetting the Record Before Recommending Termination

Marisela is an HR director facing a dreaded requirement of her job: terminating a long-term employee. She realizes that terminations are an important part of her responsibilities as an HR professional, but it's something she dreads doing (as most of us do). Terminations typically occur when one of two scenarios are in play: A summary dismissal is at hand, meaning that the employee engaged of some form of egregious misconduct—think theft, embezzlement, forgery and fraud or extreme discrimination, harassment or retaliation—that requires immediate termination without prior warning or notice. A worker has breached the terms of a final written warning. In both cases, some form of an investigation must take place, and the employee must be given an opportunity to share his or her side of the story before a final decision is rendered.

How Life at Work Changed in 2020

'Skills are the currency of the future': The rise of a skills-based economy

Blockchain technology, skill wallets and upward mobility may define the future market, experts said during a U.S. Chamber of Commerce Foundation event.A paradigm shift of talent and skills began prior to the COVID-19 pandemic in the United States. LinkedIn Learning's 2020 Workplace Learning Report released March 3 found that about half (51%) of learning and development professionals surveyed planned to launch upskilling programs this year. But the crisis has forced employers across the country to re-imagine ways to hire, upskill and reskill employees, according to industry experts.

4 Essential Soft Skills for Successful Remote Work

The shift to remote work has been one of the most conspicuous HR trends of 2020. Many industry forecasters believe a significant percentage of work will continue to be performed remotely in the years ahead, even after the coronavirus threat is contained. In this new normal, it's important to know which soft skills are critical for effective remote work and how managers can best identify and bring out those skills in their direct reports.

IS REMOTE WORK HERE TO STAY? A POLL OF 1,000 COMPANIES OFFERS THE CLEAREST VISION YET

Job Seekers See New Benefits As Employers Shift to Virtual Recruiting

Work from home: More companies are letting new hires work anywhere permanently amid COVID-19 pandemic

WFH, even after COVID-19 fades U.S. companies are doing more than just allowing many local employees to work from home, even once a vaccine becomes available for COVID-19 and the health crisis passes, presumably next year. They’re also seeking out new employees anywhere in the country, and even beyond, and letting them work remotely for the long term.

Ways To Create A Better Virtual Networking Mindset

Living and working behind your phone screen or computer screen or in a virtual meeting seems to be what most professionals must do to be effective at work. We live in the age of virtual everything, and that includes networking. In my career search world, I remember when people would print out a dozen résumés, map out a dozen company offices to visit and show up in a suit to drop off their paper résumé at the receptionist's desk. Sometimes, if they were bold, they would ask for a meeting with "the manager," of all things. How many people were hired this way or made their first impression this way in the 1970s, '80s and even into the '90s? I don't think there are stats, but it’s more than you may think. A lot more.

Rethinking Smart Workplaces in Uncertain Times

The COVID-19 crisis has brought into question the design, operation and relevance of the physical workplace. Many of our corporate customers are asking us what working from home and physical distancing mean for the future of work. Will cubical dividers or six-feet markers around workstations be essential in a post-COVID-19 world? Will work be increasingly remote? Will the office, as we knew it not long ago, exist in the future? Leaders are asking us how they should be thinking about reopening physical workplaces and what safety measures they should be taking in the coming months. These are important questions that need immediate answers as people return to the office. But organizations also need to seize this moment to review longer-term workplace strategies and not confuse these two streams of work.

COVID-19 Back-to-Work Checklist

Returning employees to the workplace during and after the COVID-19 pandemic won't be as simple as announcing a reopening or return-to-the-workplace date and carrying on business as usual. Not only will many workplaces be altered initially, some changes may be long term, even beyond the imagined "finish line" of a widely available vaccine or treatment. The details of each employer's plan to return will look different, but there are 10 key issues most will need to understand and start preparing for now.

Many Professionals Dread Returning to the Office

Even as states across the country drop COVID-19 restrictions and allow offices to reopen, many professionals dread returning to the workplace and a majority feel they're more productive at home anyway. A survey of U.S. professionals in early June by organizational consulting firm Korn Ferry found that half were afraid to go back to the office and 25 percent weren't confident their employer had created a safe and healthy workplace to return to. Those who wanted to go back were mostly looking forward to camaraderie with co-workers—although in an era of face masks, social distancing and closed communal areas, they could end up disappointed. Nearly 1 in 5 simply wanted a dedicated space for work.

Masks On? What Employers Need to Know About Face Coverings at Work

The future of work will involve a lot of face masks, at least in the short run, as companies do all they can to curtail the spread of COVID-19. But the rules and expectations for face masks are evolving rapidly. Should employers provide masks? Where and when should they be worn? Can employees refuse to wear them? As with so much in this ongoing pandemic, the answers aren't always clear.The Occupational Safety and Health Administration (OSHA) offered some guidance on June 10, noting that "millions of Americans will be wearing masks in their workplace for the first time" as businesses reopen and offices repopulate after months of stay-at-home orders. "OSHA generally recommends that employers encourage workers to wear face coverings at work," the agency said, but it added that employers can decide not to, "based on the specific circumstances present at the worksite." Engineering and administrative controls, such as improving air ventilation and ensuring strict social distancing, are preferred ways to protect workers. Face masks should be used in addition to those controls or when those measures aren't feasible, according to OSHA guidance.

Staffing agencies address COVID-19 workplace practices, concerns

Unemployment claims caused by the coronavirus pandemic are skyrocketing in many parts of the U.S. Some who are lucky enough to still have a paycheck are confined to working from home, using technology to link with their offices and duties. But not everyone has the luxury work from home and for those who have to report to work in-person, staffing agencies on the Peninsula have some advice for them and their employers.

Preparing networks for the “new normal” and changing ways of working

The COVID-19 pandemic has changed how people work, and those changes will continue long after the immediate threat has passed. One of the most prevalent changes is in the widespread adoption of remote working. Employers were already being encouraged to enable remote working with research showing that it leads to greater levels of productivity, though many resisted due to security or technology enablement concerns. Those same businesses have been able to continue working through the pandemic by rapidly adapting to remote work. This trend has placed unprecedented strain on networks as work business becomes more media intensive. Across the world internet use has lifted by as much as 50 per cent through a combination of professionals using VPNs to connect to their organisation’s servers, conducting video calls rather than face-to-face meetings and leveraging applications such as AI to keep the organisation’s logistics, marketing, and other functions running smoothly. Organisations need to adapt their enterprise networking environments to ensure that they are able to cope with a “new normal” level of stress on the environment, and the channel has a critical role to play in this.

The Importance of Pay Equity

As business leaders focus on closing the gender pay gap and states enact broader laws covering fair pay for more workers, HR professionals may want to review their organization’s compensation policies and practices. “We’re seeing an explosion of new equal-pay laws adopted by state legislatures,” says Lynne Anderson, an attorney with Faegre Drinker in Florham Park, N.J. Most state laws provide broader protection than the federal Equal Pay Act by requiring employers to pay men and women equally for “substantially similar” work, rather than for “equal” work. Moreover, many states have expanded fair-pay requirements beyond gender to include race and other protected characteristics. So what is pay equity? In general, it means compensating employees the same when they perform the same or similar job duties, while accounting for other factors, such as their experience level, job performance and tenure with the employer, explains Karen Denney, an attorney with Haynes and Boone in Fort Worth, Texas.

Virtual Business Forum Kevin A. Cahill & Jen Metzger

Normann Staffing is proud to sponsor Ulster County Chamber of Commerce's next Virtual Business Forum, scheduled for June 9, and will feature special guest appearances by Assemblyman Kevin Cahill and Senator Jen Metzger. Our local elected representatives will discuss the issues that face the state legislature as they return to Albany, the status of New York’s Recovery Plan and the process of re-opening businesses across the state. Following their remarks, Assemblyman Cahill and Sen. Metzger will answer questions from viewers online. Also speaking will be Anthony Mignone, CEO of Resource Center for Accessible Living (RCAL) to remind businesses that are re-opening to include in their plans, the needs of people with disabilities.Don't miss this informative Virtual Business Forum broadcast Live from the Seven21 Media Center in Kingston, NY by Ellenbogen Creative Media and Live on Facebook. Sponsors: Ulster Savings Bank Normann Staff Kingston Plaza

Accelerated Trends Highlight Importance of Skills-Based Workforce Marketplace

A recent Brookings article touched on trends that the COVID-19 pandemic will likely accelerate. Many of them were already familiar to communities and economic developers: automation, the housing crisis, the necessity of ubiquitous broadband, and the struggles of microbusinesses. And businesses are also keenly aware of shifts in the economy that were already in motion: (again) increasing automation, rise of remote work, difficulty in finding talent, and oftentimes retaining that talent.

Seven Essential 'Do This, Not That' Tips To Network Smarter, Not Harder

Business success depends on building and maintaining relationships — healthy, professional, mutually beneficial relationships. Sometimes this happens via marketing (need meets awareness meets solution) or through existing personal and professional connections, but many times a strategic new business relationship results from networking. You might think, "That's old school," "Been there, done that," or even "Networking is the face-to-face equivalent of cold calling." My answer? Not if you network with a fresh "do this and not that" approach. Here's what I mean:

Recruiters share the 1 thing they wish applicants knew about resume writing

Employers want to hire people that can make a difference and improve things, you have one shot to make it clear they need to talk to you. You may have the most well-written, thoughtful resume out there—but if you’re not taking into account what recruiters really want to see, all those spell checks and design elements may unfortunately go unnoticed. Looking to take your resume to the next level (and get it to the top of the pile)? We spoke to a handful of recruiters and hiring experts to get their insights on what you should definitely be making more of an effort on when it comes to crafting a great resume.

How to Ace Video Interviews

Best-selling author Martin Yate, a career coach and former HR professional, takes your questions about how to further your career in HR. Contact him at the e-mail address at the end of this column. During the coronavirus pandemic, job seekers are less likely to go to an employer's workplace for an in-person job interview. Many interviews will be done over the phone or videoconferencing platforms. We've already touched on phone interviews; here's how to ace video interviews.Video interviews can be more nerve-racking—and revealing—than phone interviews. With video, recruiters can see and read your body language. They can judge professional appearance and your general bearing. This first meeting is when you make indelible first impressions.

Managers Get High Marks for Handling Pandemic

About 9 in 10 workers say their managers have done a good job of supporting them during the COVID-19 crisis, and that their companies have provided them with technology and other tools needed to work productively during the pandemic, according to a new survey from Willis Towers Watson. Yet very few think their companies have given supervisors enough training to lead during the crisis, particularly when it comes to managing remote employees. "By all accounts, respondents are giving managers and leaders high marks for guiding workers through the crisis so far," said John Jones, North America head of talent at Willis Towers Watson. "At the same time … more employers will need to double down on training and development for managers to prepare them to support employees in what are likely to be different working environments." The global risk management and advisory firm conducted the survey of 201 employers representing 2.5 million workers from April 13-27.

Silver Linings: Managers See Upsides During the Pandemic

No doubt about it, the coronavirus has taken a sledgehammer to parts of the U.S. business landscape. The unemployment rate hit 14.7 percent in April, representing 33 million U.S. workers—or 10 percent of the entire U.S. population, according to the Bureau of Labor Statistics. Yet some company leaders say the pandemic has produced an abundance of "silver lining" experiences that have lifted spirits, improved productivity and forged relationships with staffers that will linger long after the coronavirus leaves. A survey of 11,491 U.S. employees by Reflektive, a San Francisco-based performance management services company, found three bright spots:

Hiring New Employees During COVID-19

Hiring continues during the COVID-19 pandemic, as some companies need to bring new employees on board to serve customer or product development needs. With states and even counties and municipalities taking different approaches to preventing the spread of the coronavirus, employers are finding themselves addressing a variety of employee needs and concerns.

Avoiding ‘Zoom Bombing’ in the New Age of Meetings

An unwelcome intruder who infiltrates the workplace or classroom and disrupts a meeting by acting erratically and blurting out epithets poses a threat to everyone's wellbeing and safety. A few months ago a physical intruder would have been more likely to create risk exposure. But work and school have moved to virtual platforms in light of the global pandemic, and risk exposure has followed. Platforms like Zoom, Skype, Blackboard Collaborate, Microsoft Teams, and WebEx allow classes, meetings, health visits, business meetings and other gatherings to continue in ways that were unimaginable just a few decades ago. However, with the positives also come the negatives and this rapid transition to a virtual landscape has released video teleconferencing hijackers, allowing us to coin a new term: "Zoom-bombing."

Five Do's and Don'ts of Networking In The New Normal

Networking has been a key part of business growth and client relationships in nearly every industry. Now, with conferences indefinitely postponed, monthly mixers evaporating, and travel extremely limited, businesses are struggling to adapt their outreach strategies. It’s tempting to rush towards the tech as a quick replacement for personal interaction. While there are a number of powerful tools available, technology can feel cold and distant even in the best of circumstances. Here are five keys to ensuring that you are actually connecting instead of just contacting your business audience during the pandemic:

Americans need employment opportunities, not unemployment incentives

With more than 1 in 5 Americans filing for unemployment benefits over the past eight weeks, policymakers' top priority is clear: restoring conditions that allow workers to resume their previous jobs or find new ones. Federal assistance can help bridge a temporary gap in employment and incomes, but the only long-term solution is to let people get back to work. After all, deficit-financed unemployment checks are no replacement for the valuable goods and services Americans produce. Two bills, both introduced in Congress on Tuesday, take a very different approach to helping American workers.

4 Things to Do If You're Earning More on Unemployment Than You Did Working

What essential businesses can teach us

At some still largely unknowable date, it’s destined to happen. Employers nationwide will need to welcome back so-called non-essential workforces. No one expects that post-coronavirus transition will be easy, but it can be achieved, according to a new survey from Mercer. Mainly, it’s because those employers can learn from experiences of employers of essential workers who have remained at workplaces throughout the pandemic. Among the more notable findings, 45% of responding employers with essential workers have had issues with employees not coming to work because they are afraid of getting sick. Not surprisingly, this problem is more widespread in industries like retail/wholesale (84%), manufacturing (64%) and healthcare (57%), where higher risk exposure is the norm.

Moving Forward Staffing firms look for opportunities amid changing landscape due to Covid-19

Hiring Practices Aren’t Keeping Pace With the Modern Workforce

Modern workplaces increasingly demand dynamic skill sets, creative problem-solving, and adaptability — especially in the midst of a pandemic. To keep up with the complex, fast-paced, ever-changing world of business today, hiring managers are under intense pressure to find high-ability candidates as quickly as possible. But a resume is hardly enough to determine whether a given candidate has what it takes to confidently handle modern workplace challenges. Our hiring practices have to keep pace with the evolving world of work, and that means trading the old methods for rigorous, objective measures that accurately assess a candidate’s capacity to learn new skills, adjust to new cultures, and collaborate productively.

A Distinct Possibility: ‘Temporary’ Layoffs May Be Permanent

Call it realism or pessimism, but more employers are coming to a reluctant conclusion: Many of the employees they've had to lay off in the face of the pandemic might not be returning to their old jobs anytime soon. Some large companies won't have enough customers to justify it. And some small businesses won't likely survive at all despite aid provided by the federal government. If so, that would undercut a glimmer of hope in the brutal April jobs report the government issued Friday, in which a record-shattering 20.5 million people lost jobs: A sizable majority of the jobless — nearly 80% — characterized their loss as only temporary.

The Health Care Industry's Top HR Challenges

LOOMING SHORTAGES The number of health care jobs in the U.S. will grow nearly 12 percent between 2018 and 2028, according to U.S. Bureau of Labor Statistics (BLS) projections—nearly double the projected rate for all occupations. That growth will be partly driven by the aging of the massive Baby Boomer generation, since people generally use more health care services as they age.

Do Your Employees Need to Wear Face Masks?

Many small businesses must rely on payroll-protection loans to keep workers on board during the coronavirus pandemic—and they need to carefully plan and track their spending if they intend to apply for loan forgiveness.Under the $2.2 trillion Coronavirus Aid, Relief and Economic Security (CARES) Act, Congress allocated $349 billion to the Paycheck Protection Program (PPP) to help small businesses keep workers on their payrolls. The fund was depleted in less than two weeks, so lawmakers added more than $300 billion.

U.S. Loses Over 20 Million Jobs, Unemployment Rises to 14.7 Percent

The economic devastation wrought by the coronavirus has finally shown its scale in the government's monthly reporting—U.S. employers cut 20.5 million jobs from mid-March to mid-April, while the nation's unemployment rate rose to 14.7 percent as much of the country shut down, according to the latest employment data from the Bureau of Labor Statistics (BLS).

SHRM: Employers Say Remote Work Not Here to Stay

Bringing Them Back: Questions for HR from Returning Workers

As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. After all, the world changed suddenly because of the deadly coronavirus pandemic and so have employees' expectations and fears. Be prepared by considering these six things employment attorneys and human resource experts say workers will want to know right from the start.

Long-term shift to remote work could expand access to tech talent

The pandemic-driven disruptions have made half of North American tech professionals more interested in remote work than before, according to Hired's State of Remote Work 2020 report, which surveyed 2,200 tech workers and 300 companies and was released April 28. Just 5% say they're now less interested in a remote position. A looming recession pushed 43% of tech professionals to actively search for new job opportunities, while another 35% said they are moderately open and willing to take a call with potential new employers. The majority of businesses continue to hire, with 68% reporting active hiring. In certain verticals — such as e-commerce, cybersecurity and delivery services — an uptick in usage is driving demand for talent as businesses strive to maintain critical infrastructure.

Remote Persuasion: How to Be a Successful Communicator While Working From Home

As social distancing becomes the new normal throughout the world, professionals across industries have to make drastic and immediate changes to their work and presentation styles. With the total transition to working from home, business leaders, lawyers, and sales and marketing teams are navigating new terrain: effectively communicating to achieve a desired outcome while working remotely. There’s no replacement for the energy and connection a face-to-face interaction can create, but we have to work with what we’ve got. Social distancing doesn’t mean persuasion comes to a halt. Besides, remote work was a rising trend before the COVID-19 pandemic, growing by 173 percent between 2005 and 2018. With so many additional businesses moving to telecommuting for the time being, it’s safe to assume that remote work will be even more broadly adopted in the years to come. It’s a good idea for professionals to get ahead of the curve and start learning how to communicate effectively in remote environments today.

A third of workers predict employers will allow more remote work after pandemic

More than a third of workers expect their organizations will be more relaxed about remote work after the pandemic subsides, according to a OnePoll and Citrix survey conducted between April 2 and April 14. The arrangement has proven popular; 28% said they plan to search for work that allows them to telecommute. At the same time, a third of the 2,000 respondents — all of whom are working from home due to the novel coronavirus — said they are eager to get back to the office and thought their colleagues felt similarly.

Turnover Can’t Be Stopped — But You Can Learn to Manage It Better

Retention is always a top priority for any good recruiter, HR leader, or talent management professional. Even before a hire is made, recruiters are thinking about what it will take to not only get a candidate to accept a job, but also to get that candidate to stick around for the long haul. However, even if you hire the right people who will fit in and thrive, offer a robust pay and benefits package, and have meaningful employee rewards and recognition programs in place, turnover can still happen. And it does — in every industry and at any time, even during a pandemic. High turnover rates can even strike industries you might not expect. For example, in my own personal experience, I’ve noticed tremendous turnover in accounting roles — not exactly the kind of high-tech, high-demand field that usually gets press!

ALMOST 40% OF RECRUITERS EXPECT TO SEE HIRING INCREASES WITHIN 90 DAYS; HEALTHCARE SEGMENT MOST OPTIMISTIC

While the unemployment rate and out-of-work contractors have taken an immediate toll on the economy, more than 38% of surveyed recruiters expect to see increases in job requirements within 90 days, according to the Recruiter Index released by Recruiter.com. And more than 22% expect those results to start in as little as 30 days. Meanwhile, 17% expect no change. Recruiter.com is a website that links job seekers, recruiters and employers. The index gathers data from its network of more than 20,000 small and independent recruiters to uncover critical insights into where hiring is heading. Other key trends from the Recruiter Index include:Healthcare recruiters are among the most optimistic: 45.5% predict increased job requirement loads in the next 30 days, and 54.5% predict increased job requirement loads in the next 90 days. The immediate outlook is also positive for recruiters in internet/other information services: 50% predict increased job requirement loads in the next 30 days. 66% of the recruiters in financial services expect demand to increase or return to normal in the next 90 days. Even recruiters in hard-hit industries are more optimistic than one might expect: One-third of recruiters in food/beverage expect job requirement loads to increase within 90 days.

New York State Unemployment Rate Is At Highest Level Since The Great Depression

In the week ended April 18, 204,716 New Yorkers filed for Unemployment Insurance (UI). This number of jobless claims is 48% less than filed the previous week, 395,494. However, just in the last five weeks, data from the New York Department of Labor shows that the total number of New Yorkers filing new jobless claims has reached 1.4 million. This very high level of jobless claims is about 2/3 of the total jobless claims filed during the entire time of the Great Recession in June 2007-November 2009.

US JOB OPENINGS DOWN 20.5% IN COMPARISON TO MARCH

April 15, 2020 US job openings on Glassdoor were down 20.5% on April 6 in comparison to March 9, the jobs website reported in economic research released Tuesday.The number of job openings on Glassdoor totaled 4.8 million as of April 6, the lowest level since February 2017.The US is on track to lose as many job openings on a percentage basis in the first four weeks of the Covid-19 crisis as the country did in the first nine months of the Great Recession. Glassdoor’s report also found that 60% of employers reduced job openings and one-in-four paused all openings.All 50 states and the 100 largest metro areas tracked by Glassdoor all posted declines in job openings. The decreases ranged from 11.5% in Montana to 32.6% in Washington.Separately, The Conference Board-Burning Glass Help Wanted Online Index fell in March to a reading of 99.6 from February’s reading of 101.2. However, the decrease does not take into account the effect of Covid-19. Next month’s index is expected to reflect that impact.‍

Jobs after coronavirus: The US labor market won't bounce right back

New York (CNN Business)The US labor market was in its best shape in nearly 50 years. Then the coronavirus pandemic swept across the country, taking millions of American jobs with it. It will take the labor market time to recover, but it's unclear exactly how long. Nearly 17 million people have filed for initial unemployment benefits since mid-March, as businesses closed to minimize the spread of the virus. Thursday's data is expected to show another 5.1 million people filed for first-time unemployment claims in the week ended April 11. The leisure, travel and hospitality industries have been hardest hit, but shutdowns have extended far into other sectors, such as manufacturing. The March jobs report -- which doesn't take the most recent tide of joblessness into account -- showed the unemployment rate ticked up to 4.4% from a near 50-year low of 3.5% and could reach double digits in April. Economists at America's big banks estimate peak coronavirus-related unemployment to hit 15% or more. JPMorgan's economists are forecasting a peak as high as 20%. While the US economy is likely in a recession already, experts expect the downturn will be as short as it will be deep.Once the virus is defeated and social distancing policies let up, the economy will bounce back -- at least that is the hope.For employment, that could mean a rapid rebound as well -- for some. But not all jobs will magically reappear at once.

U.S. DEPARTMENT OF LABOR REMINDS EMPLOYERS THAT THEY CANNOT RETALIATE AGAINST WORKERS REPORTING UNSAFE CONDITIONS DURING CORONAVIRUS PANDEMIC

WASHINGTON, DC – The U.S Department of Labor’s Occupational Safety and Health Administration (OSHA) is reminding employers that it is illegal to retaliate against workers because they report unsafe and unhealthful working conditions during the coronavirus pandemic. Acts of retaliation can include terminations, demotions, denials of overtime or promotion, or reductions in pay or hours. “Employees have the right to safe and healthy workplaces,” said Principal Deputy Assistant Secretary Loren Sweatt. “Any worker who believes that their employer is retaliating against them for reporting unsafe working conditions should contact OSHA immediately.”

Jobless claims soar 6.6 million in early April as coronavirus devastates U.S. labor market

3 possible economic outcomes for the coronavirus pandemic

Surviving the coronavirus is currently topof mind for the American public. There are many likely scenarios possible within the possible epidemiological trajectories of COVID-19 and the economic response to this crisis will also develop over the next few months, bringing a new set of struggles to consider. The Conference Board, a New York-based think tank on the economy and public policy, has developed three scenarios for the development of the U.S. economy through the remainder of the year.According to The Conference Board's analysis, a summary might look like this:The first scenario (a May reboot or "quick recovery"), assumes a peak in new COVID-19 cases by mid-April, with economic activity gradually resuming in May. In the second scenario (a summertime V-shape, or "deeper contraction, bigger recovery"), the peak in new cases will be higher and delayed until May, creating a larger economic contraction in Q2, but also a stronger recovery in Q3. In the third scenario (a fall recovery or "extended contraction"), a managed control of the outbreak helps to flatten the curve of new COVID-19 cases, and stretches the economic impact across Q2 and Q3, with growth resuming in September.

US employers shed 700,000 jobs, as unemployment rises to 4.4%

Unemployment is rising, according to the Bureau of Labor Statistics. In March, total U.S. nonfarm payroll jobs fell by 701,000, versus February's 273,000 new hires, according to a report by the U.S. Bureau of Labor Statistics. March's unemployment rate rose to 4.4% from February's 3.5%, according to the Bureau of Labor Statistics. Efforts to slow the spread of the coronavirus pandemic included local and state orders to practice "shelter in place" and social distancing," as well as closing bars and restaurants. The leisure and hospitality sector accounted for 459,000 layoffs or 65% of March's total job losses.

COVID-19: Paid leave mandates for businesses and workers

With COVID-19 continuing its assault on the U.S. economy, the federal government has enacted legislation mandating paid leave for American workers. Employers should understand their responsibilities under the new regulation plus any others required by law.The Families First Coronavirus Response Act (FFCRA) On March 18, 2020, President Trump signed the FFCRA into law, authorizing employers with fewer than 500 employees to provide: 1. Up to 80 hours of paid sick leave to employees who are unable to work because of their own coronavirus-related quarantine or symptoms. This paid leave is capped at $511/day/employee (or $5,110 for 10 days). 2. Up to 80 hours of paid sick leave to employees who take leave to care for a quarantined family member. This paid leave is limited to $200/day/employee (or $2,000 for 10 days). 3. Up to 12 weeks of job-protected leave to employees who cannot work because their child’s daycare provider is closed due to the coronavirus. Though the initial two weeks of leave is unpaid, employees can elect to substitute those two unpaid weeks with their accumulated paid vacation, sick or personal time. The remaining 10 weeks is capped at $200/day/employee (or $10,000). Note that this provision is an expansion of the Family Medical and Leave Act (FMLA).

F.A.Q. on Stimulus Checks, Unemployment and the Coronavirus Bill

The Senate relief bill would send money to Americans and greatly expand unemployment coverage. The Senate unanimously passed a $2 trillion economic rescue plan on Wednesday that will offer assistance to tens of millions of American households affected by the coronavirus. Its components include stimulus payments to individuals, expanded unemployment coverage that includes the self-employed, student loan changes and much more. [Frequently asked questions and advice about life under the coronavirus] The House of Representatives was expected to quickly take up the bill and pass it, sending it to President Trump for his signature.Here are the answers to common questions about what’s in the bill. We’ll update this article as we have more answers or if the plan changes as it moves through the legislative process. More information on getting assistance can be found at our Hub for Help.

New Unemployment Claims Soar to 3.28 Million

The number of U.S. workers filing for new unemployment benefits for the week ending March 21 shot up to 3.28 million, rocketing past the previous week's total of 281,000 and resulting from a nationwide shutdown tied to the coronavirus pandemic. The week's tally is more than quadruple the record of 695,000 initial jobless claims set in 1982, according to the Department of Labor. "The coronavirus outbreak is a truly unprecedented event in American economic history," said Daniel Zhao, Glassdoor senior economist. "Unlike past economic slowdowns, the outbreak's sudden onset is flash freezing the economy by forcing businesses to shut down and putting millions of American workers out of jobs." Layoffs have begun to surge in the services industries broadly, and particularly in the travel, food services and hospitality sectors as the coronavirus spreads across the country and nonessential businesses have been ordered to close. The weekly jobless claims are the most-timely economic indicator for measuring the impact of the virus on the U.S. economy.

How You Can Change Your Mindset To Improve Your Interviewing

Once your resume has made it through the gauntlet of the application process and you've secured an interview, it's time to prepare yourself mentally for the interview. You might be thinking: Will I like the job? How much does it pay? Are the benefits good? Can I work at home once a week? Will I get along with my colleagues? Can I eventually get promoted? But consider the common thread of these questions. It's all about you getting what you need from the job. Of course! We work to meet our needs and provide for our lives. But what secures you the job is the opposite; you must convince the hiring team that you'll meet their needs. You need to change your mindset.Shifting your thinking from getting what you want out of an interview to helping the company achieve its goals will put you into a value-add mindset. Here's why that helps you in an interview: It sets a positive tone. Approaching your interview with the intention of filling a need or solving a problem will launch a productive conversation. You'll obviously answer interview questions about yourself and your career, but be sure to show equal interest in learning about the employer. Be curious about their challenges and the dialogue will flow more naturally.

Your Employees Are More Loyal Than You Think

The narrative is familiar by now: job-hopping is increasingly common in the United States, while long-term employment relationships are hard to establish. But new research shows that the story is much more complicated; in fact, looking at the overall economy, business leaders of a generation ago would have envied the low job switching rates that U.S. companies enjoy today. So to increase employee loyalty, savvy hiring managers need to move past common myths about job tenure and focus on the story the data is actually telling. Only then can they design truly successful retention strategies.

8 Steps Employers Can Take To Protect Workers From The Coronavirus

One day before the World Health Organization declared COVID-19 a pandemic, Google parent company Alphabet asked all of its North American employees to work from home. The tech titan may have been among the first to issue such a sweeping edict, but it’s far from the only one implementing policies to safeguard employees. According to a survey by global advisory firm Willis Towers Watson, as of mid-February, 46% of employers had started encouraging staff to work remotely, while 55% were holding virtual meetings in an effort to reduce the need for business travel. Of the 158 U.S. companies surveyed, 38% reported that their human resources departments had been reviewing or revising their procedures to better protect their workforces. For those still in the process of doing so, here are eight ways that employers can protect their employees from the coronavirus.

Coronavirus and paid leave: What are my rights as an employee in New York?

New York became the epicenter for one of the largest clusters of novel coronavirus cases in the nation this week, and Gov. Andrew Cuomo and state legislators are moving fast to allow workers to stay home sick without employment repercussions. In his State of State agenda in January, Cuomo proposed paid sick leave that would cover nearly all New York employees with at least five days of paid time off for illness. New York City enacted a similar bill in 2014. On Monday, he pledged to send the bill to the state Legislature this week, which would specifically protect those required to quarantine or isolate themselves in relation to the coronavirus. “I think it’s especially important that if the government is ordering a quarantine, even a voluntary quarantine, that places a personal hardship on a person and that person should get paid,” he said. “I don’t want to add to the burden that we’re creating.”

COVID-19 NOTICE

Normann Staffing has gone virtual until further notice, and most internal staff members are working from home. We are currently hiring for several positions and conducting video interviews for new applicants. Our goal during this unprecedented time is to keep all employees safe and healthy while maintaining high-quality service levels for our clients and employees. Please click on Jobs for a full list of current openings. Be safe, and we look forward to hearing from you.

https://www.inc.com/jim-schleckser/you-probably-arent-hiring-for-one-skill-that-matters-most-to-future-success.html?fbclid=IwAR0c-JFzF13P3tC11SnombXmV21d8idsSfRZbH2EisxCmMd7m8_qLejHYAo

Hiring managers rank skills over degrees, report finds

Overworked? 5 Reasons to Outsource Your Administrative Tasks in 2020

What Job Candidates Really Want From You (Hint: It’s Not a Game Room)

CANCELLED - HVHW SPRING CAREER FAIR - MARCH 25, 2020 11AM-3PM

What Not to Say: The Subtle Art of Keeping Interviews Appropriate

https://www.cnbc.com/2020/01/27/career-advice-how-to-demonstrate-soft-skills-in-a-job-interview.html

2020 Recruiting Predictions: Creating More Innovative, Inclusive Organizations

CHAMBER MEMBER FOR 40 YEARS!

TONY - A LIFE OF SERVICE, LIVING KINGSTON MAGAZINE

"If I were a billionaire, I'd be doing exactly what Bill Gates is doing, what [Warren]Buffett is doing, using my money to help people that are less fortunate ...that's what we're called to do."

ASTOR SERVICES FOR CHILDREN & FAMILIES - ADOPT A FAMILY PROGRAM

MHVFCU CORPORATE SPONSORSHIP

CONGRATULATIONS TONY MARMO ON BEING THE RECIPIENT OF THE LEN CANE HEART OF ULSTER COUNTY AWARD!

We're so proud of you Tony Marmo for pouring your heart and hard work into our community! CONGRATULATIONS for being honored with the Len Cane Heart of Ulster County Award! We can't wait to celebrate with you tonight at Diamond Mills!

Chamber Breakfast Meeting: "History is Just Our Beginning", November 20, 7:30am-9am

Chamber Breakfast Meeting: Meet the County Candidates, October 22, 7:30am-9am

ULSTER COUNTY JOB FAIR - October 30 from 11am-2pm

Come visit Normann Staffing at the Ulster-Greene Job Fair held in Ulster County on Wednesday, October 30, 2019 from 11am – 2pm. Location: Gateway Industries, One Amy Kay Parkway, Kingston NY.

DUTCHESS COUNTY JOB FAIR - October 17 from 11am-2pm

Come visit Normann Staffing at the NYS Department of Labor Job Fair in Poughkeepsie, with over 20 other local businesses attending.

2019 ITALIAN FESTIVAL

ULSTER COUNTY 2019 BUSINESS RECOGNITION AWARDS, October 24, 5:30pm

Congratulations to the owner of Normann Staffing, Tony Marmo, for being recognized for his hard work and dedication to our community with the Len Cane Heart of Ulster County Award!

WORK LOCAL FIRST JOB FAIR

COME VISIT NORMANN STAFFING AT THE WORK LOCAL FIRST JOB FAIR AT THE POUGHKEEPSIE GRAND HOTEL & CONFERENCE CENTER If you're looking to fill full-time, part-time or temporary positions and believe in hiring from the local community, the Work Local First Job Fair is for you.If you're looking for work, make sure to stop by and meet with some of the top employers in the region, all of whom have positions to fill.

2019 BUY LOCAL EXPO

COME VISIT NORMANN STAFFING AT THE BUY LOCAL EXPO SEPTEMBER 18, 2019 AT DIAMOND MILLS

2019 HUDSON VALLEY RIBFEST

RED CROSS BLOOD DRIVE

FOR THE MONTH OF AUGUST, IF YOU DONATE BLOOD YOU CAN HAVE YOUR NAME PUT INTO A DRAWING FOR A $25 GIFT CARD FROM NORMANN STAFFING. ANYONE CAN APPLY, DOCUMENTATION PROOF WILL NEED TO BE PROVIDED.

NEW SERVICES TO CLIENTS

Our skills testing has helped us to select only the strongest candidates for our clients, and we are now offering that same hiring advantage to you!We offer a diverse array of skills testing to help employers ensure that their candidates have the skill set needed to succeed.Click the link to download our flyer with all the details.‍

HUDSON VALLEY HELP WANTED SPRING CAREER FAIR

WEDNESDAY, MARCH 27 FROM 11AM-3PM COME VISIT NORMANN STAFFING AT THE HVHW JOB FAIR FOR A NEW CAREER!

2018 TASTE OF NEW PALTZ

This one day food and drink event at the Ulster County Fairgrounds will celebrate local shops, producers, and restaurants. A selection of craft beverages will also be served.

2018 BUY LOCAL EXPO

The Largest Networking Event in Ulster County!

MOVING AMERICA FORWARD TOGETHER

Kinderhook native and former U.S. Congressman Chris Gibson, now Williams College professor and author, delivered a message of encouragement, calling for a spirit of cooperation, and spelling out his five steps to unite the country, spoke recently to the Ulster County Regional Chamber of Commerce.

WE LIKE IT HERE!" OK, WE'LL TAKE A BOW

There are people who love being staffing agency healthcare employees! And many love working through Normann Staffing! This was reinforced in a recent Normann Staffing focus group of healthcare employees. Purpose? Explore the future of staffing agency employment.

YES! Do Call Us!

Want to change your job? Move up? Help someone fire up their career? Let us know. We have openings in several great positions, part time, full time, temporary and permanent.Call Normann Staffing if you'""'re interested in healthcare, office, manufacturing . . . you name it!

The Employment Picture

The Wall Street Journal recently observed, unemployment is at "multidecade lows" jobless claims remain exceptionally low... providing evidence of a strong labor market. Our Hudson Valley counties are following that trend.

Keeping Workers

Bringing in Normann Staffing and improving recruiting techniques is one way to find people, but how do you keep workers in a tight labor market? There are some things employers can do.

CEREBRAL PALSY OF ULSTER COUNTY

Cerebral Palsy of Ulster County is celebrating more than 65 years of helping people with disabilities beyond Cerebral Palsy in eight counties. Normann Staffing is proud to support the organization with its urgent personnel needs.

HUDSON VALLEY HOT-AIR BALLOON FESTIVAL

Frank M. Castella, Jr., president and CEO of the Dutchess County Regional Chamber of Commerce, announced the 2018 July 6-8 annual balloon festival will be held at the Dutchess County Fairgrounds, in Rhinebeck, with more than 25,000 people anticipated and over 100 balloon launches planned. www.balloonfesthv.com

. . . AND UP, UP, UP GOES EMPLOYMENT!

As national unemployment reached 3.8 percent, the lowest point in a half century, it seems,that everyone is hiring. But economists report that many people are not officially "unemployed" because they are not actively looking. Many of them would really like jobs.

NOW FOR HIRING SUCCESS

What works in a very tight labor market? There are basics for both employers and employees. Check this.

ULSTER-GREENE ARC

Tammy Paquette, recruitment manager for The Arc. Ulster-Greene, New York and Tony Marmo, president and owner of Normann Staffing at a recent job fair for youth in Ulster County. The nonprofit Arc of Ulster-Greene supports 1,300 people with disabilities and gives them opportunities to experience full lives.

NEW TAX INFORMATION

Most everyone will be a winner when it comes to the new federal income tax legislation says Glenn Noakes, CPA and supervisor at RBT certified public accountants and consultants.

WHAT'S BEHIND 150 YEARS OF SUCCESS

How has a the Rondout Savings Bank remained a successful cornerstone of the community for 150 years? "Two words," Normann Staffing's Tony Marmo told HVNN\n at the May 30thKingston celebration of the bank's anniversary. "Customer service."

MULTICULTURAL HISTORY

History doesn't stop with just one event. And as you've noticed, Normann Staffing likes to get around our Hudson Valley. Here,Kingston Mayor Steven T. Noble (left), speaks on radio with WKNY Radio Kingston Tutto Italiano hosts Nick Alba (center) and Tony Marmo (right)