Independence Day is a highlight of the summer for many Americans. The holiday is traditionally celebrated with barbecues and fireworks, and is one of the busiest travel days of the year. Unfortunately, July 4 falls on a Wednesday this year; whereas in other years, employees typically enjoy three-day or four-day weekends, this year most are just getting one day off in the middle of the week. Most national holidays in the US, like Presidents’ Day or Memorial Day, are observed on a Monday so as to create a three-day weekend, but the Fourth of July is always celebrated on July 4.
This has led to some extra stress and logistical challenges for managers this week, as they have had to juggle numerous requests for additional vacation days from employees trying to carve out a longer holiday for themselves: A small survey from Office Pulse found that most employees were planning to take at least one extra day off and that one in five managers were overwhelmed by the amount of vacation requests they were getting. Meanwhile, among those employees who were not taking extra days off, 19 percent said they would be “extra tired” or “hungover” when they returned to work on Thursday—among Millennials, 30 percent.
(Of course, not all US employers offer paid vacation, so many employees can’t afford to take additional time off at all.)
On the positive side, those who are able to make a five-day weekend out of the holiday (or even take the whole week off) have more time to travel. Whether or not they do so depends partly on the economy: The last time the fourth fell on a Wednesday, in 2012, travel trends were stagnant, whereas they set a record the time before that, in 2007. This year, AAA expects the number of Independence Day travelers to set a record again, predicting that 46.9 million Americans will travel 50 miles or more away from home this holiday.
A new law enacted in Vermont late last month extends employment protections to victims of crime, specifically targeting victims of domestic abuse and sexual assault. The law, which goes into effect on July 1, makes employees who become victims of crimes a protected class and outlaws discrimination and retaliation against these employees, Jackson Lewis attorneys Martha Van Oot and Samuel V. Maxwell explain at Lexology:
In addition, the new law carves out circumstances upon which “crime victims” are allowed to take unpaid leave from employment. These circumstances … include allowing the employee to attend:
- A deposition or other court proceeding relating to a criminal proceeding where the employee is a “victim” and the employee has a right or obligation to appear at the proceeding;
- A relief from abuse hearing pursuant to 15 V.S.A. §1103 [a state domestic relations abuse prevention law] when the employee seeks relief as the plaintiff;
- A hearing concerning an order against stalking or sexual assault when the employee seeks relief as the plaintiff; or
- A hearing seeking relief from abuse, neglect, or exploitation when the employee seeks relief as the plaintiff.
The statute allows the employee to use accrued sick, vacation, or any other accrued paid leave in lieu of taking unpaid leave.
In this regard, Vermont’s law is similar to laws recently passed in other states and jurisdictions giving employees a right to use their paid sick leave as “safe leave” for court dates, counseling, or other matters related to addressing or protecting themselves from domestic violence. New York City amended its paid sick leave mandate to that effect last year, while Maryland and New Jersey included safe leave provisions in their new sick leave laws. California, Washington, and Minnesota also give employees the right to use their paid sick leave for these purposes, as do the Canadian provinces of Manitoba and Ontario. The only country that has a statutory safe leave entitlement at the national level is the Philippines, where it is spottily enforced, but Australian lawmakers are proposing to enact one as well.
A recent survey by Glassdoor finds that very few employees in the UK are using all of their paid leave entitlement, while 40 percent of them are using less than half of it, Personnel Today’s Adam McCulloch observes:
The average figure of holiday taken by UK employees was 62%, while 91-100% of holiday entitlement was taken by 43%, the study found. A remarkable 13% reported only taking 20% of their allowance. The online survey carried out in April garnered responses from 2,000 full and part-time employed adults and also gauged the amount of work people said they did while taking time off. The results revealed that 23% of those on holiday regularly checked emails and 15% continued doing some work out of fear of being behind on their return and of missing targets.
Young workers were the least likely to take their full holiday entitlement, with only 35% of 18-24 year olds and 40% of 25-34 year olds taking all of their allowance. Half of employees (50%) said they could completely relax on holiday and that there was no expectation from their employers that they should be contactable. However, 20% reported that they were expected to be reachable and available to carry out some work if needed.
The underuse of vacation time may be a factor in the high levels of overwork and overload UK employees report, which cause stress and contribute to mental and physical health problems. Nearly one third of workers said in the latest edition of the CIPD’s UK Working Lives report that they suffered to some extent from “unmanageable” workloads, while 22 percent said they often felt “under excessive pressure,” another 22 percent said they felt “exhausted,” and 11 percent reported feeling “miserable” at work.
Uber is rolling out new benefits for drivers working through its platform in Europe, including sick pay, paid parental and bereavement leave, and compensation for work-related injuries, the BBC reported this week:
The insurance and compensation package will be available to all Uber drivers and Uber Eats delivery couriers across Europe. However, unions have questioned whether the package is new. In April 2017, Uber announced illness and injury insurance cover for its drivers. Uber drivers who wanted to join the scheme were required to pay £2 a week. …
Uber will provide drivers with a range of insurance coverage and compensation resulting from accidents or injuries that occur while they are working, as well as protection for “major life events” that happen whether the driver is on a shift or not. … Drivers are not going to get the kind of benefits they would enjoy as employees but there will be a little something to help them deal with life’s ups and downs.
The announcement comes just a month before an appeals hearing in a London court regarding Transport for London’s decision last September to revoke Uber’s license to operate as a private car hire operator in the city, on the basis that its “approach and conduct demonstrate a lack of corporate responsibility.” Uber has been allowed to continue operating in London while it appeals the decision, as it is scheduled to do at Westminster Magistrates Court on June 25, the BBC notes.
The battle with Transport for London is just one of several Uber is fighting in the UK and continental Europe. Last November, the company lost an appeal against a ruling by a British employment tribunal that its drivers were misclassified as independent contractors and are in fact entitled to certain rights as employees, including paid leave, overtime, and a minimum wage. Uber contends that classifying its drivers as employees would fatally disturb its business model and prevent it from offering the flexibility in terms of work hours and location that most of its drivers consider a benefit. Critics contend that this is a false choice and that Uber could maintain that flexibility while offering drivers a fuller range of rights and protections. Uber is pursuing further appeals in that case.
Over the past two years, we’ve seen a growing number of organizations leverage their HR strategies as a means of enhancing their employer and consumer brands simultaneously. The idea behind this “HR-as-PR” strategy is to make the organization more attractive to candidates—a growing concern in a tight labor market—while also cultivating a reputation among increasingly values-focused millennial customers as a progressive or socially conscious company.
Viewed through this lens, Rent the Runway CEO and co-founder Jennifer Y. Hyman’s recent op-ed at the New York Times illustrates the emergence of a new theme in HR as PR: ensuring that different classes of employees enjoy equal access to benefits like parental leave:
Like so many companies before us, my company, Rent the Runway, had two tiers of workers. Our salaried employees — who typically came from relatively privileged, educated backgrounds — were given generous parental leave, paid sick leave and the flexibility to work from home, or even abroad. Our hourly employees, working in Rent the Runway’s warehouse, on the customer service team and in our retail stores, had to face life events like caring for a newborn, grieving after the death of a family member or taking care of a critically ill loved one without this same level of benefits.
I had inadvertently created classes of employees — and by doing so, had done my part to contribute to America’s inequality problem. …
One third of Americans under 40 have spent time caring for an older relative or friend, while another third expect to do so in the next few years, a new poll from the Associated Press-NORC Center for Public Affairs Research finds. Furthermore, the burden of caregiving appears to be causing these younger adults more stress than their older peers:
These younger caregivers, age 18‑39, differ from caregivers age 40 and older in several ways. Younger caregivers spend fewer hours providing care compared to caregivers age 40 and older, who are more than twice as likely to spend 10 or more hours a week providing unpaid care (26 percent vs. 63 percent). Although they spend less time providing care, younger caregivers are more likely to report being at least moderately stressed by caregiving (80 percent) than are caregivers age 40 and older (67 percent). While caregivers age 40 and older are disproportionately female compared to the overall population (59 percent female vs. 41 percent male), this is not true of younger caregivers, who are just as likely to be male (48 percent female vs. 52 percent male).
Most caregivers say they are getting the support they need in their elder care obligations, with young adults saying they mostly rely on family for this support and often use social media to solicit the help they need. Younger prospective caregivers, not surprisingly, are more likely than their over-40 counterparts to say they feel unprepared to take on the role, but most say they expect to share these responsibilities with someone else.
The AP-NORC survey also found that most young American adults have little confidence that government safety-net programs will be there for them in their old age: only around 10 percent expect Social Security, Medicare or Medicaid to provide benefits at that time comparable to or better than they offer today. Younger Americans are also unsure of whether they will be financially prepared to their own elder care needs in retirement, with only 16 percent saying they were very confident that they would have the resources to meet those needs.
New Jersey Governor Phil Murphy signed a bill into law on Wednesday that will require employers throughout the state to allow nearly all employees to accrue paid sick leave, Matt Arco and Brent Johnson report at NJ.com:
The law—which takes effect in six months—will require employers in the state to offer workers one hour of sick leave for every 30 hours they’ve worked. Workers can use up to 40 hours of sick leave a year. Many companies in the state do offer paid sick leave. But about 1.2 million workers — about one-third of New Jersey’s workforce — still don’t have access. …
Under the law (A1827), time off may be used because the employee or a family member are ill, to attend a school conference or meeting, or to recover from domestic violence. The law allows employers to black out certain dates that can’t be taken off and exempts per-diem hospital employees and construction workers under contract.
As reported when the bill first passed the state Assembly in March, employees begin to accrue this time as soon as they start a new job but are not eligible to use it until the 120th calendar day of their employment. Employers with all-purpose paid time off policies are considered compliant with the law as long as their employees’ PTO accrues at a rate equal to or greater than that mandated by the law.