Labor Dept. looks to eliminate lower minimum wage for workers with disabilities | Reintegrating office etiquette for a harmonious workplace | New 401(k) match option helps employees with student loans
Taryn Mackenzie Williams, assistant secretary of labor for disability employment policy at the U.S. Department of Labor (Bloomberg/Getty Images)
The Biden administration is proposing to phase out the subminimum wage for workers with disabilities, which has allowed employers to pay less than the federal minimum wage under certain conditions. The administration is proposing a three-year phaseout, although some lawmakers contend that allowing a lower minimum wage provides employment opportunities.
Office etiquette is crucial for creating a respectful and collaborative work environment, especially as employees return to physical workspaces postpandemic, writes Gleb Tsipursky, the CEO of Disaster Avoidance Experts. Many employees, particularly those who started working during remote conditions, need more familiarity with office norms, Tsipursky notes, so managers must work to reset office culture to ensure effective communication and reduce conflicts.
The AI revolution that began in 2023 is set to gain pace in 2024 (Sdecoret via Shutterstock)
Gartner predicts that by 2029, AI will significantly transform workplace dynamics, including replacing half of middle management, creating digital employee personas and guiding board decisions. The integration of AI will require HR leaders to focus on ethical frameworks, employee well-being and new job roles that balance technological innovation with human-centric strategies, according to Gartner's Daryl Plummer.
An International Workplace Group survey indicates hybrid work significantly improves work-life balance, with 42% of employees citing it as a primary benefit, leading to reduced burnout and better retention. However, only 7% of hybrid employees felt trusted in 2024, highlighting challenges in employer-employee trust. “Forward-looking leaders are adapting their mindsets — and policies — to not only evolving needs of their business but also the expectations of today’s workforce,” says Mark Dixon, CEO of IWG.
I often work when I go home to Hawaii to visit my mom. My uncle was at her house one day and overheard me on the phone during a meeting. We chatted about it that night at dinner. He marveled at how I was able to work without being in a physical office. I explained that I’ve been doing it for more than 20 years, so it's normal for me.
“And your boss trusts you?” he asked.
The question surprised me. “Yes,” I answered slowly. “I’m not sure I understand your question.”
“She trusts you to work even though you not in the office?”
“Absolutely. Plus, we talk several times a day. Everyone’s remote.”
“And your people? Mom says you manage a team. You trust your workers to work? How you know they not goofing off?”
I smiled. The answer was easy.
“I know they’re not goofing off because the work gets done,” I answered. “If they were messing around, or if I was, the work would suffer. People would miss deadlines and work would be shoddy. None of that is happening. I don’t babysit my team because I know they’re working. I trust them. And my boss trusts me.”
To me, trusting employees is key to successful remote and hybrid work models. I’m puzzled by today’s HR Leader story that shows only 7% of employees working remotely -- either full or part-time -- feel their employer trusts them. How is that? If employees aren’t trustworthy, why are they working for you?
Perhaps I’m generalizing the situation. What do you think? Have you had a bad experience trusting employees working remotely? Let me know!
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