HR Updates

Adriane Harrison, VP of HR Consulting at PRINTING United Alliance, describes how President Biden's new Executive Orders that require COVID-19 vaccinations impact larger printing companies, as well as any printer who contracts work from the GPO or other federal agencies.

Attracting, recruiting, and retaining employees has emerged as a top challenge for printers and converters. This article provides the reader with strategies to help foster the next generation of our industry.

On July 27, 2021, The Centers for Disease Control and Prevention (CDC) announced new recommendations for vaccinated people in the continuing effort to control the spread of COVID-19.

In this article, Adriane Harrison, VP of Human Relations Consulting, discusses whether or not the federal supplemental unemployment benefit is impacting the ability of printing companies to find workers, the 25 Republican-led states that have opted out of the program, and other factors that may also be contributing.

Just as people were leaving work at the start of Memorial Day weekend, the Equal Employment Opportunity Commission (EEOC) quietly released guidance for employers about the COVID-19 vaccine as sections K.1. - K.21. In this members-only resource, The Center for Human Resources Support summarizes the new, detailed EEOC guidance.

Marijuana laws are changing, and many states have recently legalized marijuana use. Adriane Harrison will explore how marijuana may affect your workplace, how to manage legal use while keeping your employees safe. This program will also address how to manage your HR policies to address other legal and illegal drugs in the workplace.

OSHA has lifted the hold on the COVID-19 Emergency Temporary Standard and has sent it to the White House for approval.

OSHA has issued updated guidance on reporting obligations when employees have adverse reactions to COVID-19 vaccinations.

The PRO Act (Protecting the Right to Organize Act) has been circulating in the US Congress for the past six years, but has recently gained national media attention and newfound legislative momentum in past weeks. Why now? How serious is the legislative impact to the printing industry, and what can print companies do to take action to oppose the bill?

We specifically caution our readers to refrain from attempting to “lift” any of the materials that follow and implement them on an “as-is” basis. That is not the purpose of this resource. Rather, the reader should view this publication as a source of ideas, potentially one among many, and as a general guide for structuring and implementing their sales contracts.

Adriane Harrison, VP of Human Relations Consulting at PRINTING United Alliance, outlines several requirements employers must follow as part of the new American Rescue Plan Act (ARPA). These include provisions related to Emergency Paid Sick Leave, expansion of Emergency Paid Family Leave, the Employee Retention Credit, and COBRA premium payments for former employees.

The information provided here is intended as a guideline for use in various business situations and in communications with customers and suppliers. Free to members. Available for purchase for non-members.