Work from home is not a new thing. Although most people knew about remote work, in fact, not many of them actually exercised this practice on a regular basis. According to statistics, before the Coronavirus pandemic, only 7% of American workers had a possibility to regularly work from home.

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If you are part of a team that usually works from an office, the shift to full-time work from home during these past few weeks has likely caused some turmoil, confusion, and unease within your team.

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In today’s age of globalization and technical advancement, many organizations have seen considerable success giving some employees the option to work remotely – but what happens when it’s no longer an option? With the rise of COVID-19 forcing entire teams to continue their work remotely, many project leads and employees alike are entering new territory.

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Stay-at-home orders prompted by COVID-19 are creating a challenge for managers—including those in HR—at a time when many companies are implementing telework policies for the first time.

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With the U.S. Department of Labor’s new overtime pay requirements currently up for notice-and-comment, businesses are scrambling to stay ahead of any potential changes in the event of a Final Rule.

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Everyone loves a fresh start – and for many, the new year provides the perfect opportunity to shake off bad habits and invest in some self-improvement.

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