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Recent research finds that many organizations expect the way they source talent to change in the near future to include more contract and gig workers.; A journalist by trade, Kerri Reeves has been in business for herself as a freelance writer and communications manager since 2012.

“They need to be careful about not allowing public sentiment, whether that's the younger workforce or investors, to push them one way or another as they conduct this objective risk analysis under privilege — I can't underscore 'under privilege' enough — to make informed decisions about how much risk they are willing to take in light of the changing legal environment,” Asghar said.

Providing incentive compensation such as retention bonuses, equity awards and performance-based awards is an effective way to keep morale and productivity up during this uncertain time.

If a call to return to the office is in the works, proactive employers should consider ways to get creative with policies, Martin said.

“But if there’s a drop or negotiated reduction on the Medicare side and the price goes up on the private sector side, you might find there are alternatives or other ways to look at sourcing or treatment that may involve a different therapy.”

“With the increasing emphasis on diversity, equity and inclusion (DEI) initiatives, we will continue to see employers look for ways to ensure their programs — not just medical — are inclusive for all employees,” she said.

Less than a month after the arrests, Phillips was notified of her termination, despite claiming that she wasn't at the store that day and was not involved in the arrests in any way.

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Finding ways to give employees “space and grace” during a virtual layoff, along with good severance packages, is vital for employers looking to provide a smooth transition.; When McDonald’s recently implemented a round of layoffs , it first sent an internal email to its U.S. employees and some international staff directing them to work from home so the company could “deliver staffing decisions” virtually, according to the Wall Street Journal .

Chris DeGroff, a labor and employment partner at the Seyfarth law firm, said the good news for HR and total rewards professionals is the guidance’s basic concepts on ways to address sexual harassment are not revolutionary.