Big Changes in Human Resources for the 21st Century
According to the HR Daily Advisor, Attorney Mark Schickman of Freelend Cooper & Foreman, LLP in San Francisco says that the dramatic changes in HR in 2013 will continue in 2014.
What Are the Big Changes for the 21st Century?
Schickman’s crystal ball suggests that the issues below will be drives of 21st century change.
- Boomer retirement
- Societal entitlements
- Medical Insurance
- Nontraditional family units
- Challenges to privacy
- Lack of job security
- Technical changes
A Dangerous ADEA Mix
Older workers are challenging from several perspectives. In some ways, you may want to push them out to make room for the 40-year-olds who are waiting in the wings. Many Boomers don’t have the skills that are needed to survive in the coming decades, but you don’t want to lose the Boomers’ experience and knowledge base.
The law is not settled in this area yet, so be cautious, says Schickman regarding different views of “public” social media that employees and employers have.
Old Problems Aren’t Going Away
Just because there are new problems doesn’t mean that the old problems have gone away. For example, there is still the challenge of sexual harassment that just won’t go away.
Expansion Around the Edges
Some developments will be at the edges of existing laws, for example:
- Gender and religious dress accommodation, including protections for cross-dressing
- Breastfeeding claims as gender discrimination
- Social media password privacy
- Expanded wage statement data
- Written commission agreements
- Greater garnishment protection
- More posters
- Intellectual disability (intellectual disparity) protection
- “Should have known” expansion.
- Internship claims and challenges.
Expanding Health Entitlements
Schickman states that family responsibility protection will be expanded. This will be the civil rights issue of 2014.
Inevitable Legal Trends
- Privacy rights
- Family rights
- Disability rights
- Gay rights
- Gender identity rights
- Age claims