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  • In today’s globalized economy, workplaces are increasingly diverse, reflecting a variety of cultures, languages, and backgrounds among employees. In such environments, effective communication is paramount for fostering inclusivity, productivity, and understanding. One critical aspect of communication in multilingual workplaces is crafting notices and announcements that resonate with all team members. Striking the right balance in multilingual workplace notices is not only about translation; it’s about conveying the message effectively while honoring linguistic and cultural diversity.

    Tailoring Communication

    One size does not fit all when it comes to workplace communication. While English may be the primary language in many organizations, it’s essential to acknowledge that not all employees are proficient in English. Providing notices in multiple languages ensures all team members receive information clearly and promptly. However, the challenge lies in striking a balance between inclusivity and practicality.

    Prioritizing Information

    In multilingual workplaces, it’s crucial to prioritize the information conveyed in notices. While translating every word and detail may seem comprehensive, it can clutter the message and dilute its effectiveness. Instead, focus on conveying essential information briefly while providing options for more detailed explanations or clarifications in different languages upon request.

    To avoid this issue, employers must consider their workplace demographics. Not every employee needs every notice in every language. Instead, a targeted approach is key. The following are strategies:

    • Legitimate need: Post notices in foreign languages only when there is a legitimate need. For instance, if a significant portion of the workforce speaks a particular language, providing information in that language makes sense.
    • Thresholds: Consider setting language-specific thresholds. If 20% or more of your employees are literate in a language other than English, prioritize posting in that language. For less common languages, electronic versions on online bulletin boards could suffice.
    • Remote workforce: In the era of remote work, electronic postings can meet federal requirements. If all employees work from home, bulletin boards become obsolete.

    Navigating State And Local Requirements

    The U.S. Equal Employment Opportunity Commission (EEOC) doesn’t mandate specific multilingual posting requirements. However, employers should remain vigilant. A proactive approach ensures that employees receive critical information without drowning in notices. On the other hand, some federal statutes and agencies sometimes require postings in other languages. For example, the Family and Medical Leave Act enforced by the U.S. Department of Labor (DOL), requires business owners to provide notice in a language in which employees are literate where the workforce has a significant portion of workers who are not literate in English. A proactive approach is essential to ensure that employees receive critical information without drowning in a sea of notices.

    In addition, Spanish-language labor law postings are sometimes required by the federal government for the following reasons:

    • All H-2A employers that have a significant portion of their workforce made up of non-English-proficient, Spanish-speaking employees, addressing their rights under the program
    • All H-2B employers, with a significant portion of workers who aren’t fluent in English but are in Spanish, posting about workers’ rights under the program
    • All federal contractors that have a significant portion of their workforce made up of non-English-proficient, Spanish-speaking employees, informing them of their National Labor Relations Act rights
    • All federal contractors and subcontractors using E-Verify, including the right-to-work and program participation posters
    • Agricultural employers, agricultural associations, and farm labor contractors informing workers of their Migrant and Seasonal Agricultural Worker Protection Act rights

    Several states and localities require notice postings in Spanish under anti-discrimination laws, minimum wage laws, right-to-work laws, human trafficking laws, and workers’ compensation laws.

    GMS Is Here To Help

    Navigating multilingual workplace notices requires a delicate balance between inclusivity, clarity, and cultural sensitivity. Organizations can create an environment where every team member feels valued, understood, and empowered by understanding the diverse linguistic and cultural landscape of the workforce, tailoring communication strategies, leveraging technology, seeking feedback, and cultivating inclusivity.

    However, as a small business owner, implementing this on your own can be challenging. That’s where we come into play. As a professional employer organization (PEO), our HR experts offer comprehensive HR solutions, including multilingual communication support. We allow business owners to deliver clear, inclusive notices that resonate with every member of the team. This partnership allows business owners to streamline their communication processes, foster a culture of inclusivity, and focus on what truly matters – building strong, diverse, cohesive teams. Contact us today to learn more!

  • The Israel-Palestine conflict is an ongoing tragedy that has impacted not only the lives of those directly involved but also resonates across the globe. The events that unfolded, marked by Hamas’ devastating attack on Israel, opened the door to escalated violence in the region and a formal declaration of war.

    War brings a range of distressing emotions. Employees within your organization may be grappling with concerns related to their safety. In addition, there are concerns about the broader global implications of this violence and how it may further escalate. As an employer, recognizing and addressing these concerns is critical. In the workplace, this translates into the responsibility of business owners to ensure their employees feel heard, valued, and supported. Just as we long for peace and stability on a global scale, creating a safe and nurturing environment within our organizations is essential. In the face of adversity, this commitment not only fosters employee well-being but also strengthens the resilience of our teams and the overall fabric of our organizations.

    Continue reading to explore various ways employers can support their staff and foster a safe work environment during these challenging times.

    Open And Honest Communication

    Clear and transparent communication is the foundation of trust. Employers should openly acknowledge the global situation, express concern for their employees, and provide a channel for discussion. Encourage employees to share their thoughts and concerns and actively listen to their perspectives.

    Offer Mental Health Support

    Conflict and geopolitical tensions can take a toll on employees’ mental well-being. Employers can provide access to mental health resources, such as counseling services, employee assistance programs (EAPs), or wellness initiatives. Normalizing discussions about mental health can reduce stigma and promote a culture of support.

    Additional crisis resources include:

    1. The Disaster Distress Helpline
    2. The Veterans Crisis Line

    Flexible Work Arrangements

    During crises like the Israel-Palestine conflict, employees may face personal challenges requiring flexible work schedules. Employers should consider allowing flexible work arrangements, such as remote work, adjusted hours, or paid time off (PTO), to accommodate employees’ needs.

    Promote Inclusivity

    Diversity and inclusion efforts should be reinforced during difficult times. Encourage open dialogues that respect different viewpoints and backgrounds. It’s essential that all employees feel valued and included, regardless of their personal affiliations or beliefs.

    Charitable Initiatives

    Many employees may wish to contribute to charitable efforts related to this conflict. Employers should consider facilitating this by organizing fundraisers or donation drives. Matching employee donations to relevant charities can also encourage philanthropy.

    To help victims of the Israel-Hamas War, click here.

    Educational Opportunities

    In times of geopolitical tension, promoting compassion and empathy is crucial. Employers can offer educational resources on the Israel-Palestine conflict, its historical context, and the perspectives of both sides. Encourage employees to engage in respectful discussions and debates that promote empathy and tolerance.

    A variety of resources can be found here.

    Conflict Resolution Training

    Conflicts can arise in any workplace, and global conflicts can worsen tensions. Employers can invest in conflict resolution training to equip employees with the skills needed to navigate difficult conversations constructively and peacefully.

    Public Support Statements

    Employers can choose to take a public stance on global issues, such as the Israel-Palestine conflict. If doing so, ensure that all statements are well-informed, respectful, and aligned with the company’s values. Be prepared for diverse reactions and encourage a respectful dialogue within the organization.

    Business Continuity Planning

    Prepare for potential disruptions in your business operations due to external events by creating a business continuity plan (BCP). A BCP is a document that outlines how a business will continue operating during an unplanned disruption in service. It’s essential to have a solid BCP that accounts for crises and ensures the well-being of employees, whether through remote work arrangements or other means.

    Support Employee Well-Being

    Demonstrate your commitment to employee well-being by providing access to wellness programs, stress-relief resources, and fitness initiatives. A healthy workforce is more resilient in the face of external stressors. Consider the following:

    • Schedule regular catchups with your team members
    • Maintain a tidy work environment 
    • Encourage employees to walk around more and step away from their work when applicable 
    • Create quiet time 
    • Provide onsite or distance counseling 
    • Be flexible

    Continued Support From Employers

    With the Israel-Hamas conflict affecting individuals worldwide, employers find themselves in a unique position to offer support to their employees. It’s imperative to recognize that resources and initiatives emphasizing mental well-being, open dialogue, and educational opportunities can be pivotal in fostering a compassionate and resilient workplace. As a professional employer organization (PEO), GMS stands as a resource providing a wide range of support from EAPs and educational opportunities with our learning management system (LMS) to promoting inclusivity. In times of uncertainty, unity and empathy become our guiding lights. For more information on how we can support your business, contact us today.

  • In a monumental step towards building a more inclusive society, the Department of Justice (DOJ) has unveiled plans to introduce new standards that would ensure state and local government websites and mobile applications become more accessible to people with disabilities. The proposed rule announced on July 25th, 2023, the day before the 33rd anniversary of the Americans with Disabilities Act (ADA), promises to significantly improve the online experience for nearly 50 million Americans facing challenges related to vision, hearing, cognitive, and manual dexterity disabilities.

    The ADA prohibits discrimination against those with disabilities in several areas, including the following:

    • Employment
    • Transportation
    • Public accommodations
    • Communications
    • Access to state and local government programs and services 

    Web Accessibility: A Key Pillar Of Inclusivity 

    The proposed rule is designed to address critical barriers faced by individuals with disabilities when accessing websites and mobile applications. It includes provisions to integrate text descriptions for images, provide captions on videos, and enable keyboard navigation for those with limited hand mobility. By prioritizing these improvements, the White House aims to foster greater access to crucial public services and programs, such as employment, education, voting, health services, and transit schedules.

    Enabling inclusive education

    Under the proposed rule, students with disabilities will gain improved access to course content, including higher-level math and science courses. By making educational materials more accessible, the government seeks to level the playing field and empower all students to reach their full potential.

    Empowering voter registration

    The rule also addresses accessibility issues surrounding voter registration websites. By enhancing these platforms, voters with disabilities can register independently, strengthening the democratic process and ensuring every citizen’s voice is heard.

    Facilitating commute and travel

    For individuals with disabilities, accessing bus and train information online can be transformative. The proposed rule aims to streamline online transit schedules, making it easier for people with disabilities to commute to work and engage in other essential activities.

    The Impact Of Web Accessibility Standards On Society 

    It’s essential to highlight the urgency of implementing clear accessibility standards for state and local programs. This ensures that individuals with disabilities can participate fully in modern society without facing unnecessary barriers to essential services. The proposed rule aligns with existing ADA obligations under Title II, establishing a specific technical standard that state and local governments must follow.

    Public input: Shaping a more accessible future

    The DOJ seeks public input through a 60-day comment period to ensure a well-rounded and comprehensive rule. This open forum invites stakeholders and concerned citizens to offer their insights and recommendations, guaranteeing that the final standards reflect the diverse needs of the disability community.

    The White House’s expanding commitment to web accessibility

    The proposed rule comes as part of a broader commitment by the White House to support individuals with disabilities. In 2022, the DOJ released guidance emphasizing that ADA requirements apply to all public accommodations, including those offered on websites. Furthermore, the Department of Commerce announced $42.5 billion in grants to improve high-speed internet access nationwide, acknowledging the Internet’s essential role in supporting individuals with disabilities.

    Private employers: Embracing the inclusive vision

    Although the rule primarily impacts state and local governments, it also serves as a wake-up call to private businesses. Attorney J. Colin Knisely advises companies to make website accessibility a top priority. As the legal landscape evolves, private companies may soon face similar accessibility standards. Employers are encouraged to conduct regular website audits, address common accessibility issues, and collaborate with reputable vendors specializing in web accessibility.

    The Unique Advantages Of Utilizing A PEO

    In this era of heightened awareness and advocacy for web accessibility, businesses find themselves facing new challenges and responsibilities. Navigating the complex landscape of accessibility standards and ensuring compliance can be daunting, especially for small business owners. Fortunately, a professional employer organization (PEO) can be the solution you need.

    A PEO like Group Management Services (GMS) brings expertise in HR and legal compliance to help businesses proactively address accessibility concerns and implement best practices. By partnering with GMS, business owners can confidently navigate the evolving legal landscape, enhance their web accessibility, and create a more inclusive online presence. As we strive for a society where everyone can participate fully, businesses can lead by example with the support of a PEO. Interested in learning more about GMS’ services? Contact us today to learn more.