In honor of Global Accessibility Awareness Day we’re explaining what accessibility means and why businesses and their HR leaders should pay attention to it. As the world becomes increasingly digital, you’ll surely encounter the need to evaluate new workplace software or tools. For HR especially, considering whether new technology is accessible can make a world of difference for the employee experience. Here’s a brief overview of what you need to know about accessibility:
With 30,000 employees located across all 7 continents, Dana LaBarnes, Senior Director of Global HR Shared Services at NCR, has his work cut out for him. Consider how many different employee record retention guidelines his team must manage—and the fines associated with letting just one document slip through the cracks. It’s not a risk NCR (nor any company) can afford to take. To stay on top of the various document retention schedules for his geographically diverse employee population, Dana needed to find a digital solution. In this video, he explains how he made his decision:
In 2016 the people of the United Kingdom voted to no longer be a part of the European Union. After Brexit, new legislation will come into effect. Even if conditions and the date of the exit are still under negotiation and preparation, and the details still unclear, we already know that it will be very impactful for all areas of life in the UK and the EU, including implications for international businesses and their HR departments.
The California Consumer Privacy Act (CCPA), intended to protect the privacy of California residents, is having a ripple effect across the United States. Originally designed to give California consumers new rights, the definition of “consumer” in the Act is so broad that your workforce data may also be affected. If you're an employer who may be impacted by the CCPA, here are 5 actions you can consider before the new privacy law goes into effect on January 1, 2020.
Last week, Theresa May’s Brexit plan was defeated, leaving United Kingdom employers (along with the rest of the world) with a number of questions. One primary concern: maintaining compliance with the General Data Protection Regulation (GDPR) if the UK leaves the European Union before a deal is in place. While a lot remains unclear, here are three things to be aware of when preparing employee data for a no-deal Brexit.
It seems like every week there is a news blast on how data has been misunderstood, misused or abused. From Cambridge Analytica’s purposeful abuse of personal data to Strava’s unintentional reveal of military bases, 2018 has brought the consequences of personal data collection to the forefront. That said, it’s important not to forget that with proper use, personal data can have a huge, positive impact on your HR practices. Employers have used personal data to make better hiring decisions, help employees get healthy and address biases in the workplace.
Of all the lawful bases a company can have for processing employee data under GDPR, consent can be a tricky one. Just look to Facebook and the Cambridge Analytica incident. Facebook faces controversy for failing to protect personal data and not being fully transparent around how data could be shared with third parties. As a result, governments around the world are investigating the company and users are dropping the service.