Navigating COVID-19 Containment Together
These are challenging times for businesses across the globe. The good news is companies are getting creative by taking an agile approach to meeting their strategic goals while caring for the people who help them get work done.
We’ve built an evolving repository of FAQs and insights – ranging from industry trends, mobility planning, and supply chain strategies, to business continuity as it relates to recruitment and talent market opportunities – all designed to help your company overcome this worldwide emergency.
If you’re a current customer who needs further guidance or a company seeking support, please reach out. We’re in this together, and we’re here to help you, your business, and your people thrive.
Page last updated on December 1 at 8:40 a.m. EDT
As companies prepare their people and their facilities for the eventual return to the workplace, there’s much we can learn from essential businesses already tackling these issues, as well as parts of the world that have progressed further through the pandemic. There may not be a magical playbook for instituting a return to the workplace strategy, but this article series shares best practices ranging from getting physical spaces ready to maintain social distancing and sanitation practices, to preparing people and policies about temperature checks, working parents, any continuance of remote working, traveling, and everything in between.
Get some guidance on what level of protective equipment employers may need to provide to workers as part of their return to the workplace strategies.
Before welcoming workers back to your facility, consider how changes in how you clean and disinfect the space can limit the spread of COVID-19 and alleviate workers’ anxieties about returning.
Consider how changes to your company’s physical space could enable social distancing, reduce health risks, and promote safe workplaces.
While recent months have seen an initial recovery to the economic impacts of COVID-19, there is room for growth. Additionally, the short-term nature of this economic event has already been shown, but employers should be aware that historically competitive markets are not expected to transition to easy-to-source talent pools. We’re therefore pleased to share this report and provide an update on labor market conditions in the US and Canada to help companies make data-informed workforce decisions using the most recent data and analysis available.
Job vacancies continue to recover, having increased significantly since June. However, there is still a way to go before numbers return to those seen back in February of this year. We also expect that the sourcing of professional and IT talent will become more competitive in this last quarter of 2020. Read our updated report for the insights your business needs for informed workforce decision-making.
While a lot of research about pandemic’s labor market impacts focuses on the US, Canada, and the UK, this briefing highlights some notable trends elsewhere in the world, where data is either lagging or lacking. But by using AGS’ client data, we can see more real-time impacts across Denmark, France, Germany, Hong Kong, India, Ireland, Netherlands, Poland, Sweden, and Switzerland.
While Australia’s jobs market is certainly feeling the impact of the COVID-19 pandemic, companies are finding ways to adapt to the changes. Additionally, the government announced a number of measures to support businesses, employees, and job seekers. Get our report to understand local market reactions to the pandemic segmented by industries and regions, plus what our analysts think the data reveals for the future of work.
While Singapore was a country with early control of the pandemic, confirmed cases are rising, which is impacting business continuity. Read our latest in a series of labor market reports to understand pre-pandemic conditions juxtaposed against the current job market, what the government is doing to help employers and workers, and what businesses should be thinking about as they consider adjustments to their workforce strategy.
To date, Congress has enacted three pieces of relief legislation to address the COVID-19 pandemic, driving four main areas of opportunity for the staffing industry.
A recent survey finds all suppliers are highly motivated to keep workers engaged, and many are willing to provide them with laptops as a part of that effort
Navigate through the key scenarios and decisions your organization will face to ensure business continuity of your contingent workforce, with guides for North America, EMEA, and APAC
Employers of furloughed contract workers can now seek up to 80% of monthly wage costs and other fees through the UK’s Coronavirus Job Retention Scheme to pay such workers. Learn about which workers are eligible, considerations for clients, any contract changes that may be required, and how self-employed workers may also benefit.
Companies and contract workers face delays that could slow the contract worker’s start date during the onboarding process. Read the latest guidance, accompanied by online resources.
As more people are working remotely, it brings up several questions about how best to support this adjusted way of working and align with local government guidance.
As a result of the pandemic, employers face changing conditions that obligate them to handle H1-B employees certain ways when furloughs, layoffs, or hour reductions occur, while simultaneously contending with processing delays in documentation and onboarding that could slow a lawfully employed noncitizen’s start date, as well as actions that temporarily halt certain immigrant visa applications all together.
As companies work to manage workforce and workplace safety, temperature checks of workers and facilities visitors, now permissible by the EEOC, can help. But this raises questions around who can do it and how. We have answers.
Since COVID-19 was declared a national emergency, employers can now take advantage of an Internal Revenue Code that allows them to make tax-free payments or reimbursements to help workers cope with the pandemic.
Many companies are re-evaluating their financial positions and their current and short-term needs for contingent labor. These FAQs address some of their options to move forward.
Learn which employers can review documents for Employment Eligibility Verification (Form I-9) remotely and check back for insight on drug testing screening.
Owing to increasing cases of COVID-19, the Ministry of Home Affairs has asked all states to strengthen local restrictions and levy penalties if guidelines are not followed (November 25, 2020).
A listing of statewide laws and orders requiring employers to take employees’ temperatures and/or conduct other pertinent health screenings has been updated (November 24, 2020).
A resource document tracking shifting state and local government policies related to COVID-19 and the economic impacts has been updated (November 20, 2020).
The UK government has pledged billions of pounds more to support companies and workers, plus the extension of a furlough scheme paying 80 percent of staff wages (November 19, 2020).
Leaders from Her Majesty’s Revenue & Customs department have launched a 10-year tax strategy and a new Transformation Business Group responsible for its oversight and project delivery (November 19, 2020).
US Immigration and Customs Enforcement (ICE) announced it will extend the flexibilities currently in place to allow virtual versus in-person document reviews for employers and workplaces operating completely remotely (November 18, 2020).
The Labor Department’s Occupational Safety and Health Administration determined it does not believe enough information is available to determine if some cloth face coverings offer the same protections as personal protective equipment (November 18, 2020).
Jaguar Land Rover announced a recruitment drive for up to 300 new apprentices, undergraduates and graduates, who will join the carmaker’s engineering, software and finance departments in September 2021 (November 24, 2020).
Microsoft Ireland will create 200 engineering roles at a new engineering hub in its Leopardstown campus in County Dublin through an investment by state agency IDA Ireland (November 23, 2020).
While scientists revealed that the Oxford University and AstraZeneca vaccine trials had an overall efficacy of 70%, the rate could improve to around 90% effective when administered as a half dose followed by a full dose a month later (November 23, 2020).
While put on hold due to the pandemic, a project to recruit and train 100 quality assessors for the construction industry in Scotland has been re-launched (November 23, 2020).
Before the end of 2020, shift supervisors, café attendants and baristas at Starbucks will receive pay raises of at least 10% (November 19, 2020).
To prepare for high volumes of predicted online holiday orders, major delivery companies are investing heavily in their workforces and deploying additional planes and delivery vehicles (November 18, 2020).
Big box home improvement retailer Home Depot is investing $1 billion in “incremental compensation” annually for workers in recognition of the difficult year of 2020 (November 17, 2020).
Transact Campus will create 110 jobs at its new international headquarters in Limerick to support its payment and credential software development business (November 16, 2020).
Daily COVID-19 testing capacity will increase to 600,000 and provide faster turnaround times when two labs in Leamington Spa and Scotland open and begin operating at full capacity (November 16, 2020).
A subsidiary of wireless tech company Qualcomm is expanding its presence in Ireland by investing in a new R&D facility in Cork city and creating hundreds of highly skilled roles (November 12, 2020).
The EU has announced it plans to sign a deal that would secure up to 300 million doses of the 90%+ effective experimental coronavirus vaccine developed by BioNTech and Pfizer (November 11, 2020).
Clarks, one of the UK’s oldest shoe chains, has been rescued in a £100m investment deal, meaning no shops will permanently close and no jobs will be lost (November 4, 2020).
Google announced its plans to hire 10,000 workers over the next five years in Chicago, New York, Atlanta and Washington, DC, beginning with 1,000 positions by next year (October 22, 2020).
If you have an urgent issue that needs a response, contact your program leader or reach us at one of the addresses below. When emailing, please be sure to include the client name, where applicable.
If your business is struggling to navigate how the COVID-19 pandemic is impacting contingent and permanent staffing, please reach out. We are committed to sharing what we know and guiding you as you evaluate your options.