This document provides an overview and summary of the 2021 workplace and compliance outlook. It discusses new responsibilities for HR including supporting working parents, mental wellness, and increased compliance complexity. The hybrid workplace model and demand for training are also covered. The presentation concludes with action items for HR professionals and helpful resources.

1. Organize. Humanize. Maximize.
2021 Workplace and
Compliance Outlook
January 28th, 2021
Barbara Trumbly, TRUHR

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Recruiting &
Onboarding
Talent
Management
HR &
Benefits
Payroll
Time &
Attendance
Ascentis
Ascentis provides:
• A-la-carte HR technology
• Industry-leading time & attendance
• Easy dashboards for actionable insights
• Unsurpassed support
30+ Years of experience growing with you as an
HR professional throughout unprecedented
change in the role of HR and expectations of
employees.

3. Ascentis CarePoint
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Core Functionality:
• Checks the employee’s temperature
without the need for touching a device or
another human interaction
• Check temperature without removing mask,
hats, and/or other protective apparel that
could compromise employee safety
• Touch-free workflow that allows employees
to fully interact with all
essential clock functions with voice
• Connects seamlessly into the
already existing USB port on all NT8000
clocks

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Housekeeping
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Questions Today’s
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Questions Today’s
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Today’s Speaker
Barbara is a human resource consultant providing outsourced human
resources services to successful businesses throughout California in various
industries including high tech, insurance agencies, law firms, medical,
marketing, and finance.
Barbara holds a Juris Doctor Degree from Northwestern California
University, is certified as a Senior Professional in Human Resources
(SPHR/SHRM-SCP) and holds her California Life license and is a Certified
Group Benefits Associate through the Certified Employee Benefit Specialist
program.
Barbara Trumbly

8.  New responsibilities for HR and Compliance
Politics, mental wellness, parenting, availability of education
systems and childcare, and social justice
 Demands from Employees
 Increased compliance complexity
 The hybrid workplace
Continuation of remote work
 Digital transformation of the workplace
 The demand for training and skills development
 Paid Leave

9. Rethink HR
How has remote work impacted HR?
 Onboarding and Recruiting
 Performance Management
 Terminations
 People Management
Reinvent the Employee Experience

10. Importance of Company Culture
 A strong organizational culture helps you keep
your best people
 Your culture transforms your company into a team
 Increases Employee Engagement
 Culture impacts performance and employee wellbeing

11. New Responsibilities for HR and
Compliance
 Parenting/Childcare
 Flexible Working Arrangements
 Politics and the Workplace
 Mental Wellness
 Education Systems
 Paid Leave(s)

12. Supporting Working Parents
Daycares and schools have shut down, leaving parents (especially moms) with the brunt of the workload on
top of their remote jobs.
Almost two-thirds of women are planning a major career change post-Covid-19 and 25% are
considering downshifting their careers or leaving the workforce entirely.
70% of parents have a child in a virtual learning program and over 40% are concerned about the negative
impact it is having on their education.
What can employers do:
 Give preference to employees with childcare responsibilities as part of their return-to-workplace program
 Offer Flextime, remote work, job sharing, or a compressed workweek
 Financial aid for childcare assistance
 Provide resources

13. The mental, physical, and emotional
wellness of employees
 “The most stressful year in history”
 We can expect to see the impact of the pandemic on mental health last long after we’ve
got the virus under control
 Make mental health a company-wide priority
What can employers do:
 Partner with wellness technology companies
 Year-round well-being
 “Get active” meetings
 Emotional Wellness and Resilience Training
 Include financial wellness programs for employees

14. Employees are demanding more from
their employers
 Flexible Work Schedules
 Continued Work From Home
 Safe Office Facilities
 Paid Leave
 Childcare
 Training
 Mental Health Support
What can employers do:
Consider assessing your values, policies, and practices to ensure they are aligned in support of
an inclusive, ethical, and sustainable workplace. Organizations may wish to benchmark their
practices against comparable organizations and amplify where appropriate to drive business
success.

15. Increased Compliance Complexity
 States and Municipalities are increasingly passing legislation to address
workplace law and practice.
 New mandates related to safety, anti-harassment training, pay and
promotion transparency, and data privacy, to new protections against hair
discrimination and whistleblower retaliation.
What can employers do:
 Be prepared for continued regulatory activity on the state and local levels,
regularly review your policies, procedures, and training to ensure they
reflect the latest requirements.

16. The Hybrid Workplace
 Employees come into the office for a few days, while working remotely for the rest
 Allows for structure and sociability (at an office) while offering independence and
flexibility (at home)
 Making the office safer
 Flexible schedules as we move forward into 2021
What employers can do:
 Rethink how to accommodate, engage and empower employees in today's
distributed workforce and ultimately how teams connect.

17. The hybrid workplace must take several aspects into account:
 The nature of the work
• Select jobs that can be performed independently and do not require continual
supervision
 The task at hand
• Jobs that can be measured effectively based on results rather than time-based
criteria
 The personality of the worker
• Employees without a strong need for social interaction
• Those who prefer the option of telecommuting
 The home situation of the worker
• A safe and ergonomically sound home work area, free from distractions

18. Pitfalls of Remote Work
 Lack of Communication
 Feelings of Isolation
• Building relationships at work can boost engagement, loyalty, and productivity
 Distractions on the Homefront
 Problems with Technology
What Do Employees Want?
Prefer a hybrid approach, with the flexibility to split time between office and remote
locations based on what’s the most productive way to tackle their jobs.

19. The Digital Transformation of the
Workplace
Accelerate the Implementation of Technology
 Switch to remote working
 Growth in contactless interaction
 Mobile connectivity
 Skills Gaps
 More Training

20. The Demand for Training and Skills
Development
Be prepared to build new skills and implement new processes and technology
solutions to enable
 Team Management
 Collaboration
 Facilitate Compliance Efforts
 Deliver Workplace Training
 Drive Culture
 Employee Engagement

21. The Most Promising Virtual Learning
 Micro-learning
 Virtual reality
 Adaptive learning
 Shared learning

22. Paid Leave
The Families First Coronavirus Response Act (FFCRA), passed earlier this year in response to the
pandemic, became the first federal law to mandate paid leave in the private sector. President-
elect Biden has called for 12 weeks of paid family and medical leave, and has supported the
FAMILY Act, which would provide workers with up to 12 weeks of partial income funded through
a payroll tax when they take time for:
 Their own serious health conditions, pregnancy and recovery from childbirth
 The serious health condition of a child, parent, spouse or domestic partner
 The birth or adoption of a child
 Specific military caregiving and leave purposes
The FAMILY Act would cover workers in all companies, no matter the company size. Under the
proposed act, part-time, lower-wage, contingent and self-employed workers would be eligible for
benefits.

23. Action Items
 First and foremost, be comfortable with uncertainty
 Rethink HR
 Drive Company Culture
 Increase compliance focus
 Communication is key
 Invest in tech
 Stay engaged and informed
 Have policies and procedures updated

24. Helpful Websites
https://www.ascentis.com/resources/
The Argenal Institute - https://argenalinstitute.com/
◦ Stop surviving working parenthood - Start enjoying these precious years of your life.
Bright Horizons - https://www.brighthorizons.com/
Bring Calm to your business - https://business.calm.com
List of EAPs that offer corporate wellness - https://blog.corehealth.global/eap-providers-that-offer-wellness-
corporate-solutions
OSH law - Employers Responsibility - https://www.osha.gov/as/opa/worker/employer-responsibility.html
Fisher Phillips - https://www.fisherphillips.com/resources-alerts-expect-these-8-changes-to-osha-under
Littler - https://www.littler.com/publication-press/publication/new-state-employment-laws-set-take-effect-
january-1-2021

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Questions?

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How Ascentis HR and Time & Attendance Can Help
Ascentis allows you to focus on the bigger picture with integrated HR
and Time & Attendance software/hardware. Our systems stay up-to-date
with the latest in compliance to take the ease out of reporting.
• Ascentis Timekeeper has features like automated leave accruals,
real-time leave tracking, and streamlined approvals
• Ascentis Timekeeper offers solutions to ensure your time and
attendance system will keep you on the right side of the regulations
• Employees can enroll, punch in/out using biometric fingerprints,
secure badges, or key entry
• Ascentis HR provides over 300 on-demand reports, point-in-time
reports and configurable fields
Recruiting &
Onboarding
Talent
Management
HR &
Benefits
Payroll
Time &
Attendance
Ascentis

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Contact Us
info@ascentis.com
www.ascentis.com
800.229.2713