Editor's Note: This memo is offered as a template for employers to begin communication with employees regarding the reversal of Roe v. Wade and how the employer plans to respond. It is meant to be customized to be specific to the employer's organization and should reflect the message the company wants to portray, taking into consideration the culture of the organization.
Date:
To: All employees
From:
Re:
[Company Name] recognizes that the decision by the U.S. Supreme Court to overturn Roe v. Wade has a significant impact on our employees and their families, and that there are many conflicting emotions surrounding this decision. We expect our employees to show respect and civility in the workplace and ask that everyone be mindful of what others may be feeling.
To support [Company Name] employees and their dependents, [insert the details of how your organization is supporting employees].
We would also like to remind employees of our employee assistance program (EAP) benefit that can help with accessing mental health services and other support. For more information, see [insert information on how to access EAP benefit information].
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.