HR Workforce Solutions
By Nonprofits, For Nonprofits
Question: As we begin to return to work, if an employee is out of the office due to sickness, can we ask them about their symptoms?
Answer:Yes, but there’s a right way to do it and a wrong way to do it. In non-pandemic circumstances, employers shouldn’t ask about an employee’s symptoms, as that could be construed as a disability-related inquiry. Under the circumstances, however — and in line with an employer’s responsibility to provide a safe workplace — it is recommended that employers ask specifically about the symptoms of COVID-19.
Here is a suggested communication: “Thank you for staying home while sick. In the interest of keeping all employees as safe as possible, we’d like to know if you are having any of the symptoms of COVID-19. Are you experiencing a fever, cough, shortness of breath, chills, muscle pain, headache, sore throat, or a new loss of taste or smell?”
Remember that medical information must be kept confidential as required by the Americans with Disabilities Act (ADA). If the employee does reveal that they have symptoms of COVID-19, or has a confirmed case, the CDC recommends informing the employee’s co-workers of their possible exposure to COVID-19 in the workplace (but not naming the employee who has or might have it) and directing them to self-monitor for symptoms. Employers should also follow CDC guidance for cleaning and disinfecting.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 60-day trial here.
Recruiting and retaining top performers is crucial to the success of any nonprofit and when done right, reaps the best reward—employees that support and strengthen your mission-driven work. To help nonprofit employers strengthen their recruiting and retention practices—while focusing on the employee’s entire journey with the organization—we created the 2021 Recruitment and Retention Toolkit .
This free toolkit includes a recruiting checklist, workplace flexibility fundamentals, interview best practice tips, and more:
Would you like access to more HR-specific articles, templates and checklists? Sign up for a FREE 60-Day Trial of UST HR Workplace today! You’ll also gain access to live, certified HR consultants, 300+ on-demand training courses, an extensive compliance library, and more.
UST recently published an eBook that discusses how the global pandemic challenged nonprofits in ways that were unprecedented at that time and how taking the time to develop better defenses against subsequent crises—building greater resilience against natural, economic and health threats—nonprofits can move toward a better prepared future.
This insightful eBook uncovers strategies that can help nonprofits implement a game plan that will help ensure organizational sustainability in the wake of the next disaster. Available now for download, UST’s eBook will help you protect your employees, continuity of services and the communities you serve when future challenges arise.
In this eBook, you’ll also discover:
Don’t miss your opportunity to download your complimentary copy of “Preparing for Future Crises: Strategies to Ensure Nonprofit Resiliency” to discover how to protect your nonprofit and its workforce from future crises.
While the nonprofit sector is dedicated to serving those in need, without encompassing diversity, equity, and inclusion (DEI) into their governance and operations, they risk becoming irrelevant. It has been proven that organizations with more diverse workforces perform better financially. Before strategizing a DEI plan, nonprofits must first understand where their organization is and where it wants to go. You can then track your nonprofit’s proficiency in diversity using both quantitative and qualitative metrics, diagnose risks and find opportunities for improvement. Nonprofits will also need to examine internal biases and adopt practices that promote DEI in their work and employment practices as well as on their boards, and in their communications.
Achieving diversity and inclusiveness in your workplace is a process of creating change through education, collaboration, and vigilance. When we apply equity and inclusion to all aspects of organizational structure, we take action towards ensuring that historically excluded groups are recognized, included, and heard. A diverse workplace encourages people to be more vocal, creative, and involved. Commitment to DEI can be demonstrated through governance policies, leadership, and recruitment.
Often when organizations begin diversity work, it can feel daunting trying to figure out where to start. While the process will be different for every organization, below are some things to consider when starting diversity work in your nonprofit.
When we consider our own diversity, check our assumptions, ask questions, and apply our insights to our work, we can create change. Embracing diversity, equity, and inclusion as organizational values is a great way to intentionally make space for positive outcomes and will ultimately help nonprofits better serve their communities and attract a more diverse staff.
As states begin to loosen their social distancing restrictions, nonprofit employers are beginning to strategize a return-to-work plan while staying compliant with state, local and federal guidelines. To equip nonprofit leaders with the resources they need to safely re-enter the workplace, we compiled the Workforce Re-Entry Toolkit .
While the decision to reopen will vary from employer to employer, having a thoughtful strategy in place will help minimize employee concern and solidify any new policies well in advance of re-entry. This free toolkit includes essential checklists, letter templates, sample policies and response plans:
Would you like access to more HR-specific articles, templates and checklists? Sign up for a free 60-day Trial of UST HR Workplace today! You’ll also gain access to live, certified HR consultants, 300+ on-demand training courses, and extensive compliance library and more.
People-related risks within an organization can range from bad hires and misconduct to harassment and lack of diversity in the workplace. To help nonprofit employers strengthen their employee risk management practices—and mitigate the risks that can ultimately affect your bottom line—we created the 2021 People Risk Management Toolkit.
This free toolkit includes a performance improvement plan, a risk audit questionnaire, risk management best practice tips and more:
Want access to more HR-specific articles, templates and checklists? Sign up for a FREE 60-Day Trial of UST HR Workplace today! You’ll also gain access to live HR certified consultants, 300+ on-demand training courses and an extensive compliance library.
Question: An employee has reported that another employee made a racially insensitive comment in the break room in front of several people. What course of action should we take?
Answer:It is your duty as an employer to immediately stop any behavior that could constitute unlawful harassment, bullying, or workplace violence. Begin by investigating the incident and collect statements where applicable. Acting in good faith, and documenting these efforts, may provide the company with protection against complaints from involved employees. Document all conversations that are part of the investigation. If an investigation finds that comments were made that are against company policy, you should discipline that employee in a manner consistent with how you have disciplined other employees for infractions of a similar severity. Often, a written warning is appropriate in a circumstance such as this.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 60-day trial here.
According to the 2021 Benchmarks Report, the average nonprofit donor contributed an average of $167 in 2020—this per-donor metric was slightly lower than 2019. The increase that did occur was largely driven by more people giving rather than people giving more. While the global pandemic forced nonprofits to take their in-person events such as, conferences and fundraisers online overnight and propelled most into digital transformation at a pace we thought would take years, not all was lost—there were many positive outcomes.
A year later, it’s safe to say that virtual events and online giving are here to stay. Nonprofit professionals have embraced online fundraising since 1999 when the first “Donate Now” button was released by a project of the Tides Foundation—shaping best practices with 20+ year of innovation and experimentation. It’s more important than ever to understand your donors; what they care about, why they give, their communication preferences, and which social media channels they prefer. Equally important is that you use sustainable fundraising practices that drive predictable fundraising growth.
Below are some key strategies and best practice tips to help your nonprofit build its digital fundraising with low effort and high return.
The most important thing you can learn about online fundraising is that it should be sustainable and predictable. Outside of COVID-19, online fundraising has been driven by the release of new technology and social networking websites over the years, so ask yourself if you have the right tools in place to create a fundraising strategy that is both successful and sustainable.
Question: We are looking to hire millennials in an effort to create a more dynamic workforce. What are other companies doing in terms of workforce standards, benefits, policies, etc. to attract this age group?
Answer: The first step in attracting the best and brightest candidates of any age, including millennials, is to ensure that your employer brand is compelling. Tell your company’s story and show applicants your unique value proposition. Studies show that millennials want to learn about the company’s culture prior to applying and expect an application process that is simple and fast. These employees also expect an employment experience that includes opportunities to learn, balance work/personal life and contribute quickly to the business.
Additionally, take an objective look at your workplace policies that may help in attracting and retaining millennials:
Interestingly, according to a recent study entitled “The Millennial Leadership Study,” 91 percent of millennials aspire to be a leader and out of that, 52 percent were women. Almost half of millennials define leadership as “empowering others to succeed,” and when asked what their biggest motivator was to be a leader, 43 percent said “empowering others,” while only 5 percent said money and 1 percent said power. When asked about the type of leader they aspire to be, 63 percent chose “transformational,” which means they seek to challenge and inspire their followers with a sense of purpose and excitement. The study also found that millennials are known to seek companies that offer flexible work schedules and telecommuting, even if they make less money. Finally, the study found that 28 percent of millennials said that work/life balance was their biggest reservation about being a leader.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 60-day trial here.
In the latest rendition of UST Live we welcomed reputable nonprofit leaders from across the U.S. with expertise in employee engagement best practices. In this session, the panel discussed innovative strategies for keeping their dedicated staff engaged (and productive), while emphasizing work-life balance and creating employee development opportunities.
Watch now to discover:
Upcoming UST Live Webinars: This webinar series was designed to equip nonprofits with the strategies and resources they need to survive (and thrive) in a constantly evolving environment. Be on the lookout for our next UST Live sessions—scheduled for June, September, and December—where we’ll discuss strategies surrounding nonprofit sustainability, HR and compliance and leadership development.
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Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
