Here’s a link to the Tool Box I mentioned. The PowerPoint can be found on the SHRM website here.

THANKS again!

Here’s a link with all the details.

Tell me what you want me to talk about by (1) voting in the poll on the right side of the Blawg, (2) tweeting @manpowerblawg or (3) leaving a comment below.

Hope to see you there!

An encouraging 24% of U.S. employers anticipate increasing staff levels in Q3 — the highest percentage in seven years.

Here’s a handy infographic entitled Where Are The Jobs? It offers a snapshot of data and trends from the survey, including key state and metro-specific outlooks, along with an industry forecast.

For the full results, click here.

The Facts

A teenager named Samatha Elauf applied for a job at Abercrombie while wearing a hijab (headscarf). The store’s assistant manager rated her as hireable but was concerned that her headscarf might violate the store’s “appearance and sense of style” dress code as a forbidden “cap.”

The district manager weighed in, saying that the headscarf and all other headwear — whether of a religious variety or not — would violate the dress code and told the assistant manager not to hire Elauf.

The EEOC sued on the employee’s behalf, alleging religious discrimination in violation of Title VII.

The Proceedings

Abercrombie contended that it shouldn’t be held responsible because the employee never directly requested an accommodation and thus it lacked actual knowledge of any accommodation need. The district court rejected that argument and ruled in the employee’s favor. The appellate court reversed and ruled in favor of Abercrombie. The EEOC appealed to the Supremes.

The Supremes

In an 8-1 opinion, the Court ruled that employers may not refuse to hire an applicant if a need for a religious accommodation is a “motivating factor” in the decision (unless the accommodation would impose an “undue hardship”).

As for why actual knowledge of an accommodation need isn’t required, the Court emphasized that “motive and knowledge are separate concepts”:

An employer who has actual knowledge of the need for an accommodation does not violate Title VII by refusing to hire an applicant if avoiding that accommodation is not his motive. Conversely, an employer who acts with the motive of avoiding accommodation may violate Title VII even if he has no more than an unsubstantiated suspicion that accommodation would be needed.

What Employers Should Do

1. Train Managers. As the Court put it, “an employer may not make an applicant’s religious practice, confirmed or otherwise, a factor in employment decisions.” Make sure managers understand that.
2. Beware Hot Spots. Religious claims are made most frequently with respect to dress codes, grooming requirements and scheduling. Include in your manager training an escalation to HR and/or your favorite employment lawyer at the slightest hint of religious accommodation becoming an issue in any of those areas — before any employment action is taken.
3. Document Undue Hardship. If you truly believe that an accommodation would pose an undue hardship for safety, cost or other reasons, be prepared to prove it. Work with HR and/or Legal to document the good faith reasons for denying the request on this basis — and make sure you’d be comfortable explaining your justification to your mother and/or reading about it on the front page of The Wall Street Journal.

Enjoy!

Why Does It Matter?

Among U.S. employers, 48% acknowledge that talent shortages have a medium to high impact on their business, but few are putting talent strategies in place to address the problem. One in five U.S. employers is still not pursuing strategies to overcome talent shortages, despite the negative impact on their business. This is up from 12 months ago when 13% of U.S. employers reported they were not pursuing strategies to overcome talent shortages.

“Talent shortages are real and are not going away,” said Kip Wright, senior vice president,Manpower North America. “Despite impacts to competitiveness and productivity, our research shows fewer employers are trying to solve the problem through better talent strategies. As the struggle to find the right talent continues, and candidates with in-demand skills get the upper hand, employers will be under pressure to position themselves as ‘talent destinations’ to attract the best workers that will drive their business forward.”

What Are The Hardest Jobs to Fill?

For the sixth consecutive year, skilled trade vacancies are the hardest to fill in the U.S., and for the fourth consecutive year, skilled trade roles are the hardest to fill globally. Also on the list of hardest to fill jobs in the U.S. are drivers and teachers.

What’s the Impact?

43% of U.S. employers say talent shortages are having a negative impact on their ability to meet client needs. Consequences include:

• Reduced competitiveness and productivity (41%)
• Increased employee turnover (32%)
• Higher compensation costs (32%)
• Reduced employee engagement/morale (32%)

When asked why they are struggling to fill certain jobs, employers cite a lack of applicants (33%), lack of experience (19%), and lack of technical competencies or hard skills (17%). Technical competencies employers seek include industry-specific professional qualifications (7%) and trade certifications (7%).

Want More?

For more on the U.S. talent shortage, including the complete report and infographic, visit ManpowerGroup’s U.S. Talent Shortage microsite.

For more on talent shortages around the world, including an interactive data explorer tool, an infographic and thought leadership blogs, visit ManpowerGroup’s new Talent Shortage microsite.

Here’s a link with all the details.

Hope to see you there!

Thanks to Ari Rosenstein of the Small Biz HR Blog for running this month’s show.

(Photo Credit: Shutterstock, Meiquianbao)

We’ll be back soon with even more fabulous content in a few weeks.

In case you missed it, here’s the replay.

Enjoy!