Look­ing for some beach read­ing? Check out a dozen of the sto­ries from around the web that ThinkHR edi­tors have curat­ed for you over the past month.

Barriers to Breastfeeding

Breast­feed­ing has long been a chal­lenge for work­ing moth­ers of infants. While laws and work­place accom­mo­da­tions have come a long way in sup­port­ing new moms who need to express milk, open plan offices, work trav­el, and oth­er bar­ri­ers remain.

Read more on Harper’s Bazaar.

Thankless Tasks

A study sought to under­stand why women are more like­ly to vol­un­teer for thank­less, “non-pro­motable” tasks in the work­place and con­clud­ed that the solu­tion is not for women to stop rais­ing their hands, but for man­agers to dis­trib­ute these assign­ments more equitably.

Read more on Har­vard Busi­ness Review.

Perks are Up

In a tight labor mar­ket, employ­ers are get­ting cre­ative with perks to attract work­ers and close the tal­ent gap. These perks range from more tra­di­tion­al, yet gen­er­ous, ben­e­fits such as sign­ing bonus­es, tuition reim­burse­ment, and paid mater­ni­ty leave, to new­er con­cepts such as egg freez­ing and breast milk shipping.

Read more on Nation­al Pub­lic Radio.

Value Proposition

Co-work­ing provider WeWork has tak­en a social respon­si­bil­i­ty stance by pro­mot­ing a veg­e­tar­i­an lifestyle. Not only has it stopped serv­ing meat at its events,  it also no longer reim­burs­es its 6,000 employ­ees for busi­ness meals includ­ing meat. In doing so, it’s fol­low­ing a grow­ing trend of impos­ing cor­po­rate val­ues onto the per­son­al lives of employees.

Read more on The New York Times.

The ICE Man Cometh

U.S. Immi­gra­tion and Cus­toms Enforce­ment (ICE) recent­ly announced that it is on track to see the 400 per­cent increase in work­force enforce­ment it pre­dict­ed in Decem­ber 2017. Learn the steps you can take to ensure Form I‑9 com­pli­ance and reduce your risk.

Read more on Labor and Employ­ment Insights.

Google’s New Guidelines

Google has updat­ed its employ­ee code of con­duct with more detailed rules regard­ing harass­ment, includ­ing what peo­ple may post in the company’s inter­nal online forums. This is in response to a series of law­suits and inci­dents, as well as an employ­ee peti­tion demand­ing a safer and more diverse workplace.

Read more on Wired.

Digital Distractions

A recent study by a time man­age­ment app found that the aver­age work­er faces dig­i­tal dis­trac­tions every 6 min­utes. Oth­er stud­ies have found it takes 9 min­utes to refo­cus after an inter­rup­tion. The effects on pro­duc­tiv­i­ty are obvious.

Read more on HR Dive.

Summertime Slowdowns

Sum­mer­time pro­vides its own set of dis­trac­tions, with vaca­tion plans, beach days, and even hot weath­er keep­ing employ­ees from being ful­ly engaged. Get eight tips for embrac­ing the slow­er pace of the sun­shine season.

Read more on Ben­e­fit News.

Keep Your Cool

When the tem­per­a­ture ris­es, so does the risk of heat ill­ness for work­ers who toil out­side or in un-cooled spaces. Get five tips for keep­ing work­ers healthy dur­ing hot weather.

Read more on MedExpress.

Commitment to Compliance

If upper man­age­ment isn’t ful­ly com­mit­ted to your com­pli­ance pro­gram, its imple­men­ta­tion and sus­tain­abil­i­ty is like­ly going to suf­fer for it. Active lead­er­ship will rein­force the impor­tance of com­pli­ance and demon­strate to employ­ees that ethics and cor­po­rate gov­er­nance are essential.

Read more on Cor­po­rate Com­pli­ance Advisor.

Knowledge Operations

A recent study found that Amer­i­can work­ers waste over five hours per week on aver­age wait­ing for infor­ma­tion from their peers or recre­at­ing exist­ing insti­tu­tion­al knowl­edge. Are your employ­ees keep­ing their knowl­edge to themselves?

Read more on HR Dive.

The Drug-Free Workplace

The patch­work of state and fed­er­al mar­i­jua­na reg­u­la­tions, the opi­oid epi­dem­ic, and increased atten­tion on well­ness and safe­ty in the work­place have made craft­ing a sol­id drug-free work­place pol­i­cy more com­pli­cat­ed than ever. What should be in your policy?

Orig­i­nal­ly pub­lished by www.ThinkHR.com