May 2025 NewsLetter
- MLong HR Consulting
- May 27, 2025
- 2 min read
Cultivating a Culture of Freedom
For today's workforce, the traditional markers of success are evolving. Employees are increasingly seeking financial, time, and location freedom, a shift that presents a significant opportunity for organizations to cultivate a thriving culture.
Understanding the Three Freedoms:
Financial Freedom: Beyond just compensation, this involves creating financial stability, security, and flexibility through fair pay, supportive benefits, clear communication, and inclusive design that considers diverse needs.
Time Freedom: It's about empowering employees to manage their time in a way that supports their life, rather than forcing life to fit around work.
Location Freedom: This grants employees the flexibility to choose where they do their best work, whether in the office, at home, or elsewhere.
Actionable Steps for Your Organization:
To embrace these evolving employee expectations and reap the benefits of increased retention, higher performance, and a wider talent pool, consider these key steps:
Collect data: Understand employee needs regarding technology, workspaces, and work methods.
Identify areas for flexibility: Pinpoint where you can already offer greater autonomy.
Focus on outcomes: Prioritize results over traditional "butts in seats" metrics.
Benchmark: See what competitors in your industry and geography are offering.
Align policies and compensation: Ensure your frameworks support these freedoms.
Train leaders: Equip your management with the skills to lead flexible teams.
Communicate transparently: Foster open and regular dialogue with employees.
By intentionally enabling financial, time, and location freedom, organizations can build trust, enhance well-being, drive loyalty, and create inclusive opportunities for all employees to thrive.
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Navigating California's Evolving Cannabis Laws
California has significantly expanded protections for employees' off-duty cannabis use, impacting how employers manage drug-free workplace policies and drug testing. While employers can still maintain drug-free workplaces and prohibit cannabis use at work, recent amendments to the Fair Employment and Housing Act (FEHA) introduce new restrictions.
Key Changes to Be Aware Of:
Protected Off-Duty Use: As of January 1, 2024, California employers (with five or more employees) are prohibited from discriminating against applicants or employees based on their off-duty, off- workplace cannabis use. This means you generally cannot refuse to hire, terminate, or penalize someone solely due to their legal cannabis use outside of work hours.
No Pre-Employment Inquiries: Employers can no longer ask job applicants about their past cannabis use, including during interviews or on job applications.
Limitations on Drug Testing: Employers who drug test for cannabis can only use tests that screen for active impairment (psychoactive cannabis metabolites).
Action Steps for Employers:
To ensure compliance and avoid potentia l discrimination claims, employers should:
Update Policies: Review and revise drug-free workplace policies to align with new testing requirements, ensuring tests only screen for active impairment.
Review Hiring Practices: Eliminate questions about cannabis use from job applications and interview processes.
Understand Background Checks: Be aware of the limitations on considering cannabis- related information from criminal background checks and ensure compliance with the California Fair Chance Act.
Train Leaders: Educate managers and HR staff on these updated regulations to ensure consistent and lawful application.
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