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Grandma and Grandpa with our first grandchild

Baby Love: The Surprises of a First-Time Grandma

Grandma and Grandpa with our first grandson.

I’ve been a grandma for 15 months, and my life is richer because of it. When our daughter, Janet, was expecting, everyone told me I’d love being a grandma. That’s so true! The wonders of being a grandma continue to surprise me.

Unexpected Worries

The first surprising thing about my grandson, Walter, was the worry. I’m a mom, so it’s my job to worry. When he was born in February 2023, another little person entered my life to worry about. Bringing a baby into the world doesn’t always go as planned. So, I did my share of worrying during those first few days for Walter and his mom and dad.

The Joy of Bonding

Thankfully, the worry faded. Now I can enjoy the happy surprises of life as a grandmother. One of the biggest surprises is how wonderful it feels to have Walter stretch out his little baby hands for me to hold him. I feel like I won the lottery, because I was chosen over Mom, Dad, and his favorite person, Grandpa Bill. I’m also surprised by how much I love our one-on-one time. Over the past 15 months, we took walks together, played together, and built a snowman together. What a joy it is to hear him squeal with delight when I chase him and hear him babble when I talk to him. I am really getting to know him, and I hope he’s getting to know me, too.

Diaper Dilemma

Another surprising thing – changing a diaper is tricky. The first time I changed Walter, I put the diaper on backwards. Diapers haven’t changed that much in 30 years, so it must have been me that changes. I admit I was rusty, I had no trouble the second time around. While Walter has grown and changed so much in 15 months, he’s still a baby who needs a lot of care – and a lot of diaper changes.

Cherished Moments

But sometimes, he seems so grown up. I remember one Sunday at church when little Walter surprised us all. Grandpa Bill was holding Walter during the Mass, when Walter imitated my folded hands and my singing. Bill thought he was holding an angel. What a moment!

Baby-Proof Adventures

I’m also surprised that the contents of my cabinets are so interesting. Walter loves to open the cabinet doors, pull everything out, and spread everything around on the floor. Our house isn’t baby-proofed. When Janet and Walter visited in April, Walter was exploring our bathroom cabinets while Janet was running his bath water. I heard Janet sigh with exasperation and say, “Oh, Walter!” He had pulled out the toilet bowl cleaner, Windex, and other no-nos. The cleaners all ended up on the countertop, out of his reach.

Parenting Comes Naturally

Finally, I’m surprised by how wonderful it is to see Janet and Tyler as parents. They sing him silly songs, play silly games, and use silly voices when they read books to him. They are naturals – so loving, fun and responsible as Mommy and Daddy.

Happy Mother’s Day

So far, being a grandmother has been everything it’s cracked up to be. I’m looking forward to more surprises in life as Walter’s grandma. Happy Mother’s Day to all moms and grandmothers, too.

Gavel and law books depicting employment law

Pay Attention to Emerging Employment Law Changes

Gavel and law books depicting employment law

Originally Published in Dig Different

Employment laws change with time. Employers and Human Resource leaders who follow the latest directives not only avoid lawsuits and fines but also maintain a healthier, happier workplace. Over the last year, the U.S. Equal Employment Opportunity Commission acted on three labor regulations that affect U.S. employers. The EEOC enacted the Pregnant Workers Fairness Act of 2023, published a technical assistance document regarding artificial intelligence’s impact on employment discrimination, and accepted public comment regarding the elimination of noncompete agreements. Let’s take a look at each of these three, labor-related matters affecting today’s workplace.

Pregnant Workers Fairness Act

The Pregnant Workers Fairness Act of 2023 took effect in June. This law requires employers with 15 or more employees to provide reasonable accommodations for qualified employees and job applicants with temporary physical or mental limitations due to pregnancy, childbirth or related conditions.

Brian Bean, Executive Claims Consultant at R&R Insurance, says the new law builds upon the coverage of the Pregnancy Discrimination Act which prohibited discrimination based on pregnancy, childbirth, or other related medical conditions.

“This act is just a step further and requires an affirmative right for accommodation. It’s not just discrimination, but providing reasonable accommodations,” Bean says.

Examples of pregnancy accommodations include flexible work hours; a parking space located close to the work entrance; opportunities to sit down; additional break time to rest, eat, drink water, or use the bathroom; appropriately sized safety apparel and uniforms; leave or time off to recover from childbirth; and the ability to be excused from strenuous activities or activities that involve exposure to compounds not safe for pregnancy.

Bean says that many employers were already offering these accommodations, and the 2023 law now legalizes these common practices. “It treats pregnancy like a disability,” he says. Pregnant workers are subject to the same analysis as an Americans with Disability Act reasonable accommodations request.

Artificial Intelligence in Hiring

The second change in 2023 was the EEOC’s anti-discrimination guidance publication related to the use of software, artificial intelligence, and algorithms in employment selection procedures. Current labor law prohibits the use of discriminatory selection procedures and employment tests. The EEOC’s guidance on this matter doesn’t carry the weight of federal law, but employers are smart to take note of it, nevertheless. 

“You better believe, if there are lawsuits … courts are going to look at this document,” Bean says.

Artificial Intelligence (AI) can streamline the hiring process by more easily advertising jobs, reviewing applications, screening candidates, and testing. AI is the ability of a digital computer or computer-controlled robot to mimic human intelligence to reason, learn, self-correct, and perform complex tasks.

“AI is supposed to be an excellent tool to help overworked people narrow down and screen employees,” Bean says. AI becomes problematic if it disproportionately screens out a protected class, like women, minorities, or people with a criminal record.

“If you have a very legitimate business reason for the selection criteria that excludes people that might be discriminatory, it’s OK,” Bean says. For example, recent drunk driving convictions might exclude job candidates from being hired as service technicians if the technicians would be driving a company van or truck.

However, employers without a legitimate reason for using selection criteria that excludes a protected class can get in legal trouble. For example, facial recognition software can be deemed discriminatory if it’s used to analyze job candidates’ emotions for desirable traits and assigns more negative emotions to minority candidates.

Bean cautions against implicitly trusting technology and AI shortcuts. He tells employers who want to purchase AI products and services to carefully screen the vendors first. Evaluate all business-operating software before purchasing, he says. He also advises employers to audit their hiring practices or hire a third party to conduct employee selection audits.

“Ultimately, the buck will stop with you, no matter what data you use, what program you use, no matter what,” he says. Labor laws apply to AI processes just like they apply to traditional employee selection procedures.

“Is AI the savior of HR? Well, maybe,” Bean says. “It’s a great tool in some areas, but man, it’s going to require some oversight, a lot of audits, and a lot of reviews. The biggest issue is, you better proceed with caution.”

Noncompete Agreements

The final labor regulation is a proposed, nation-wide elimination of noncompete agreements. Noncompete agreements restrict workers who leave a job from starting a competing business or working for a competing employer. Traditionally, state governments have determined the scope of noncompete agreements. Some business leaders argue that noncompete clauses should remain under state governance. They contend that the federal government would overstep its bounds by enacting a U.S. law prohibiting the widely accepted practice.

In a Notice of Proposed Rule Making published in 2023, the Federal Trade Commission says noncompete clauses are an unfair method of competition. The FTC accepted public comment in 2023 on its proposed ban of noncompete clauses. According to the FTC, the clauses significantly reduce workers’ wages, stifle new businesses and new ideas, exploit workers, and hinder economic liberty.

“The argument is these noncompete agreements have gone too far. They affect workers that they really shouldn’t be used against or restrict where they go or what they do,” Bean says.

Whether the FTC’s proposed rule will take effect remains uncertain.

“Just because they draft it doesn’t mean they’ll enact it,” Bean says. He encourages employers to submit their comments to the FTC and keep an eye out for what’s happening on the federal level.

“Make sure you’re at least compliant with the state you’re in,” he says.  

Stay Educated

Remaining compliant with noncompete clauses and labor laws protects workers’ rights and safeguards businesses against legal challenges. When labor law and business practices align, employers save time, money – and their reputation.

Some employment law is easy to understand, while other regulations are more complex. Bean says a common mistake employers make is not asking for help in complicated employment matters. He advises employers to check with an attorney or insurance agent for guidance when faced with confusing employment regulations and governmental guidance.

“You want to put procedures in place and learn about discrimination and other employment issues to avoid problems,” he says.

Employers are subject to at least two sets of rules related to fair employment: federal and state laws, and potentially, municipal labor regulations. Education is the key to keeping up with the latest employment rulings and legal precedents, Bean says.