Get answers to your most urgent questions about COVID-19 and its impacts to employee benefits, human resources, risk management and other issues. Our page provides articles and webinars on critical topics as well as other resources.
If you are wondering whether your word or a promise to someone still has value, Alex Sheen, a 5-time TedxTalk speaker and one of the world’s foremost experts on accountability and his many followers are living proof that they do. While drafting his father’s eulogy in 2012, Alex kept coming back to the way his father always did what he said he would do—he followed through on his verbal commitments and kept his promises.
It’s in every employer’s best interest to give each applicant a fair shot at a job and to equip each employee with the tools and materials they need to be successful in their position – it may also be a legal obligation to do so depending on the circumstances. This means that employers may need to modify their hiring procedures or workplace conditions to provide an individual with a disability the same opportunities available to people without disabilities – cue in the Americans with Disabilities Act (ADA).
The end of the year usually means long-awaited holiday parties and celebrations at the office, but with COVID-19 still surging across the country many offices continue to work remotely. Here’s what employers should consider when planning their office celebrations this year, as well as considerations they should take regarding employee travel.
For many of us, the stress and isolation associated with the COVID-19 pandemic are taking a toll. We have been looking forward to the holidays as a time to reconnect with family and friends, to celebrate or commemorate traditions of significance and, even if just for a little while, forget about the pandemic. Unfortunately, spending time with others might not be in the cards this holiday season.
Employers are constantly looking for ways to support employee growth and improve employee engagement — tasks that became increasingly more difficult when COVID-19 hit and employees began working remotely, were put on furlough or laid off and salaries were cut, and businesses decreased or froze spending to preserve resources. How, then, are employers to continue to develop employees and keep them engaged despite having fewer resources and ongoing uncertainty ahead? Consider supporting the communities where you do business.
The Department of Labor (DOL) recently issued a new set of optional forms that can be used to coordinate leaves under the Family and Medical Leave Act (FMLA). The forms have been revised to make them easier for employers, employees, leave administrators and medical professionals to understand and complete. The substance of the questions has not materially changed, and the forms continue to be completely optional. The new forms can be found here.
Employers covered by the Family and Medical Leave Act (FMLA) have probably spent a fair amount of time developing their FMLA processes and procedures for administrative ease and overall compliance purposes. When the Families First Coronavirus Response Act (FFCRA) became effective on April 1, 2020, employers were required to continue administering and complying with traditional FMLA, if applicable, but also to develop processes and procedures for complying with this new Expanded FMLA (EFMLA) for which we had very little guidance and instruction.
Paid time off policies are typically drafted with the most common circumstances in mind. While this makes sense given that employers can’t anticipate all situations that might arise, it makes it difficult to adhere to your policy when circumstances become unusual and are not addressed in your policy. Employers who have generally felt comfortable with the terms and administration of their paid time off policies may be evaluating them in light of the current circumstances. If you found it difficult to comply with your policy or if your policy was silent as to how to handle these recent events, consider whether your policy might need some attention.
U.S. Citizenship and Immigration Services (USCIS) has published a new edition of the Employment Eligibility Verification (Form I-9) containing several minor updates. Employers can use the existing Form 1-9 until April 30, but starting on May 1, 2020, the new Form I-9 will become mandatory for U.S. employers. You can find the new Form I-9 on the USCIS website and read the USCIS’s news item on the subject.
Businesses have taken decades to get up to speed with the evolving role of the HR function, and for many companies this remains an area for significant opportunity in that HR continues to focus on compliance and react as situations arise. While compliance and reacting to workplace situations continues to be a function of HR, HR has evolved into so much more — it has reinvented itself in the areas of talent acquisition, employee experience and culture. So let’s acknowledge what an HR department can bring to the table in 2020.
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