The COVID-19 pandemic has taken a toll on nearly every facet of the workplace. With everything upended, employers are understandably focused on maintaining their service and product quality. But working hard isn’t the only key to successfully enduring the pandemic—in fact, the opposite may be just as critical.
Paid time off (PTO) is something many employees take for granted. Hundreds of millions of vacation days go unused each year, according to the U.S. Travel Association. Due to a variety of factors, some employees opt not to use time off, and they—and the entire organization—end up suffering for it in the long run.
This article explains why encouraging employees to take PTO can be just as important, if not more so, than encouraging the “hustle” culture.
As the coronavirus (COVID-19) pandemic continues, employers are discerning appropriate actions to prioritize health and safety within their workplace.
Organizations are responsible for protecting the health of their employees, which can include recommending self-quarantine to employees who have been exposed to COVID-19. An exposure to COVID-19 may take place within the workplace, or an employee may report an exposure outside of the workplace.
“Survivor’s guilt” is often associated with car crashes or natural disasters, but it can occur after any traumatic event.
The emotion typically comes when individuals feel remorseful for making it through a tragedy when others did not. In a professional setting, employees may experience survivor’s guilt— and the anxiety that comes with it—after organizational layoffs, furloughs or other shake-ups.
Employers should do everything they can to address these complex emotions among employees following major workplace changes. Failing to do so can result in serious long-term consequences for employees and the organization as a whole.
This article provides a brief overview of how survivor’s guilt can affect a workforce and outlines mitigation steps for employers to take.
On Aug. 24, 2020, the U.S. Department of Labor (DOL) issued Field Assistance Bulletin No. 2020-5 to remind employers of their obligation to accurately account for the number of hours their employees work away from the employer’s facilities.
While the bulletin was issued in response to the high number of employees working remotely because of the COVID-19 pandemic, the DOL is also reminding employers that the underlying principles apply to other telework or remote work arrangements.
The U.S. Food and Drug Administration is drawing attention to two big national food recalls to prevent salmonella outbreaks. The advisories are focused on frozen shrimp and both bagged and bulk peaches.
The Supreme Court recently announced that it will hear arguments challenging the constitutionality of the Affordable Care Act (ACA) on Nov. 10, 2020—after Election Day.
A verdict on the case is expected to be reached during the spring of 2021.
This announcement is the most recent development in this case. Earlier this year, the Supreme Court agreed to hear a legal challenge to the Affordable Care Act (ACA). The case involved is Texas v. Azar, a lawsuit challenging the constitutionality of the ACA’s individual mandate.
According to recent estimates from the University of Maryland, there is a cyberattack every 39 seconds. Data breaches and cyberattacks are daily headlines—and employee benefits plans are no exception to that threat.
In fact, employee benefits plans are even more vulnerable as the coronavirus pandemic continues.
Organizations and benefits providers are relying heavily on electronic access, ultimately creating new vulnerabilities.
The presence of unemployment-related scams has grown in the wake of the coronavirus (COVID-19) pandemic. Current unemployment scams include both fraudulent claims and unemployment-related phishing attempts.
As many employers are currently dealing with the reality of a high amount of unemployment claims, organizations can take steps to prepare for fraudulent activity and to accurately identify legitimate requests. By taking proactive steps and preventive measures, your organization can be best prepared to identify and, if necessary, respond to fraudulent activity.
The U.S. Office of Personnel Management (OPM) has published an interim final rule to implement the Federal Employee Paid Leave Act (FEPLA), which provides 12 weeks of paid parental leave to certain federal employees covered by the Family and Medical Leave Act (FMLA).
The rule takes effect Oct. 1, 2020, the same date leave benefits become available under FEPLA.