Legal Update HeaderEmployers are required to report the amount of qualified sick and family leave wages paid to employees under the Families First Coronavirus Response Act (FFCRA) on Form W-2, according to guidance from the IRS and the U.S. Treasury Department. The guidance was provided in Notice 2020-54, issued by the agencies on July 8, 2020.

Reporting FFCRA Compensation on the W-2

Employers will be required to report FFCRA leave compensation in either Box 14 of Form W-2, or in a statement provided with the Form W-2.

HR Insights Blog HeaderThe COVID-19 pandemic continues to challenge many employers and their employees to move their daily work online, while trying to be just as productive and connected as in their normal workplace setting.

With the remote workforce growing, employees can often feel disconnected and not as engaged with co- workers and the overall organization. Learning and development efforts can help reengage employees— especially as the coronavirus abruptly shifted many employees to a remote work setting.

The coronavirus (COVID-19) pandemic has changed employees’ daily lives and routines, and even as businesses reopen, many employees are feeling the effects of the pandemic. As businesses reopen, employers must consider how the COVID-19 pandemic has affected employees, which in turn will affect their post-coronavirus return to work.

As employees return to work, many are experiencing financial hardship, balancing new caregiving responsibilities, managing concerns over their physical well-being, and maintaining their mental well-being and health. During these uncertain times, employees are understandably experiencing significant stress, which can lead to lower productivity and morale, and increase their risk for health conditions, absenteeism and higher health care costs. To help employees navigate these times and ease their return to work, employers should consider offering or revamping an existing employee assistance program (EAP) to address post- coronavirus return-to-work concerns. EAPs can help employees tend to their personal needs, leaving you with healthier, happier and more productive employees.

HR Insights Blog HeaderThe COVID-19 pandemic has tested the well-being of employees everywhere. In addition to the physical and mental stress the coronavirus has caused, many workers are experiencing a financial strain as well. As such, employers should continue to consider how their total rewards packages resonate with the current employment market.

Employee retention and recruitment continue to be the most common workplace challenges for employers and HR professionals. This article explores factors to consider when planning salary and total rewards to help attract and retain a skilled workforce post-coronavirus.

HR Insights Blog HeaderGrief is a natural reaction to the loss of a loved one. The side effects are well-known, including intense sadness, depression and irritability—just to name a few. When employees are grieving, it can be difficult for them to focus on anything other than their loss.

In fact, the Grief Recovery Institute found that grieving workers cost employers between $75 billion and $100 billion annually through lost productivity and absenteeism. That’s not surprising, given that 85% of workers said grief affects their decision making capabilities and productivity levels, according to the same report.

The U.S. Department of Labor (DOL) has created an online tool to help workers determine whether they qualify for paid sick leave or expanded family and medical leave under the Families First Coronavirus Response Act (FFCRA). The tool works by posing a series of questions that help employees assess whether the paid leave provisions of […]