covid19 Tag

Post Summary for the Week of July 3rd - July 10th | Human Resources Total Rewards Through The Lens Of COVID-19 Post-Coronavirus Return-To- Work Plans And EAPs Addressing Bias In The Workplace Engaging Remote Employees With Learning Corporate Social Responsibility And Recruiting | Operations HIPAA Compliance For Business Associates IRS: Employers Must Report Pay For FFCRA Leave On...

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.

The 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.

Post Summary for the Week of June 27th - July 2nd | Human Resources Live Well, Work Well Newsletter – July 2020 DOL Launches Employee Tool For Assessing FFCRA Leave Eligibility Managing Grieving Employees Boosting Self-Motivation For Remote Employees | Operations Application Deadline For Small Business Loans Extended Establishing Company Culture In The Remote Workplace | Commercial Insurance Excess...

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 coronavirus (COVID-19) pandemic has caused uncertainty, stress and worry for many for the past few weeks. Even as businesses reopen and restrictions are lifted, many Americans are experiencing considerable anxiety.

With more than half of Americans reporting to Dynata, a survey insights firm, that they think the COVID-19 pandemic will last six months or more, many health experts are concerned about the nation’s mental health. In fact, according to a recent Gallup poll, nearly 60% of US adults reported daily stress and worry due to the pandemic. While experiencing stress or anxiety over the health and economic fears brought on by COVID-19 is normal, if you don’t take steps to cope with these feelings, you can put yourself at risk for long-term health effects.

News Brief headerCongress has passed legislation to extend the application deadline for a Paycheck Protection Program (PPP) loan through Aug. 8, 2020.

Prior to the extension, the deadline to apply for these funds was June 30, 2020. The extension enables eligible small businesses to apply for funding for five more weeks. The legislation has been sent to President Trump, who is expected to sign the measure into law.