On Wednesday, Aug. 25, 2021, Delta Air Lines announced it will require employees to receive a COVID-19 vaccine or pay a $200 monthly fee. Starting Nov. 1, unvaccinated employees on Delta Air Lines’ health plan would be responsible for paying a $200 monthly surcharge for health benefits, in addition to being tested weekly for COVID-19. Unvaccinated workers will undergo weekly testing beginning mid-September, according to the company.

Delta Air Lines’ CEO, Ed Bastian, said the company acknowledges that vaccinations are the “most effective” way to combat the spread of COVID-19—75% of the organization is fully vaccinated. Moreover, Bastian said it costs Delta Air Lines $50,000 per employee hospital stay due to COVID-19. The $200 surcharge is intended to both offset those costs and incentivize employees to get vaccinated.

“We’ve always known that vaccinations are the most effective tool to keep our people safe and healthy in the face of this global health crisis.” – Ed Bastion, Delta Air Lines CEO

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In early September, we closed a confidential COVID-19 survey of businesses from around the country.  Thanks to everyone who took the time to submit their responses. The survey included the following 6 questions:

1. Are you requiring your employees to wear a mask when they are working at a company facility?
2. Are you requiring your employees to be vaccinated?
3. Are you tracking if your employees have been vaccinated?
4. What percentage of your office staff is work-from-home (WFH)?
5. Which group do you find more productive: work-from-home (WFH) or in-office employees?
6. Compared to pre-pandemic, do you anticipate long-term changes to your work-from-home (WFH) headcount?

Click the following link or scroll through the images below to view a summary of the survey results:

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COVID-19 vaccinations are a highly contentious topic in America. Many U.S. adults still haven’t gotten the shot despite the Food and Drug Administration’s recent (FDA) full approval of the Pfizer-BioNTech vaccine.

This reluctance is seen as a problem by health experts, who contest that vaccination is the most effective way to control the widespread coronavirus Delta variant. It’s also a problem for employers wishing to maintain uninterrupted operations and to keep employees healthy.

So, if an employer wants a vaccinated workforce but is dealing with vaccine skepticism, what are their options? We have created an HR Insights article that explores this complicated situation and discusses the multitude of choices facing employers. The article includes information on :

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Many American households have at least one pet. In any given year, 1 in 3 of these beloved family members will need costly veterinary care, even if it is for routine exam visits and vaccinations. Should a pet become severely ill and need emergency care, costs can sometimes be more than pet owners can bear. However, if they have pet insurance, owners will less frequently have to make a decision about their pet’s wellbeing based on cost.

Though pet insurance is a nontraditional benefit and is generally paid for by the employee, it is becoming increasingly popular in the workplace to help employees care for their pets without going bankrupt. This benefit is particularly valuable, as pet care is increasingly expensive. In fact, offering insurance for man’s best friend is a great marketing and PR initiative for companies that want to add to their image of being a great place to work.

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In early 2021, employers across the country were surveyed about various employee benefits and human resources topics, and roughly 150 organizations responded. The information collected demonstrates how employers across the country are utilizing their voluntary benefits. Most importantly, it shows how some are using voluntary benefits to combat the lingering effects of the COVID-19 pandemic. Here are some key takeaways from the survey:

Employers Are Exploring Holistic Benefits – Employers are beginning to expand offerings to include more holistic benefits. These include cancer insurance, critical illness insurance and financial counseling. In fact, employers who do not offer such holistic benefits say they are likely to add them in the future.

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Work flexibility is consistently cited as a post-pandemic trend, and many employers are already introducing hybrid work models in their reopening plans. A hybrid workplace is a flexible model designed to support a workforce of both on-site and remote employees. In some arrangements, employees are on-site on set days. In other cases, employees may be able to request a specific schedule. Employers may also consider whether certain departments or roles need to work on-site or can be just as effective working remotely full-time.

Challenges of Hybrid Models – Like any new initiative or strategy, a hybrid workplace also has its challenges. Employees will be collaborating from varying locations and may even be using new technologies, impacting an organization’s culture and operations. However, employers can reduce the prevalence or impact of such challenges by being intentional about decisions.

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Turnover is a common occurrence throughout any given year. However, during the COVID-19 pandemic, turnover rates fell dramatically. Now, a significant number of employees are unwilling to return to the status quo that was established pre-pandemic. That’s a major reason why experts predict a “turnover tsunami” coming in the latter half of 2021.

What’s Happening? Throughout the COVID-19 pandemic, workers clung to their jobs as a way to maintain financial security, having seen countless others get furloughed or laid off.  In fact, LinkedIn found that 74% of employees have been “sheltering in job.” That means workers are staying in their current roles to collect a steady paycheck and keep household finances stable—that is, until the pandemic is over. Now, as the economy opens back up, employers are pushing for employees to return to the workplace. But a significant number of employees are unwilling to return to the status quo established pre-pandemic. Workplace stressors— worsened by the pandemic—are partly to blame. Additionally, dissatisfaction with compensation, benefits and work-life balance are top reasons why employees are job hunting.

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We recently released the latest version of our quarterly newsletter dedicated to attraction and retention topics. This newsletter covers:

• Market Recap: No Consensus Among Employers About Return-to-Work Strategy
• Securing Talent: 3 Tips for Strategic Recruiting and Improving Employee Mental Health to Ease Return-to-Work
• Workplace Outlook: Updated Bureau of Labor Statistics (BLS) Unemployment Data

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The COVID-19 pandemic is finally getting under control. Americans are getting back to the tasks they’ve been postponing for more than a year. Unfortunately for employers looking to retain employees, some employees are now ready to find new jobs.

That’s why experts are predicting a “turnover tsunami” coming in the latter half of 2021; all the turnover that would typically take place in a given year is expected to come virtually all at once.

What do employees want?

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