We receive a number of questions from our clients as we consult them on a variety of HR issues.
[embedyt] https://www.youtube.com/watch?v=bnOyKLUiE6g[/embedyt]In this video, Rob and Jason give some employer guidance on current COVID topics. They cover mask requirements, mandating the vaccine vs not, what to do if an employee tests positive, CDC guidelines, best practice recommendations, liability, tips, and more.
Questions? We’re here to help, info@employco.com
On this month’s HR podcast Rob, Scott, and Jason with special guest Cary Miller (Vice President of Food Industry News) discuss the current state of the food industry. They touch on COVID protocol questions (testing, masks, vaccines), CDC guidelines, employer liability, creative ways to hire and attract talent, unique employee benefits, saving money, cutting costs, and more!
Contact us with any questions you may have, we’re here to help: hr@employco.com
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.
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.
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.
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.
Employment trends expert weighs in on whether unvaccinated employees should be penalized
With hopes of a return to normalcy slowly deteriorating thanks to the Delta variant and concerning upticks in COVID cases across the country, employers are struggling to find ways to stay afloat. One way that employers are trying to cut costs?
By asking employees who have refused the COVID vaccination to pay a premium surcharge on their company’s health plan.
“Many companies have led with a carrot approach when it comes to encouraging employee vaccinations, but unfortunately, vaccine hesitancy is leading many employers to reach for the stick now,” says Rob Wilson, President of Employco USA and employment trends expert.
Employment trends expert Rob Wilson comments on why employers are requiring masks once again
As the Delta variant rages on, Facebook, Target, Home Depot, and McDonald’s all put masks back on the table for workers. Yet the decision to require masks once again has not been an easy one for employers.
“Right now, protests are happening across the country as employees push back against mask mandates as well as mandated COVID-19 vaccinations,” says Rob Wilson, President of Employco USA and human resources expert. “From California to North Carolina to New York, crowds of employees and concerned citizens have gathered to express their dismay at tightening COVID restrictions.”
But do employers have the right to require masks and vaccinations?
Employment expert speaks on the Fair Chance Act and what employers need to know
Today New York City’s “Ban the Box” Amendment officially went into effect. The amendment offers new protections for job applicants with a criminal history. And effective Dec. 31st, states across the country will be required to follow suit.
“Currently, 35 states, along with Washington D.C. and several cities, have ‘Ban the Box’ regulations in place. Corporations like Starbucks and Facebook also have similar hiring regulations in place,” says Rob Wilson, President of Employco USA and employment trends expert. “But come December, this is will be the first time that a federal amendment is put into place protecting the 70 million Americans who have a criminal offense in their past.”
On this month’s podcast Rob, Scott, and Jason cover some recent topics, including – President Biden’s executive order on promoting competition as well as Topgolf’s biometric privacy lawsuit. They discuss curtailing non-compete agreements, client poaching, job offer templates, recommendations for employers, biometric timeclocks, employee consent and disclosure, storing information, destroying records, and more.
Contact us with any questions you may have, we’re here to help: hr@employco.com