“My Coworker Won’t Wear a Mask”: What Should Happen to Employees Who Won’t Mask Up?

Employco USA

Employment trends expert weighs in

MasksA new poll has revealed that President Trump’s COVID-19 diagnosis has led to an increase in mask-wearing, with 25% more Americans opting for face coverings after learning of his diagnosis. Still, mask-wearing is a hotly debated topic even at the White House, with many critics condemning the fact that President Trump removed his mask in public even after his diagnosis, while others say mask-wearing policies are becoming too stringent.

“Right now, what’s happening at the White House is a microcosm of what’s happening in workplaces across the country,” says Rob Wilson, employment trends expert and President of Employco USA, a national employment solutions firm with locations across the country. “Masks have become heavily politicized and policed, and as COVID-19 cases continue to spike, these conversations about mask-wearing and proper mask etiquette are happening more and more. These conversations can become very difficult in the workplace where HIPAA policies and employee’s rights might feel at odds with mask regulations.”

Wilson says that many employers are grappling with how to enforce mask-usage without stepping over the line, and the employment trends expert explains that this is a topic he has helped many of his clients navigate.

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How Drug-Testing Has Changed in the COVID-19 Era

Employco USA

Employment expert discusses drug testing and how employers can monitor substance use among WFH employees

Drug TestA recent survey revealed that positive drug tests among American employees reached a record high in 2019. But drug testing employees in 2020 will be much different due to the COVID-19 pandemic. How can employers monitor substance abuse among workers when millions of employees are working-from-home?

“We know that alcohol use has skyrocketed during the pandemic, and presumably drug use has as well, although those statistics are harder to track,’ says Rob Wilson, President of Employco USA and an employment trends expert. “Understandably, many employers are concerned about substance use among their workers, especially if it is occurring on the clock. Since so many people are working from home, it can be really hard to know if an employee is abusing drugs or alcohol during work hours, yet by the same token, drug-testing can also feel risky during a time when people are afraid to go to the doctor or health clinic or expose themselves to unnecessary germs.”

So how can employers safely continue drug testing their employees while still respecting the very real dangers of the pandemic?

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How to Determine Whether a COVID-19 Case is Work-Related

Employco USA

HR expert explains what employers need to do if employees have a positive COVID-19 test

COVID-19As COVID-19 cases climb around the nation, many employers are struggling to find a balance between keeping their businesses afloat and their employees safe. Along with putting safeguards into place such as plexiglass barriers and mask mandates for workers and customers, employment experts say that companies also need to have a COVID-19 plan in place for when employees test positive for the novel coronavirus.

“It’s no longer an ‘if’ one of your employees becomes infected, but when,” says Rob Wilson, President of Employco USA, a national employment solutions firm. “Sadly, it’s a given at this point that one of your employees will likely contract the virus at some point in the near future, if they have not already. Your company needs to have a well-thought-out plan for how you’re going to pivot immediately into action when this occurs.”

Wilson says that sanitizing the workplace and informing potentially impacted coworkers and clients is just the beginning. Employers also need to consider whether or not the COVID-19 case can be traced back to the workplace.

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How the 2020 Election Will Impact Minimum Wage and Job Security

Employco USA

HR specialist discusses how voters could alter minimum wage for millions of Americans

Election 2020Earlier this week, presidential candidate Joe Biden took to Twitter to share his proposed changes to minimum wage if he is elected, including ending tipped minimum wage and raising the minimum wage to $15/hr.

In addition to these national campaign promises, Floridians will have a proposed minimum wage amendment on their ballots come November, potentially raising their minimum wage to $10/hr on September 20, 2021.

“If voters pass the amendment, the plan would be to raise the minimum wage to $10 next year, and then gradually continue to increase the wage until it hits $15/hr by 2026. This would double the current minimum wage in Florida, and mirror similar amendments which have already been put into practice in states like Illinois,” says employment expert Rob Wilson, President of Employco USA, a national employment solutions firm with locations across the country.

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(Articles) Payroll-Tax Deferral

Employco USA

Rob Wilson, President of Employco USA, was recently quoted in articles for the Florida Phoenix and The Center Square regarding payroll-tax deferral. Check out the links below to read more.

Florida Phoenix: “Businesses saying no thanks to president’s payroll-tax deferral”
The Center Square: “Florida business association warns Social Security tax deferral ‘a headache’ for businesses”

Rob Wilson, president of Employco USA, a human-resources contractor, said in a press statement that implementing the payroll-tax deferral could be disastrous.

“It can quickly become very complicated. We don’t know when or if the IRS is going to provide more guidance around this tax deferral so, right now, it’s completely unchartered territory and has the potential for disaster,” said Wilson. “Employers need to be sure they’re really informed about what this deferral program will mean for them before they take on that responsibility.”

Florida Phoenix Logo

The Center Square Florida Logo

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

HR Newsletter: DOL Publishes Four FLSA Opinion Letters

Employco USA

DOL Opinion Letters

On August 31, 2020, the U.S. Department of Labor (DOL) published four new opinion letters. Opinion letters provide the DOL’s official position on how labor and employment standards, in this case the Fair Labor Standards Act (FLSA), apply in specific situations.

  • Retail Exemption for Truck Drivers – FLSA2020-11 patterns the analysis employers must use to determine whether truck drivers working for a retail establishment qualify for the “retail or service establishment exemption.” While the facts are specific to the gas and oil industry, the underlying principles have greater applicability.
  • Use of Personal Vehicle for Business – FLSA2020-12 addresses whether to reimburse non-exempt hourly employees who use their vehicle to further their employer’s business for expenses related to their vehicle, including: gas, oil, routine maintenance and repairs, fixed vehicle expenses, registration fees, license fees and insurance costs not required by the employer.

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HR Newsletter: Preparing for the PTO Bomb

Employco USA

PTO

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.

Even the act of taking PTO—whether it’s used for relaxation or not—is correlated with greater success. Employees who took 11 or more vacation days were over 30% more likely to receive a raise than those who took fewer days, according to the Harvard Business Review. Furthermore, for each 10 vacation hours an employee used, their performance review scores raised 8% on average.

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HR Newsletter: Proper Workspace Ergonomics

Employco USA

Posture

One of the primary ways to prevent work-related neck and back injuries is to evaluate your workstation and make sure it is ergonomically correct and promotes good posture. The discomfort and pain from slouching at a desk all day is very common, with many office workers suffering pain at least once a week. If you are working at an ergonomically incorrect workstation or practice poor posture, you can suffer from neck, shoulder, wrist and elbow discomfort.

Avoid unnecessary discomfort at work by focusing on your posture and making your workstation ergonomically appropriate. Typically, aches and pains from office work stem from physical stress due to prolonged and awkward positions, repetitive motions and overuse.

We’ve created an infographic to help you and your employees promote good posture and correct ergonomics. Click the following link to view the infographic on “How to Properly Arrange Your Workspace.”

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HR Newsletter: Leading Remote Teams

Employco USA

Remote Teams

Due to the coronavirus disease (COVID-19) pandemic, many organizations are offering remote work options to more employees than ever before—sometimes out of business necessity. Numerous studies show that remote work had expanded even pre-coronavirus, and continued growth should be expected as employers prepare return-to-work plans.

Expanded use of the remote workplace can offer numerous benefits to employers. These benefits include access to a broadened talent pool, reduced costs and more—though a successful virtual workplace isn’t created without obstacles. Both remote employees and teams face unique challenges—however, leaders can address these barriers with proactive planning.

While, in some cases, remote work is being adopted out of necessity, many employees feel confident in their abilities to fulfill their roles remotely. The Harris Poll conducted a survey on behalf of Glassdoor among nearly 1,000 employed adults during the COVID-19 pandemic. Results indicated that 60% feel confident in doing their job efficiently from home, even if it means doing so indefinitely. The same survey also revealed that 50% believe they would be equally or more productive working remotely.

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