Get answers to your most urgent questions about COVID-19 and its impacts to employee benefits, human resources, risk management and other issues. Our page provides articles and webinars on critical topics as well as other resources.
One of the most expensive costs for nearly any business is that of workers’ compensation insurance. Your hiring process can be an important first step toward preventing work comp claims. Here are some hiring practices that can help stop work comp claims before they even walk through your door.
We have added a Q&A to the end of the list about handling the employee portion of benefits that are continued as active through a furlough. As employers begin to lay off or place employees on furlough, they should consider the many issues that such actions can create. This Q&A includes answers to the most urgent questions we are receiving from employers. The information in this article is likely to change on a regular basis as the COVID-19 crisis continues to evolve, laws and regulations change, and we receive additional information from carriers and third-party administrators (TPAs). Please check back regularly for updates to our answers or guidance.
The average adult has a 3 in 10 chance of suffering a disability that keeps them out of work for 90 days or longer at some point during their working career, according to The Council for Disability Awareness. Ninety percent of disabilities are caused by illnesses, not accidents, and are a top cause of bankruptcies in the U.S. Most of us have personal debt, such as a mortgage, auto loans or credit card bills.
Whether you’re building a new home or renovating an existing one, you should make sure your investment is properly protected throughout the construction or home-improvement process. The type of insurance coverage you’ll need will depend on the scope of the project. A home you’re constructing from the ground up won’t be properly covered by standard homeowners insurance, whereas a simple home-improvement project may only require a few tweaks to your existing policy.
The Families First Coronavirus Response Act (FFCRA) includes provisions for Emergency Paid Sick Leave (EPSL), Emergency Family and Medical Leave Act (EFMLA) expansion, and employer tax credits to offset paying for the above benefits. Because the EPSL and EFMLA are separate and distinct benefits, it’s important to track and analyze each leave allotment separately. Preliminary guidance was issued by the DOL and IRS on March 20, and since then the DOL has issued further guidance addressing several important issues, such as that the law’s correct effective date is now April 1 (not April 2 as many people previously assumed), how to determine the number of employees, and how to calculate the amount you must pay an employee taking EPSL or EFMLA. We will continue to make updates as new information becomes available. Click the link to review our updated article with the most current information.
Our previous article Open enrollment is over — now what? included a number of post-enrollment “bugaboos” that employers must keep in mind before considering themselves done with open enrollment-related activities for another year, including what to do if your third-party administrator (TPA) has not yet provided a new summary plan description (SPD). This article will address in more detail what you should expect to receive, and what you need to do with that information.
Religious accommodations are becoming more common in the workplace as businesses become more diverse. Where possible, employers are effectively navigating their employees’ requests and still maintaining productive workplaces. But this often requires a bit of creativity and thinking outside the box.
A recent remote work preparedness survey from Wrike, a collaborative work-management platform, found that nearly half (49%) of 1,024 full-time workers in the U.S. surveyed said they never work from home, and another 23% only work from home during special circumstances, such as to care for a sick child or during extreme weather. And 40% of respondents said their employer does not have the technology necessary to support working from home. In this article, we will cover some innovative technologies available to assist employees as they make this transition and to ensure employees remain productive.
Ransomware remains high on the list of cyber threats that organizations, both large and small, must prevent and respond to every month. A new bout of ransomware has rolled in with 2020, including sophisticated new threats that target both businesses and government institutions. The Beazley Group’s 2019 Beazley Breach Briefing found that small-to-midsized businesses are at the largest risk because they tend to spend less on information security.
We have updated the "Insurance and employee benefit considerations" section of this article, and we will continue to make updates as they become available. While the headlines about COVID-19 may be alarming, employers can be proactive by taking a calm and practical approach to mitigate and respond to the unique risks the pandemic continues to pose to their organizations. The Centers for Disease Control and Prevention (CDC) has issued interim guidance to help employers respond to COVID-19. Employers should be prepared to prevent infection from entering and spreading in their organizations as well as to answer employee questions about the organization’s readiness plan and how their health plan coverage and other employee benefits will address their needs during this pandemic.
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