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.
Employers covered by the Family and Medical Leave Act (FMLA) have probably spent a fair amount of time developing their FMLA processes and procedures for administrative ease and overall compliance purposes. When the Families First Coronavirus Response Act (FFCRA) became effective on April 1, 2020, employers were required to continue administering and complying with traditional FMLA, if applicable, but also to develop processes and procedures for complying with this new Expanded FMLA (EFMLA) for which we had very little guidance and instruction.
Paid time off policies are typically drafted with the most common circumstances in mind. While this makes sense given that employers can’t anticipate all situations that might arise, it makes it difficult to adhere to your policy when circumstances become unusual and are not addressed in your policy. Employers who have generally felt comfortable with the terms and administration of their paid time off policies may be evaluating them in light of the current circumstances. If you found it difficult to comply with your policy or if your policy was silent as to how to handle these recent events, consider whether your policy might need some attention.
U.S. Citizenship and Immigration Services (USCIS) has published a new edition of the Employment Eligibility Verification (Form I-9) containing several minor updates. Employers can use the existing Form 1-9 until April 30, but starting on May 1, 2020, the new Form I-9 will become mandatory for U.S. employers. You can find the new Form I-9 on the USCIS website and read the USCIS’s news item on the subject.
Businesses have taken decades to get up to speed with the evolving role of the HR function, and for many companies this remains an area for significant opportunity in that HR continues to focus on compliance and react as situations arise. While compliance and reacting to workplace situations continues to be a function of HR, HR has evolved into so much more — it has reinvented itself in the areas of talent acquisition, employee experience and culture. So let’s acknowledge what an HR department can bring to the table in 2020.
While driving can be dangerous, there are many things employers can and should do to eliminate unnecessary injuries by reducing the factors within their control. In addition to having a comprehensive fleet safety program, employers can consider the following risk-management measures. Any efforts that reduce the risk of an accident are efforts worthy of your time. It is in everyone’s best interests for you to continuously evaluate ways to minimize these risks and protect people from unnecessary injury.
While a leap year doesn’t guarantee an additional payday for your employees, it does increase the chances. We generally calculate employees’ salaries, contributions and deductions based on a 52-week calendar year, not bothering to count the leap year. But it’s not simply a matter of adding a pay period when leap year rolls around every four years.
Without a legitimate business reason coupled with sufficient documentation to support a termination, employees’ claims that they were terminated for unlawful reasons can be difficult, time consuming and costly to dispute. While there is no way to eliminate legal exposure to employees’ claims, there are ways for employers to significantly reduce their exposure when terminating employees. This article covers five ways you can reduce your exposure to claims for unlawful termination.
While turnover is a natural consequence of having employees, many of our clients are frustrated by what they consider to be excessive turnover. There is no question that turnover costs companies a significant amount of time and money, cutting into resources and profits. So how can you determine whether your turnover rate is consistent with natural attrition or whether it is excessive and needing to be addressed?
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