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 frequently come to our Compliance and Workplace Solutions team to help them navigate COVID-19 Exposures. Let them report to work? Send them home? Make them stay home for two weeks once they get back from the Sturgis rally? Although some cases may have unique circumstances, we have compiled common scenarios and set forth options based on an organization’s risk tolerance. While some of these situations will have pretty straightforward guidance, some of the situations below provide several different options for managing risk.
As a result of the Coronavirus pandemic, many businesses are operating in a new normal. That may include remote workers, cleaning and protecting efforts, decreased or increased production, furloughs—all depending on the industry and sometimes region of the country. Below are some Employment Practices Liability (EPL), Directors & Officers liability (D&O), and Errors and Omissions (E&O) quick checks for businesses to review now and determine what they can do to reduce or even avoid such claims.
Minnesota is among a minority of jurisdictions that generally do not allow compensation for cases in which mental stress or stimulus produces a mental-only injury. However, Minnesota has made an exception for certain post-traumatic stress disorders (PTSD) for injuries on or after October 1, 2013. Since the exception went into place, employers have seen claims for so-called “mental-mental” claims increase, impacting their organization, their experience mod, and in some cases how they approach exposure to certain issues in the workplace.
NOTE: On April 27, Illinois withdrew its emergency rules on workers' compensation for essential workers who contract COVID-19. On April 8, 2020 Governor Tim Walz enacted a temporary amendment to the Minnesota Workers’ Compensation Act, which provides that employees in certain employment classifications who contract COVID-19 are presumed to have a covered occupational disease. On Monday, April 13, 2020, Illinois Governor, JB Pritzker, announced certain essential workers who contract COVID-19 on the job will be automatically covered by workers’ compensation. On Wednesday, April 15, 2020, the Wisconsin State Assembly passed, and Governor Tony Evers signed into law, a COVID-19 relief bill which includes implications for worker's compensation insurance.
On March 27, 2020 President Trump signed into law the Coronavirus Aid, Relief, and Economic Security (CARES) Act. Below is a summary of several key provisions of the more than 800-page law. However, if you are home with little to do and have already finished watching The Tiger King, feel free to peruse the law itself here.
Many employers are starting to implement return to work programs to reduce costs around workers’ compensation, motivate their workforce, and improve their productivity. From a direct cost standpoint, implementing a program could make or break a company’s experience modifier. As more employers implement such programs, innovative strategies continue to surface. Here are creative transitional opportunities to return your injured employees quickly and safely back to work.
The question is relatively straightforward: How do you as an employer offer salaries and compensation structures that are attractive to employees, while still promoting your organizational profitability? The answer is simple: salary benchmarking. Understanding the process is considerably more complex.
Rehiring employees can be beneficial to your organization, especially if they were strong contributors. You could save time and money since they are familiar with your business, and you do not need to provide them with the in-depth training required for onboarding new employees. Here are some ideas to consider as you create your rehiring policy and procedures.
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