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.
July 1, 2020, marks the midpoint of the year, bringing new legislative updates at the state and federal level. We have complied a list of some of the more noteworthy laws that will go into effect. Legislative updates at the federal level may impact your organization regardless of where your operations and employees are located. If you have employees or operations in the following states, your organization may be affected. Other additional states not addressed here may also have new legislative updates. Clients with Hotline access can find additional information concerning these laws and other related laws in HR360.
The impact of the COVID-19 pandemic on workers’ compensation remains to be seen. The National Council on Compensation Insurance (NCCI) has been busy proposing new measures to help ease the effects of claims on workers’ compensation, several of which have already been adopted by states like Minnesota and Wisconsin (see our previous article addressing other COVID-19 rules adopted by these states). The NCCI has proposed a new measure that would exclude COVID-19 claims from employers’ experience rating, which would ultimately impact the cost of workers’ compensation insurance. Below is a summary of the proposal and the states that have adopted it (or chosen not to).
Providing individual long-term care (LTC) as an executive benefit is becoming more popular as employers look to provide meaningful ways to attract and retain employees critical to their business line. Because executives tend to be paid better and taxed more than average workers, their coverage can be more expensive since the common means of acquiring a policy has been on an after-tax basis. This article will discuss how employers can offer this valuable benefit while taking advantage of favorable tax treatment.
Read about today's most urgent cyber security risks in the Threat Intelligence highlights from April, which discusses how hackers are targeting Zoom video chat software, a second major data breach for hotel giant Marriott, SilverTerrier BEC scammers targeting multiple U.S. industries, and more.
When an employee is rehired after a termination of employment, employers often ask us how they should handle the rehired employee’s health and welfare benefits. We usually are asked whether the employer must treat the rehired employee like a “new” employee and impose a waiting period or whether the employer can do something more favorable since the employee is not truly “new.”
As you prepare for returning employees to work, there are a number of contingencies you need to plan for, and it can be easy to miss things or make well-intentioned mistakes. Our Back to business planning tool can assist your organization with developing a preparedness plan, managing your workforce, staying safe, and planning for uncertainty. We’ve organized the tool around each of the six critical areas you will need to form the foundation of your return-to-work plan. Click here to download.
The threat of severe weather and its aftermath creates many challenges for employers — preparedness should be a top priority. Employers should take steps now to prepare for severe spring and summer weather, especially flooding, tornados and severe storms here in the Midwest.
On May 12, 2020, the IRS released two notices, Notice 2020-29 and Notice 2020-33, that impact cafeteria plans, health flexible spending accounts (FSAs), and/or dependent care FSAs. This article covers the highlights of the new guidance.
Maintaining personal well-being is critical in these times of high stress and anxiety. Employers can leverage tools and resources to help employees address multiple aspects of their personal well-being. This eBook discusses how employers can promote physical, emotional, social, financial, professional and technological well-being during these challenging times. Download our companion PDF to share with your employees, Managing Your Well-Being.
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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.
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