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.
Recent business impact from the COVID-19 pandemic and nationwide protests have left many employers wishing they had been better prepared to respond to such significant disruptions and uncertainty. When a disaster or emergency situation occurs, time is of the essence for employers to respond. A failure to do so timely and effectively can be the difference between your organization surviving and your operations being interrupted so significantly that it ultimately fails.
Unfortunately, no one has a crystal ball that can predict when and where civil unrest will occur. The good thing is that if a business has the proper insurance policies in effect, it most likely already has some type of protection for such damages. But statistics show us that only roughly half of businesses are covered by these policies, putting themselves at significant risk, especially those businesses that are more prone to being subjected to civil unrest. Most small and medium employers (those with up to 100 employees), should have businessowner policies (“BOPs”) that cover property, liability, and business income protection when the business is closed due to damages.
Personal social media posts by your employees can have all sorts of unintended business impacts. How you respond (or don’t respond) can have both legal and practical implications. Fortunately, you have more power than you think. While social media has been the platform for any number of very positive things, it can also be terribly divisive and hurtful. Rather than seeking out opposing viewpoints, some people immerse themselves in echo chambers who think exactly the way that they do to the exclusion of others, and in such environments, it’s easy for everything to become politicized.
Two common OSHA questions we are receiving during the COVID-19 pandemic are about whether cloth face coverings are considered personal protective equipment (“PPE”) under OSHA’s rules, and whether employees who test positive for COVID-19 must be recorded on the OSHA log. In recent weeks, OSHA has provided guidance that helps to answer these questions for employers.
Bank of America announces a data breach related to Paycheck Protection Program loan applications, fraudulent claims plague state unemployment systems, a new phishing campaign appears to by-pass multifactor authentication protections, plus other cyber risks in this month's Threat Intelligence.
Falls are the leading cause of death and injury in construction and an important consideration for all organizations. Of the 1,008 total deaths in private sector construction during 2018, the Bureau of Labor Statistics (BLS) reported that 33.5% were caused by falls. Equally troubling is that fall protection is again the most frequently cited Occupational Safety and Health Administration (OSHA) standard in worksite inspections. Reducing the hazards of working at height starts with a thorough understanding of the risks and the informed deployment of personal fall protection equipment (PFPE).
In our eBook The new remote workforce: Maintaining employee well-being during a pandemic, we discuss the physical, emotional, social, financial, professional and technological well-being of employees required to work remotely due to COVID-19. But what about safety and work comp issues? Work-related injuries can just as easily occur in the home as in the workplace. According to the Occupational Safety and Health Administration (OSHA), employers are responsible for providing workers with safe work environments, regardless of where they work, and all home-based workers have the same workers’ compensation benefits as in-office employees.
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).
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.
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