On June 11, 2020, the Equal Employment Opportunity Commission (EEOC) issued more guidance concerning COVID-19 and return to work. Click for FAQs regarding the new guidance. For more information, contact a Murray Health Benefits consultant at 717.397.9600.
In response to the coronavirus (COVID-19) pandemic, many organizations have been faced with making tough decisions—often leading to layoffs, furloughed employees and reduced pay. Post-coronavirus, many employers find themselves torn between balancing fair compensation and the current financial realities of their business—while hoping to return to a new sense of normalcy. The current employment market is intrigued by more than just pay, and compensation is often viewed holistically—including benefits packages. As organizations complete post-coronavirus planning, benefits can be leveraged as an attractive offering for both current and prospective employees. Click for Post-coronavirus compensation considerations for employers. Contact a Murray Health Benefits consultant at 717.397.9600 to further discuss your options.
The National Safety Council designates June as National Safety Month. The impacts of the COVID-19 pandemic will affect employees well beyond the immediacy of the initial crisis. As an employer, you have a unique ability and responsibility to manage your benefit providers, such as Employee Assistance Programs (EAP) and health insurance plans to ensure your workers have access to the help and support they need. Find out more about an employer’s role>>> To further discuss, contact your Murray Risk Control Consultant or Health Benefits Consultant at 717.397.9600.
By Hannah Lopez, MBA, SHRM-CP, Human Resource Consultant In recent years, more businesses have been shifting towards a more remote workforce. The advent of the coronavirus pandemic has only accelerated this trend. Many businesses are now giving serious consideration to continuing remote opportunities for their employees even after the COVID-19 pandemic ends. The link below covers the pros and cons of remote work, as well as other considerations every company needs to process before making these changes permanent. Pro and Con Considerations for a Remote Workforce Contact Hannah at 717.205.5117 to further discuss.
By Hannah Lopez, MBA, SHRM-CP, Human Resource Consultant As companies begin to ramp up operations and bring staff back to work, Hannah has some suggestions for your consideration. HR Reopening Considerations During COVID-19 To further discuss, contact Hannah at 717.205.5117 or email her.
By Hannah Lopez, MBA, SHRM-CP, Human Resource Consultant Not sure what to do if an employee tests positive for COVID-19? Click to hear Hannah’s outline of the procedure. Contact Hannah for more information at 717.205.5117 or email her.
We’ve all heard about the Families First Coronavirus Response Act (FFCRA), but what does it entail? Highlights are below, but more information is available by clicking the links below. Highlights: Coronavirus relief legislation requires employers with fewer than 500 employees to provide 12 weeks of FMLA leave for child care reasons related to COVID-19. The new FMLA leave must be compensated after the first 10 days, at two-thirds of an employee’s wage, up to $200 per day. Employers must also provide 80 hours of paid sick time for specified reasons related to COVID-19. New Coronavirus Relief Law Requires Paid Employee Leave 3.27.20 More information can be found on the Department of Labor (DOL) FAQs page. Click here for the Department …
The Department of Labor (DOL) continues to update the questions and answers page regarding the Families First Coronavirus Response Act. New items of interest include: More detailed guidance on qualifications for small business exemption to FFCRA leave requirements Further details on definition of “individual” and “child” for purposes of employee taking emergency paid sick leave to care for another person If you haven’t posted the FFCRA notice, find it here. The PDF can be distributed by email or mail to employees who are working remotely. Questions can be addressed to your Murray Health Benefits representative or call us at 717.397.9600.
By Hannah Lopez, MBA, SHRM-CP, Human Resources Consultant, Murray On March 18, 2020, President Trump signed the Family First Coronavirus Response Act (FFCRA). This Act provides two buckets of emergency leave – Emergency Family and Medical Leave Expansion Act (EFMLEA) and Emergency Paid Sick Leave Act (EPSLA) – for workers in relation to the COVID-19 pandemic. When details were first released regarding these two types of leave, there were many unanswered questions with very little guidance. Recently, the Department of Labor (DOL) has provided guidance on these frequently asked questions relating to this new law. To read the updates >>> If you have questions, contact Hannah at 717.205.5117 or email her.
If you are an employer, human resource professional or anyone interested in a fresh approach to successfully managing employees from recruitment on, you won’t want to miss this presentation by Christine Nentwig, Esq. of CGA Law Firm and Hannah Lopez, MBA, SHRM-CP of Murray. Click To Register