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HR Insights Blog HeaderThe COVID-19 pandemic continues to challenge many employers and their employees to move their daily work online, while trying to be just as productive and connected as in their normal workplace setting.

With the remote workforce growing, employees can often feel disconnected and not as engaged with co- workers and the overall organization. Learning and development efforts can help reengage employees— especially as the coronavirus abruptly shifted many employees to a remote work setting.

HR Insights Blog HeaderMany employers seek the benefits of a diverse and inclusive workplace, but struggle to overcome challenges such as bias.

While most leaders and most employees strive to make fair decisions and avoid unfair judgments, there exists the possibility that bias impacts some workplaces. Employers may be able to help mitigate bias in a number of ways, such as establishing a dialogue with employees, offering educational opportunities and evaluating current practices.

The coronavirus (COVID-19) pandemic has changed employees’ daily lives and routines, and even as businesses reopen, many employees are feeling the effects of the pandemic. As businesses reopen, employers must consider how the COVID-19 pandemic has affected employees, which in turn will affect their post-coronavirus return to work.

As employees return to work, many are experiencing financial hardship, balancing new caregiving responsibilities, managing concerns over their physical well-being, and maintaining their mental well-being and health. During these uncertain times, employees are understandably experiencing significant stress, which can lead to lower productivity and morale, and increase their risk for health conditions, absenteeism and higher health care costs. To help employees navigate these times and ease their return to work, employers should consider offering or revamping an existing employee assistance program (EAP) to address post- coronavirus return-to-work concerns. EAPs can help employees tend to their personal needs, leaving you with healthier, happier and more productive employees.

HR Insights Blog HeaderThe COVID-19 pandemic has tested the well-being of employees everywhere. In addition to the physical and mental stress the coronavirus has caused, many workers are experiencing a financial strain as well. As such, employers should continue to consider how their total rewards packages resonate with the current employment market.

Employee retention and recruitment continue to be the most common workplace challenges for employers and HR professionals. This article explores factors to consider when planning salary and total rewards to help attract and retain a skilled workforce post-coronavirus.

Businesses that have access to protected health information (PHI) on behalf of a covered entity (for example, an employer’s group health plan) typically qualify as “business associates” under the HIPAA Privacy, Security and Breach Notification Rules (HIPAA Rules). If a covered entity uses a business associate, it must have a written business associate agreement with […]

Excess liability insurance (ELI), more commonly known as umbrella insurance, is one of the most important types of insurance your company can buy.

It protects your business from holes or limits in existing policy coverage as well as from financially draining lawsuits. Just as you carry an umbrella to protect you from a potential downpour, ELI protects your company from the types of claims that could close your business.

HR Insights Blog HeaderGrief is a natural reaction to the loss of a loved one. The side effects are well-known, including intense sadness, depression and irritability—just to name a few. When employees are grieving, it can be difficult for them to focus on anything other than their loss.

In fact, the Grief Recovery Institute found that grieving workers cost employers between $75 billion and $100 billion annually through lost productivity and absenteeism. That’s not surprising, given that 85% of workers said grief affects their decision making capabilities and productivity levels, according to the same report.

The U.S. Department of Labor (DOL) has created an online tool to help workers determine whether they qualify for paid sick leave or expanded family and medical leave under the Families First Coronavirus Response Act (FFCRA). The tool works by posing a series of questions that help employees assess whether the paid leave provisions of […]

The coronavirus (COVID-19) pandemic has caused uncertainty, stress and worry for many for the past few weeks. Even as businesses reopen and restrictions are lifted, many Americans are experiencing considerable anxiety.

With more than half of Americans reporting to Dynata, a survey insights firm, that they think the COVID-19 pandemic will last six months or more, many health experts are concerned about the nation’s mental health. In fact, according to a recent Gallup poll, nearly 60% of US adults reported daily stress and worry due to the pandemic. While experiencing stress or anxiety over the health and economic fears brought on by COVID-19 is normal, if you don’t take steps to cope with these feelings, you can put yourself at risk for long-term health effects.