There has been a lot of necessary learning from the 2020 pandemic which needs to be integrated into your current organizational structure, to stay sustainable and resilient into the 2021 new year. Many businesses will need help to come back in a different way. Tapping into the thoughts of your employees, colleagues and customers at all levels will help solidify your 2021 vision, so you can start executing your new plans.
Remote meetings aren’t going away anytime soon. These virtual gatherings are the new normal. Leaders and their employees need to learn how to replicate in a virtual environment the interactions and two-way dialogue that make in-person meetings meaningful.
Whether you are speaking with one or many, planning for interaction will help you better connect with your audience, and enable you to learn what your employees are really thinking—crucial for effective communication that leads to action.
Due to the coronavirus pandemic, many employer practices have changed, which might warrant employee handbook, policy or plan document updates. Below are some updates we want to share with you that should be considered both for the short and long-term. Read More
We hear all kinds of tips and tricks for employee self-care during this time of upheaval but don’t forget your own self-care must come first as a leader and employer. Taking care of yourself will contribute to being the strongest leader possible and leading by example. Read More
These are unprecedented times, a viral pandemic colliding with a large social uprising. Our normal, physically and emotionally, is being challenged while working fulltime. The psychological impact of these events and the way it carries over into the workplace cannot be overstated. Leaders seeking to create an inclusive environment must find ways to address these topics. Read More
Excitement is building as our state starts the re-entry phase back into our ‘new normal’ but it also brings about increased anxiety for many employers and/or employees. I think it is safe to assume that reopening small businesses won’t likely be as simple as switching on the lights and welcoming employees back in the doors.
On Wednesday, March 18, 2020, Congress passed, and President Trump signed, the Families First Coronavirus Response Act (“FFCRA”). The Act took effect April 1, 2020, and it sunsets on December 31, 2020. These FAQs are intended to answer many of the questions you might have as you try to comply with this complicated emergency legislation and to provide sick or leave pay to your affected employees. Read More
Companies are scrambling to respond as the coronavirus, which causes the respiratory illness COVID-19, spreads around the world. As businesses evaluate how they can weather this storm while stopping the spread of the Coronavirus and treating their employees respectfully, there are some significant variances to know in regards to potentially downsizing your workforce. Read More
As expected, a new edition of the I-9 employment eligibility verification form has been issued for public use. The new edition is dated 10/21/2019 and will become mandatory on May 1, 2020. Through April 30, 2020, employers can continue to use the previous edition of Form I-9, dated 07/17/2017. For validation, employers can confirm that they are using the current and correct edition of the form by checking the form date in the lower left corner, which should read 10/21/2019, and the expiration date in the upper right corner, which should read 10/31/2022. Read More
On January 1, 2020 the new Salary Threshold rule takes effect. Employers will be required to pay most executive, administrative, and professional employees at least $684 per week ($35,568 per year). To be exempt from overtime under the federal Fair Labor Standards Act (FLSA), employees must be paid a salary of at least the threshold amount and meet certain duties tests. If they are paid less or do not meet the tests, they must be paid 1 1/2 times their regular hourly rate for hours worked in excess of 40 in a work week. Read More
It is that time of year, the holidays. Stress levels rise through the roof as we try to manage the busyness of the season with everyday stressors; it can feel like a pressure cooker! Offering your employees, the benefit of an EAP helps them to feel supported on a continual basis, whether those stressors are seasonal, every day or major life changes. Many EAPs often go unused because employees don’t know about them, understand what they provide, or employees may feel there’s a stigma around using these services. Or, some employers just don’t offer an EAP in their benefits package. Let’s look into how they can positively affect your whole organization.