coronavirus Archives

How to Build Remote Work Culture to Support Virtual Teams

by LizStevens | Aug 12, 2020 | Blog

How to build remote work culture to support virtual teams. Four key factors employers should focus on when building a remote work culture.

Employees aren’t ready to rush back into the office just yet. Half of them, understandably, are still worried about the risks of COVID-19, according to a recent survey by Korn Ferry.

The good news is that nearly 65 percent of workers think they’re more productive at home anyways. In fact, roughly 75 percent of employees said that they’ve been able to maintain or improve their productivity at home in another survey by Boston Consulting Group (BCG).

The most challenging part of switching to a virtual workforce is building a remote culture that keeps employees connected and allows for fluid communication and collaboration at all levels.

How to Build Remote Work Culture to Support Virtual Teams

Strong remote work cultures streamline communications to help keep teams connected and on task. BCG recommends employers implement new systems, norms, and technologies to support four key factors (social connectivity, mental health, physical health and workplace tools) that build a strong remote work culture with success strategies including:

Identifying ways to maximize social connectivity among employees
Creating awareness, tools, and benefits that support the mental and physical health of all employees
Investing in and building capabilities to use the technologies, tools, and systems that enable employees to work and collaborate remotely
Measuring employee productivity in conjunction with employee perceptions
Ensuring that the transitions between respective team norms for onsite and remote are as smooth as possible, giving employees a cohesive experience that feels designed, not random

“While COVID-19 has caused great personal, health, and economic hardship, it has also presented a once-in-a-lifetime opportunity to reinvent the workplace,” said Debbie Lovich, a BCG managing director and senior partner. “And doing so will be essential if companies are to meet employee desires for flexibility while harnessing their potential for productivity and remaining competitive when it comes to recruiting and retaining the best talent.”

Remote Work Culture and Employee Recognition

Employee recognition is an important part of workplace culture and nearly half of employees have been frustrated about their efforts not being recognized in a remote work environment, according to a survey by Prodoscore. When asked how they would feel about a tool that would allow their daily contributions to be recognized versus only the end result, 80 percent responded positively.

“We were not surprised to learn that the majority of employees surveyed were not only open to giving employers visibility into their workday but welcomed it,” said Sam Naficy, CEO of Prodoscore.

When asked what would be most beneficial to their remote productivity, over 30 percent of employees said visibility software that identifies ways to be more efficient, 25 percent said collaboration tools and 21 percent said video conferencing.

Employees want their employers to find ways to recognize their hard work in a remote setting and they also want tools to help them communicate and collaborate with their teammates more easily.

According to BCG, even after the COVID-19 pandemic is over, 60 percent of employees want to maintain some flexibility in where and/or when they work. Many employers have started looking into ways to extend remote work offerings to reduce overhead costs, expand their talent recruitment pool, increase job satisfaction and bolster retention efforts.

It’s all the more reason to focus on building a strong remote work culture now and improved communication is key to achieving that.

When Should Employees Return to Work After COVID-19?

by LizStevens | Aug 5, 2020 | Blog

When should employees return to work after COVID-19? How to manage isolation timelines for non-hospitalized employees who have symptoms of COVID-19.

Reducing the risk of COVID-19 when reopening the workplace is the number one priority for employers and it’s hard to stay current with the latest recommendations.

The Centers for Disease Control (CDC) recently revised their isolation timelines for employees with COVID-19 who are not being treated in a hospital and managing their symptoms at home. In such cases, it’s now recommended that the decision to discontinue isolation be made using symptom-based criteria rather than the test-based strategy previously advised.

When Should Employees Return to Work After COVID-19?

Communicating with employees who have been diagnosed with COVID-19, following guidance from their healthcare providers and staying informed of public health updates is the best way to keep your employees safe when they return to work.

CDC Isolation Timeline for Non-Hospitalized Employees with COVID-19

Information from the CDC’s Discontinuation of Isolation for Persons with COVID-19 Not in Healthcare Settings:

Accumulating evidence supports ending isolation and precautions for persons with COVID-19 using a symptom-based strategy. Specifically, researchers have reported that people with mild to moderate COVID-19 remain infectious no longer than 10 days after their symptoms began, and those with more severe illness or those who are severely immunocompromised remain infectious no longer than 20 days after their symptoms began.

Therefore, CDC has updated the recommendations for discontinuing home isolation as follows:

Persons with COVID-19 who have symptoms and were directed to care for themselves at home may discontinue isolation under the following conditions:

At least 10 days* have passed since symptom onset and
At least 24 hours have passed since resolution of fever without the use of fever-reducing medications and
Other symptoms have improved.

*A limited number of persons with severe illness may produce replication-competent virus beyond 10 days, that may warrant extending duration of isolation for up to 20 days after symptom onset. Consider consultation with infection control experts.

Persons infected with SARS-CoV-2 who never develop COVID-19 symptoms may discontinue isolation and other precautions 10 days after the date of their first positive RT-PCR test for SARS-CoV-2 RNA.

Are COVID-19 Liability Waivers Legal?

Fisher Phillips, a labor and employment law firm, notes that there has been an exponential rise in the number of COVID-19 workplace lawsuits with filings for discrimination, work-from-home or paid leave claims, retaliation, unsafe working conditions and lack of personal protective equipment.

In order to avoid COVID-19 workplace lawsuits, Fisher Phillips recommends employers:

Train managers to understand their responsibilities and employee rights.
Educate managers and HR personnel on the new leave law requirements.
Develop and communicate a comprehensive safety plan as employees return to the workplace.
Anticipate the various wage and hour responsibilities that might come into play as the pandemic unfolds.

Many employers are now asking employees to sign a liability waiver agreeing not to sue the business if they catch COVID-19 before allowing them to return to work. Employment lawyers agree that these waivers are unfair and largely unenforceable, but the Senate is working on a bill that would provide broad liability protection for employers against coronavirus claims.

Employers are determined to push their businesses through the coronavirus pandemic and employees are equally eager to get back to work, but making a safe return is what matters most. This is an unprecedented time and how employers react will have a significant impact on the reputation of their business as well as their efforts to retain and recruit employees.

What to Look for in a Financial Wellness Program

by LizStevens | Jul 29, 2020 | Blog

What to look for in a financial wellness program. Employers want to help employees meet their short-term financial needs during the COVID-19 pandemic first.

Employees are seeking financial guidance to help them navigate the economic fallout from the COVID-19 pandemic and take control of their finances

Nearly 60 percent of workers say that they or a close family member have been financially impacted by COVID-19, according to the latest Modern Wealth Survey by Charles Schwab. They’re 15 percent more financially stressed than they were before the pandemic and they think their increased stress might have a lasting effect on their wellbeing. It’s prompted many of them to start taking steps to improve their personal finances and employers are eager to help.

Financial stress is one of the top motivators driving organizations to invest in financial wellness programs and 40 percent say that addressing financial stress is a top reason for increasing voluntary benefits, according to a new survey by Buck.

“Financial wellbeing is clearly a top priority for employers,” said Brian Stitzel, U.S. Health Practice Leader for Buck. “Now, as we navigate the impact of COVID-19 on the U.S. economy, it’s even more critical. Workers who’ve had wages reduced, been furloughed, or re-hired after a period of unemployment, may need extra support. And employers recognize that using voluntary benefits to help meet these employee needs can benefit their organization by lowering costs and increasing loyalty.”

What to Look for in a Financial Wellness Program

Employees are concerned about missing mortgage or car loan payments, using credit cards to pay for everyday expenses, draining their savings accounts and withdrawing from their retirement savings in the next few months. Helping employees meet short-term financial needs to prevent scenarios like these is a top priority for employers.

When looking at the features of financial wellness programs, employers are most interested in:

68 percent of employers want to help employees budget and save
66 percent of employers want to help employees manage their credit card debt
59 percent of employers want to help employees deal with unexpected medical expenses
58 percent of employers want to help employees retire when they’re ready

Employers are also considering adding financial wellness benefits that support emerging employee financial needs:

20 percent want to add student loan guidance and refinancing
18 percent want to add a student loan repayment benefit
13 percent want to add hospital indemnity insurance
11 percent want to add long-term care insurance

It’s important that employers choose a financial wellness program that is flexible enough to meet the varying needs of their employees both now and as they change over time.

How Best Money Moves Can Help

Best Money Moves is a financial wellness program that provides all the guidance and support employees need to help them reduce their financial stress. It has tools and features that help employees measure their financial stress, budget for monthly expenses, pay down debt and plan for emergencies.

Employees can talk to trained professional financial counselors and educate themselves about everything from investing to co-signing loans and buying their first homes with access to a library of over 700 articles, videos and calculators.

Best Money Moves is also gamified, featuring a point-based rewards system where users earn points every time they log in, enter their information into their profile, work with their budgets, read articles and measure their stress. Each point translates into a chance to win a monthly contest.

Employers want a financial wellness program that is expansive, engaging and suited to meet each of their employee’s unique needs and they’ve found it in Best Money Moves.

If you want to learn more about how Best Money Moves can bring financial wellness to your company download our whitepapers and sign up for a demonstration here.

COVID-19 Pandemic Unemployment Assistance: What It Is and Who Can Apply

by Ilyce Glink | Jul 9, 2020 | Blog

COVID-19 pandemic unemployment assistance. As more Americans lose their jobs due to COVID-19 layoffs, pandemic unemployment assistance may help.

When the Coronavirus Aid, Relief, and Economic Security (CARES) Act was approved by Congress in late March, one of its most important initiatives was the Pandemic Unemployment Assistance (PUA). PUA has played a crucial role in financially assisting workers whose jobs have been affected by the Coronavirus/COVID-19 pandemic.

During this pandemic, the economy is undeniably suffering with about one million Americans filing first-time unemployment claims every week. Since the PUA can be a critical resource for Americans in need, we’ve broken down who it helps, how much your employees could possibly receive, and the process of applying.

Note that PUA access will vary based on which state your employees reside in. They can contact their state’s labor department to learn more about their individual situation.

Q: What is Pandemic Unemployment Assistance and What Does It Provide?

A: PUA is a form of government aid designed to increase access to unemployment benefits for Americans who have lost work due to the COVID-19 pandemic. The purpose of PUA is to expand who is able to receive unemployment assistance, extend the weeks that workers can receive aid and, in specific cases, increase the amount of money given to recipients.

Under the CARES Act, states are allowed to extend unemployment benefits by up to 13 weeks under the new Pandemic Emergency Unemployment Compensation (PEUC) program. PEUC benefits are available for weeks of unemployment beginning after the state implements the new program and ending on or before December 31, 2020.

Q: Who Is Eligible for Pandemic Unemployment Assistance?

A: The majority of Americans who have lost employment due to the COVID-19 pandemic are eligible to receive PUA. According to the CARES Act, employees usually qualify if:

Employees are sick with COVID-19 or have been exposed to the Coronavirus and are unable work
Employees have to care for anyone in their immediate family who has contracted the Coronavirus and are unable work

Employees also potentially qualify if they are prevented from working because of a quarantine, or if they are in a high-risk group and a medical professional has recommended that they self-quarantine. However, employees are likely ineligible for PUA if they are able to work remotely and continue to receive a paycheck from their employers.

Q: Do Self-Employed People Qualify for Pandemic Unemployment Assistance?

A: Typically yes, but PUA access differs by state. In most states, as long as employees are not eligible for regular unemployment benefits and are unable to work because of COVID-19, they generally qualify for PUA.

For self-employed workers and independent contractors, PUA offers up to 39 weeks of benefits, some of which may be available retroactively starting with weeks of unemployment beginning on or after January 27, 2020, and ending on or before December 31, 2020. The amount of aid self-employed individuals can receive varies state by state and is based on prior benefit amounts delineated by their state’s unemployment laws.

Q: Do Gig Economy Workers Qualify for Pandemic Unemployment Assistance?

A: Generally, yes. Again, it varies by state, so employees need to check with their state’s labor department for information on their individual situation.

The CARES Act says that gig economy workers — rideshare drivers, food and grocery delivery workers, etc. — potentially qualify for PUA if they cannot work because of the pandemic. For example, if a gig economy worker is unable to work after contracting COVID-19 or after developing complications after recovering from COVID-19, they might qualify for PUA.

They may also qualify if they lose the majority of their customers due to government-recommended social distancing or if municipal orders restrict movement in a way that makes their business unsustainable.

Q: How Do Employees Apply for Pandemic Unemployment Assistance?

A: Employees can file a claim with their state’s unemployment insurance program as soon as they become unemployed. Each state will have a specific process to determine who can receive PUA. Some states will have employees file a regular unemployment claim first, while others will have them make a PUA-specific claim first.

Note that employees can file a claim in any state they have worked, which can be done over the phone, online or in person, depending on the state. Since PUA benefits are different in every state, it’s worth looking into the aid each state offers when deciding where to file a claim. If employees are going to file for unemployment benefits in a state that’s different from where they live, they’ll need to contact the unemployment agency in their home state to find out how.

Additionally, it’s important employees fill out their claims carefully because errors might delay the process and prevent them from receiving their benefits on time.

Q: How Much Money Will Employees Receive from Pandemic Unemployment Assistance?

A: Employees’ PUA benefits are calculated using many factors, including how much money they used to earn when working and the unemployment insurance laws of the state where they reside. For example, the minimum amount employees can receive weekly in Alabama is $114, whereas in Hawaii it’s $263.

However, if employees qualify for PUA, they are guaranteed a weekly benefit of $600 from the federal government as part of the CARES Act. Regardless of how much employees end up receiving from their state, they will receive this $600 in addition to their state benefits. These unemployment benefits are still subject to federal income taxes and most state income taxes.

Q: When Will Employees Receive Their Pandemic Unemployment Assistance?

A: It will vary by state. Since states are overwhelmed with so many people filing for unemployment, anticipate a delay.

Q: Can Employees Quit Their Jobs to Get Pandemic Unemployment Assistance?

A: Most likely no. PUA is meant to provide assistance to Americans who have lost their job through no fault of their own. If employees intentionally quit their jobs in order to receive PUA (or any unemployment benefits), it is considered fraud.

However, the CARES Act states that employees might still qualify if they quit for a reason directly tied to COVID-19. While this does not include resigning because they’re afraid of contracting COVID-19 at work, it might cover resigning because a medical professional has determined they are a high-risk individual and should self-quarantine. Employees can also file a complaint with the Occupational Safety and Health Administration (OSHA) if they think their employer is not adhering to the standards determined by OSHA.

Additionally, the CARES Act says that anyone who receives regular unemployment compensation must accept any offer of suitable employment. For example, if employees were furloughed when their place of employment closed because of the COVID-19 pandemic, they typically have to go back to work as soon as their employer reopens. If they don’t, it could lead to a termination of the PUA benefits they were receiving.

If your employees have lost work due to COVID-19, PUA can potentially provide some financial relief. PUA varies state by state, so have them check with their state about how they are implementing PUA. Employees can find the contact information for their state unemployment insurance office here.

Don’t Fall for a COVID-19 Scam: What to Look For

by Ilyce Glink | Jun 11, 2020 | Blog

Don’t fall for a COVID-19 scam: How scammers are trying to take advantage of people looking for financial help during the pandemic.

With the coronavirus/COVID-19 pandemic sweeping the nation, federal, state and city governments have enacted legislation to help people with their finances. But with these helpful initiatives have come bad actors trying to use the opportunity to steal the identities of people looking for help.

Be on the Lookout for These Scams During the COVID-19 Pandemic:

COVID-19 Scam #1: Stolen Federal Stimulus Payments

Federal stimulus payments have become an easy target for scammers. In April, the Internal Revenue Service debuted a tool to help in distributing funds. Through this portal, eligible persons who did not file taxes in 2018 or 2019 can enter basic identifying information so the government can easily distribute their stimulus payments.

Per IRS guidelines, users have been asked to provide a range of personal information, including:

Full name, current mailing address and an email address
Date of birth and valid Social Security number
Bank account number, type of account and routing number, if you have one
Identity Protection Personal Identification Number (IP PIN) if you received one from the IRS earlier this year
Driver’s license or state-issued ID, if you have one
For each qualifying child: name, Social Security number or Adoption Taxpayer Identification Number (ATIN) and their relationship to you or your spouse

Though helpful for many Americans filling out the form, the limited and basic nature of this information makes it easier for scam artists to claim checks that are not their own. Basic personal information can be stolen in many ways, including through data breaches, fake websites asking for personal information, scam calls and phishing emails.

COVID-19 Scam #2: Scam Artists Impersonating Government Agencies

Knowing the true person behind a phone call or email can be difficult. In fact, the FBI’s Internet Crime Complaint Center (IC3) has reported a rise in fake emails claiming to be from the Centers for Disease Control and Prevention or other organizations offering Coronavirus information.

The FBI warns not to click links or open attachments from senders you do not recognize. By clicking or opening these things, malware can be unlocked, which gives scam artists access to your personal information. They could also lock your computer and demand payment. Criminals are using fake websites claiming to track COVID-19 cases to deliver malware to phones and personal computers.

COVID-19 Scam #3: Delivery Scams

Many people may be unable to pick up items like groceries or necessary medications in person and need them delivered to their door. Ordering from a trusted source online is a safe way to do so, but beware if someone you don’t know well offers to help.

Some scammers offer to purchase and deliver your supplies but never return after taking off with your money. The safest way to make sure you aren’t scammed is to ask a friend or family member for help or to use a trusted delivery service.

COVID-19 Scam #4: Waylaid Donations

There are many charitable organizations that can use your help during this time. But the FBI has noted an increase in phishing emails asking for donations to hospitals and charities, and claiming to have access to fake testing kits, cures or vaccines. As a general rule, don’t click on anything in an email from a person you do not know or recognize.

Before donating money, research the charity. Paying in cash, by gift card or by wiring money should not be done as a means of transaction, as scam artists tend to use these forms to steal. Websites like givewell.org and charitynavigator.org can be used to verify locations. For more information, the Federal Trade Commission’s website provides guidance on avoiding donation scams.

COVID-19 Scam #5: Fake Zoom Invitations

Some people have taken to sending fake Zoom invitations in an attempt to steal passwords. It is important to note how the messages you receive are worded. If someone “demands your presence” or threatens to terminate you if you don’t attend, chances are it’s a scam. Confirm that any video conference invitations you accept are coming from members of your workplace.

If you do open the link in a bogus message, you are generally directed to a website that looks similar to a legitimate Zoom meeting screen but, in reality, is a page designed to get you to input your email password. Carefully review any messages sent from unfamiliar accounts and the webpages of any links you open. Reach out to your employer for clarification if you sense something is suspicious about a Zoom invitation.

COVID-19 Scam #6: Bogus Offers for Vaccinations and Home Test Kits

There is no federally approved vaccine or home test for the Coronavirus, but that hasn’t stopped scammers from peddling fakes. If you think you may have contracted the virus, contact your doctor and ask about testing availability in your area. To help protect your identity, do not share your medical information, Social Security number or health insurance details over the phone.

How to Better Protect Your Identity from COVID-19 Scams

While you can never guarantee that your identity will be fully protected, here are five steps you can take right now to ensure your identity is better protected:

1. Frequently check your savings, checking, credit card and other key financial accounts for unauthorized charges or withdrawals.

Constantly checking the status of your financial accounts is one of the best ways to help protect your identity. Setting aside five minutes every week to review transactions can make a difference in recognizing a threat to your identity early on. For your bank and credit card accounts, sign up for email or text notifications for instant notifications.

2. Contact your bank as soon as you notice any suspicious activity on your account.

Contact your bank the moment you see something of concern in your account. Explain your situation and ask about your options, which may include canceling your active credit or debit cards and being reissued new ones. Talk with your bank or credit card lender for more information on the specific remedies available to you.

3. Frequently change your online passwords to better protect your information from data breaches.

An unintended consequence of using platforms to shop and communicate with friends from home during the pandemic is your personal information is now stored on more platforms than ever. If hackers access these systems, they could obtain your secure information without your knowledge.

To fight this issue, set up strong, unique passwords for each account with more than eight digits and contain upper and lower case letters, numbers and at least one symbol. Set a reminder to change all passwords periodically, whether that’s annually, once every six months or as frequently as you can reasonably manage.

4. Remove personal information from your social media accounts.

The more information scammers can obtain from looking at your social media accounts, the easier it can be for them to steal your identity. Review the privacy settings for your accounts and update them to remove excess information. Keeping your mailing address, email address, phone number and other personally identifying information private significantly reduces the risk that someone will be able to successfully impersonate you.

5. If your identity has been used to cash your stimulus check or apply for unemployment or other benefits, file a dispute with the relevant authorities.

Identify thieves have tended to target people most in need of financial help during the pandemic, according to reports. If you think you have not received the aid you are eligible for because you are a victim of identity theft, contact the relevant local or federal authorities.

It’s a shame people’s identities are being stolen in the middle of a pandemic, but by following these steps, you should steer clear of bad actors trying to take advantage of you.