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.

Returning to Work After the Coronavirus Pandemic

by LizStevens | Jun 2, 2020 | Blog

Returning to work after the coronavirus pandemic. Employees who have been working remotely are eager to get back to work and expect employers to keep them safe when they do.

Most employees (72 percent) are eager to get back to the office after working remotely during the pandemic, according to a new survey by Glassdoor.

More than 80 percent of employees trust senior leaders to make an informed decision about reopening the workplace and 45 percent of them expect to return to the company’s office in some capacity this summer.

“There’s no one-size-fits-all model for employers preparing to reopen their offices. While many workers are eager to return to the office, employers considering reopening offices should clearly communicate that the workplace is going to look very different and keep employees informed on what that means for them. Now more than ever, employers must closely monitor local guidelines and listen to their employees to ensure they are meeting the needs of the people that fuel their business,” said Glassdoor Chief People Officer, Carina Cortez.

Returning to Work After the Coronavirus Pandemic

Employees are most excited about socializing with coworkers and resuming in-person collaborations, but they also expect their employers to make changes for health and safety while the threat of Covid-19 still looms:

79 percent of employees expect their employer to provide a disinfectant or hand sanitizer.
54 percent expect their employer to require employees to wear masks or gloves in the office.
45 percent expect their employer to space out workstations at least six feet from coworkers.
38 percent expect their employer to check employees’ temperatures upon arriving at work.

Employees would also like more flexibility post-pandemic. More than 60 percent of employees would continue to work from home full-time even after Covid-19 restrictions are lifted if given the option. When looking for a new job, 60 percent of employees would now consider applying for a position that is entirely remote.

Preparing to Return to Work When Covid-19 Restrictions Are Lifted

Employers should monitor local Covid-19 restrictions, follow guidelines from organizations that prioritize the health and safety of workers and consider innovative office design solutions as they prepare for employees to return to the workplace.

The Centers for Disease Control and Prevention (CDC) has released guidelines to help employers limit the spread of the coronavirus and the Occupational Safety and Health Administration (OSHA) also has a primer with information on how to protect workers from potential exposures.

Plastic manufacturers are racing to produce items marketed as workplace solutions like face shields, sneeze guards and plexiglass cubicle partitions, but employers should be wary of their efficiency and test solutions before buying in bulk.

Who Qualifies for Paid Leave Under the New Coronavirus Law?

by LizStevens | May 20, 2020 | Blog

Who qualifies for paid leave under the new coronavirus law? How to determine employee eligibility for paid sick leave under the Families First Coronavirus Response Act.

The U.S. Department of Labor released information on eligibility for new workplace protections offered by the Families First Coronavirus Response Act (FFCRA).

The emergency paid leave program established by the FFCRA helps employees who don’t have paid leave benefits through their employer. Nearly 80 percent of employees live paycheck to paycheck and over 30 percent couldn’t come up with $3,000 if an unexpected expense arose in the next month. Now, employees showing symptoms of the coronavirus will be able to take the time off they need to recover without worrying about being unable to support their families.

Employees who work at a private employer with fewer than 500 employees might be eligible for paid sick leave and/or paid family leave under the FFCRA due to COVID-19 if they meet certain requirements.

Who Qualifies for Paid Leave Under the New Coronavirus Law?

The Department of Labor notes that paid sick leave and/or paid family leave under the FFCRA is capped at specific maximum amounts per worker and that while it applies to some, paid family leave does not apply to all public sectors.

Who Qualifies for Paid Sick Leave Under the FFCRA?

Employees qualify for paid sick leave for up to two weeks or 80 hours at the employee’s regular rate or the minimum wage (whichever is higher) if one of the following conditions apply:

If the employee is under a government quarantine or stay-at-home order.
If the employee has been advised by a health care provider to self-quarantine.
If the employee is seeking a diagnosis for COVID-19 symptoms.

Employees qualify for paid sick leave up to two weeks or 80 hours at 2/3 of the employee’s regular rate or the minimum wage (whichever is higher) if one of the following conditions apply:

If the employee is caring for somebody under quarantine or a stay-at-home order.
If the employee is caring for their child whose school or child care provider is unavailable due to COVID-19.

Who Qualifies for Paid Family Leave Under the FFCRA?

Employees qualify for paid family leave up to 10 additional weeks at 2/3 of the employee’s regular rate if both of the following conditions apply:

If the employee is caring for their child whose school or child care provider is unavailable due to COVID-19; and
If the employee has been employed at least 30 calendar days.

How Can Eligible Employees Access Paid Leave Under the FFCRA?

Eligible workers can access paid leave under the FFCRA by checking with their employer, requesting the leave and letting their employer know which of the qualifying conditions applies.

The U.S. Department of Labor notes the Wage and Hour Division has already completed more than 400 cases for workers denied leave and has conducted hundreds of outreach events to educate workers and employers about the benefits and protections of this new law.

For more information about how much leave covered employees can take, resources for workers and employers, and answers to commonly asked questions check dol.gov/FFCRA.

How to Build Remote Work Culture to Support Virtual Teams

How to Build Remote Work Culture to Support Virtual Teams

Remote Work Culture and Employee Recognition

More on Topics Related to How to Build Remote Work Culture to Support Virtual Teams

When Should Employees Return to Work After COVID-19?

When Should Employees Return to Work After COVID-19?

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

Are COVID-19 Liability Waivers Legal?

More on Topics Related to When Should Employees Return to Work After COVID-19?

What to Look for in a Financial Wellness Program

What to Look for in a Financial Wellness Program

How Best Money Moves Can Help

More on Topics Related to What to Look for in a Financial Wellness Program

Returning to Work After the Coronavirus Pandemic

Returning to Work After the Coronavirus Pandemic

Preparing to Return to Work When Covid-19 Restrictions Are Lifted

More on Topics Related to the Covid-19 Pandemic and Returning to Work

Who Qualifies for Paid Leave Under the New Coronavirus Law?

Who Qualifies for Paid Leave Under the New Coronavirus Law?

Who Qualifies for Paid Sick Leave Under the FFCRA?

Who Qualifies for Paid Family Leave Under the FFCRA?

How Can Eligible Employees Access Paid Leave Under the FFCRA?

More on Topics Related to Coronavirus Relief and Paid Leave Programs

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