coronavirus Archives

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.

Supporting Mental Health in the Workplace During COVID-19

by LizStevens | May 13, 2020 | Blog

Supporting mental health in the workplace. New research highlights how employees are struggling during the coronavirus pandemic and how employers can better support mental health.

May is Mental Health Awareness Month and the coronavirus pandemic has left almost everyone feeling anxious and stressed out about the future.

Nearly 1 in 4 feel employees report feeling down, depressed or hopeless often and over 40 percent feel burnt out, drained, or exhausted from their work, according to research by the Society for Human Resource Management (SHRM). Almost 40 percent of them haven’t done anything to cope with these feelings and only 7 percent have reached out to a mental health professional.

“It’s a timely reminder that there’s more to this crisis than new cases and economic costs,” said SHRM President and CEO, Johnny C. Taylor, Jr., SHRM-SCP. “COVID-19 is taking a toll on our minds and emotions in a million little ways. Now, more than ever, employers should double down against stigmas and guarantee employees know of the resources, benefits, and accommodations available.”

Supporting Mental Health in the Workplace During COVID-19

The first step to supporting employee mental health is acknowledging it directly. Harvard Business Review found it shocking that 40 percent of employers hadn’t asked employees how they’re doing since the pandemic began. They suspect it’s because employers want to respect the privacy of their employees, but 40 percent of employees want their manager to be the one to broach the subject of mental health.

Letting employees know you’re aware of the mental and emotional challenges they’re facing during the coronavirus pandemic starts to wear down the stigma that there’s something wrong with being depressed, anxious, or struggling with mental health. It’ll make them feel more supported and they’ll be more likely to reach out and ask for help if they’re having a hard time.

When an employee opens up about something they’re struggling with it’s important to listen before reacting. Then, remind them of the mental health resources your organization has available and follow up with them in the next few weeks to see how they’re doing.

Nearly 60 percent of employees struggling with mental health said their employer doesn’t offer mental health programs that meet their needs, or that the programs they do offer are too difficult to access or understand, according to a survey by MetLife.

Reassess your organization’s mental health benefits offerings, observe usage rates and if they’re low, determine if it’s an issue of benefits communications or if the benefits themselves don’t fit the needs of workers. But first, if you haven’t already, ask your employees how they’re doing as the coronavirus pandemic continues.

Support Workers with Better Employee Benefits in 2020

by LizStevens | May 6, 2020 | Blog

Support workers with better employee benefits in 2020. Targeting the four key aspects of employee wellness to build a better employee benefits package.

There are four key aspects to overall wellness: mental, physical, financial and social. Employees who score well across the board are more likely to be loyal, engaged and productive, according to the latest employee benefits research by MetLife.

“Now more than ever, it’s critical to understand employees’ needs,” said, Todd Katz executive vice president, Group Benefits, MetLife. “In this time of crisis and beyond, providing a mix of benefits and programs can help mitigate stress, improve employees’ holistic well-being and support them when they need it most – which in turn can help bolster engagement and loyalty from the workforce.”

Support Workers with Better Employee Benefits in 2020

The coronavirus pandemic continues to reshape the working world challenging businesses everywhere to adapt to the new normal. Strategizing how employee benefits can better support workers in a time of crisis is a must.

This year, MetLife’s 18th annual U.S. Employee Benefits Trends Report considers how resilient employees are when faced with uncertainty and then looks at the important role employee benefits plays in the overall wellness of workers, identifying the perks and programs that matter most.

Financial Wellness Programs

More than half of U.S. employees told MetLife their biggest concern in the wake of the novel coronavirus is their financial health. According to a survey by Freedom Debt Relief:

41 percent of employees are worried about being able to afford to feed themselves and their families.
41 percent report are struggling to make their rent or mortgage payments.
37 percent will miss payments on some bills in the next six months.
35 percent will use credit cards to pay for groceries.

Over 60 percent of employees say the $1,200 pandemic relief check they received as a part of the CARES Act will not be enough to get through the current economy.

“The coronavirus is clearly contributing to employees’ overall stress, especially as it relates to their financial well-being,” said Katz. “It should come as no surprise that this is particularly true among those with incomes below $50,000, and those in healthcare. Across industries, employers have an opportunity to be a source of support for employees facing unprecedented challenges by offering tools and resources to address their immediate concerns.”

Nearly 80 percent of workers with access to financial wellness programs told MetLife they’re satisfied with the employee benefits their employer offers.

The best financial wellness programs, like Best Money Moves, are gamified and harness machine learning to guide employees to the resources they need most. 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.

Mental Health Benefits

Close to 60 percent of employees struggling with mental health said their employer doesn’t offer mental health programs that meet their needs, or that the programs they do offer are too difficult to access or understand. Effective mental health programs can help ease stress, anxiety and depression that can fuel burnout and disengagement at work.

Flexibility

There was a trend towards flexible work arrangements long before the coronavirus pandemic began. Now, flexibility has shifted from being a highly sought after perk to a crucial necessity to maintain operations and accommodate workers.

Assigning reasonable workloads, offering flexible work hours or arrangements and providing sufficient time to address personal needs can mitigate stress, burnout and depression. At the same time, MetLife finds these practices are also top drivers of productivity, engagement and loyalty.

Over 80 percent of employees believe their employers have a responsibility to address their health and well-being. Employers can leverage the right mix of benefits, perks and programs to better support employees and in turn boost engagement, job satisfaction and retention.

Returning to Work After COVID-19

by LizStevens | Apr 29, 2020 | Blog

Returning to work after COVID-19. Precautions employers should take to protect workers and limit the spread of the coronavirus at work.

Returning to work after the COVID-19 pandemic is going to be a challenge. Without a vaccine available, precautions to limit the spread of the coronavirus at work must be put in place.

Employers will have to systematically disinfect the workplace, adjust the space to allow for social distancing and create a process for responding to employees showing signs of illness in order to create a safe work environment.

Returning to Work After COVID-19

The CDC has released guidelines for employers to follow to limit the spread of the coronavirus in the workplace with three primary goals:

Reduce transmission between employees
Maintain healthy business operations
Maintain a healthy work environment

Reducing Transmission Between Employees

The Occupational Safety and Health Administration (OSHA) has released guidance on preparing workplaces for COVID-19 with information on how to protect workers from potential exposures. The CDC recommends employers also educate employees on how they can reduce the spread of COVID-19 by taking steps to protect themselves, learning what to do if they get sick and using effective disinfectants.

Maintaining Healthy Business Operations

These are the strategies the CDC recommends for maintaining healthy business operations during the COVID-19 pandemic:

Identify a workplace coordinator who will be responsible for COVID-19 issues.
Implement flexible sick leave and supportive policies and practices.
Assess essential functions.
Determine how the business will operate if absenteeism spikes.
Establish policies and practices for social distancing.

Maintaining a Healthy Work Environment

In order to maintain a healthy work environment after returning to work, the CDC suggests:

Improving the engineering controls using the building ventilation system to increase ventilation rates or increase the percentage of outdoor air that circulates into the system.
Support respiratory etiquette and hand hygiene for employees, customers and worksite visitors.
Perform routine environmental cleaning and disinfection.
Perform enhanced cleaning and disinfection after persons suspected or confirmed to have COVID-19 have been in the facility.
Take care when attending meetings and gatherings.

Read the CDC guidelines in full for more detailed information on how to implement these strategies in your workplace.

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

Supporting Mental Health in the Workplace During COVID-19

Supporting Mental Health in the Workplace During COVID-19

More on Topics Related to Supporting Mental Health During COVID-19

Support Workers with Better Employee Benefits in 2020

Support Workers with Better Employee Benefits in 2020

Financial Wellness Programs

Mental Health Benefits

Flexibility

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Returning to Work After COVID-19

Returning to Work After COVID-19

Reducing Transmission Between Employees

Maintaining Healthy Business Operations

Maintaining a Healthy Work Environment

More on Topics Related to Returning to Work After COVID-19

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