On April 2, the Treasury Department released the application for employers affected by the coronavirus outbreak to seek a forgivable loan to cover payroll costs through the Paycheck Protection Program.
As the Coronavirus (COVID-19) continues to spread globally, so do the feelings of anxiety and uncertainty. From practicing social distancing to adjusting to indefinite remote workforces, both employers and employees have had to change their everyday lives drastically.
According to Namely’s recent survey, How HR is Addressing COVID-19 in the Workplace, the top concern that HR professionals have at the moment is employee morale. So how can you keep your employees’ spirits up throughout this difficult time?
Here are 5 ways you can boost employee morale during the Coronavirus pandemic:
Outside of managing your travel policy and knowing where your employees are traveling to ensure their safety, here are the top ten best practices to keep in mind for duty of care:
In just a few short weeks, the COVID-19 pandemic has completely uprooted the way we work. Employees across the country are getting acclimated to working from home, and employers are racing to stay on top of new legislative requirements. Entire industries have been put on pause, unemployment is soaring, and businesses are trying to weather the storm.
Managing a distributed or remote workforce comes with its fair share of challenges—from onboarding to compliance to engaging employees virtually.
Plus, the sudden onset of COVID-19 (also known as Coronavirus) forced many companies to adopt work from home policies before they were ready. Whether your company just started working from home or if your employees are telecommuting veterans, it can’t hurt to brush up on some home office tips.
Working from home can actually lead to increased productivity and happier employees—if done right. Trust, clear expectations, and consistent communication are a few of the often-overlooked elements needed to help remote employees thrive.
Here are some tips to ensure that you make the most out of the work from home situation:
On March 11th, 2020, the World Health Organization (WHO) declared the Coronavirus (COVID-19) to be an international pandemic. As the Coronavirus continues to spread globally, the everyday workplace has changed drastically; employers are scrambling to adjust to fully remote workforces, and states and the national government are passing new policies left and right.
But what does the the Coronavirus mean for workplace anti-discrimination laws?
To help you stay compliant, here is what you need to know about the Coronavirus’ impact on the Americans with Disabilities Act (ADA) and the Rehabilitation Act:
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The COVID-19 pandemic continues to present new changes and challenges for businesses and HR professionals daily. We understand that keeping up with the evolving legislation and the never-ending list of outstanding questions can feel impossible.
With help from the HR experts at ThinkHR, we wanted to highlight the top questions we’re receiving from HR professionals at mid-sized businesses—and provide their answers.
COVID-19 and the subsequent changes to how we conduct business have drastically changed the world of work for people around the globe.
These changes include daily updates and adjustments to how employers offer healthcare—not to mention the need to make difficult financial decisions to mitigate negative impacts on their business and employees.
Like any company, financial institutions have their fair share of HR challenges. From attracting and retaining top talent to staying compliant, there’s never a dull day working in HR in the finance industry.
Still, as the world of work continues to change, so does finance HR. From embracing technological advancements to prioritizing cybersecurity, finance companies are doing their best to keep up with the latest and greatest while still setting themselves apart as great employers.
Budgets are tight—but attracting top performing talent is one of your biggest goals of the year. And today’s jobseekers expect more than ever from potential employers.
Benefits can make or break your non-profit when it comes to recruiting and retaining employees. According to Glassdoor, 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. And 80% of employees would choose additional benefits over a pay raise.
So, how do you save money while also building a benefits package that will draw top talent and keep your employees engaged?
We’ve compiled a list of 6 desirable benefits that won’t break the bank, but will impress your employees: