As states begin to loosen their Coronavirus social distancing restrictions and stay-at-home-orders, workplaces are beginning to discuss what going back to work will look like.
How is your company preparing? We want to hear from you: what kind of return-to-work plans have you created? Will your company remain remote, even as cities open? Will you still offer shareable snacks?
There is not much written about how retirement plan sponsors should weather situations like the one we’re facing now, mostly because these are unprecedented times. However, the virus that’s causing a meltdown on Wall Street shouldn’t create a meltdown in your office. Knee-jerk reactions like eliminating all equities or terminating a plan altogether can have far reaching consequences. While the ideal outlook is to stay the course, we recognize that not all companies are in the position to do so. So what are the most effective options for sponsors looking to their 401(k) or 403(b) plans as a way to manage costs?
As the nation—and world—continues to navigate the many changes brought around by COVID-19, many people are discussing how we can give back to “essential workers” who continue to risk their lives every day to help others.
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?
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:
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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?
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.