For most of us, life changed dramatically nearly one year ago, in March 2020. As the one-year anniversary of the life-changing pandemic nears, you may find you or someone you know hitting a wall. These are challenging times that require extra grace, kindness, and compassion. As a business owner, supervisor, or manager, riding the waves of the pandemic storm also includes maintaining employee engagement. Here’s how you can help your staff stay sane as the pandemic rages on.
Tag: employee benefits
As the coronavirus spread in 2020, Congress enacted the Families First Coronavirus Response Act (FFCRA) which provided benefits for employees affected by the coronavirus. Additionally, under the FFCRA, employees were also allowed time off to care for their children or for a family member. The initiative allowed business owners with 500 or fewer employees to provide sick leave, insurance coverage, and other benefits to their employees. This support encouraged employers to keep their workers on payroll while ensuring everyone’s safety during the pandemic. Unfortunately for some, the DOL has decided that they will not extend sick leave under the FFCRA. However, the law does allow employers to voluntarily give employees paid sick leave. If employers choose to give their employees PTO under the FFCRA, they may receive tax credits.
If your employees are back to work, you’ve probably established new policies to comply with social distancing guidelines. You’ve most likely worked out new policies regarding how to handle documents, time tracking, customer service, and more. You have gotten this far, but have you considered taking a look at your current time off policy?
Most people can’t travel like they used to, which means that many employees aren’t using their PTO as they normally would. What are you going to do with those hours? Allow them to rollover their hours to the next year? Are you going to implement a use-it-or-lose-it policy? There’s a lot to consider now that the coronavirus has changed the way people work. What are you planning on doing with your PTO policy?
The holiday season is among us, which means that it’s the season for raises, bonuses, and more. A lot of employees have expectations this time of year because many employers provide extra perks. Employers might give extra pay as incentive to work during the holidays, cash bonuses, extra time off, and more. With all of these different policies implemented by businesses, employees aren’t sure what they’re actually entitled to. What can employees expect when they work on a holiday?
If you’re an employer, an acquisition is a good thing. This means that your business gained so much revenue and popularity that another larger company sees its potential and purchases it. If you’re an employee, you may have a different mindset about acquisitions. Unlike employers, employees often do not sit back and relax when they hear about this transition. After an acquisition, employees are nervous about their job security, and rightfully so. All of these changes cause confusion and nervousness among employees, and that’s why we’re here to clear things up:
Your employees make your company successful, so why not show them that you value their work? Giving raises is one of the best ways to show your employees that you care about their dedication and hard work. Not only will raises motivate employees, raises can also help your business. Employers often use raises as a way to increase retention at the workplace. When you offer a competitive salary or hourly wage, employees will not look for work elsewhere, which prevents turnover. This will save you the trouble of having to find and hire new employees.
Employers often give employees benefits to help them settle into new positions. Many employees think that they deserve benefits like vacation time, laptops, pension plans, Insurance, and more. Although many employers provide these perks and amenities, there is no obligation to provide anything to your employees beyond these legally required benefits:
Contributed by Abby Drexler
Without the distractions of illness, fatigue, and low mood, employees can do their best work. This, however, is not reality for many American employees who struggle with sleep and mood problems, get sick often, and are generally sluggish. While people do need to take responsibility for their own health, employee wellness programs can offer employees a nudge in the right direction.
Contributed by Sophia Conti
Many small businesses run on the bare essentials. Often, those essentials do not include streamlined and well-planned human resources functions. Even larger businesses fail to establish HR protocols and standard operating procedures. Many believe that HR is too expensive to implement for the minimal purpose it will serve. This may be true for some of the more expensive HR solutions but many HR resources are inexpensive. It helps to understand what human resources can accomplish and how it can benefit the company.
Most people probably aren’t even aware that a thing such as partial unemployment benefits even exists. Did you know that you can receive benefits even if you’re still working? In fact, unemployment insurance (UI) benefits aren’t so black and white – lose your job, get assistance. There are benefits available for employees who received hour cuts or pay decreases. As a business owner, you should know this.
If you need to calculate a pay cut, try our free pay cut calculator here.