On August 8, 2020, President Trump signed an executive action that postpones the collection of employee payroll taxes from September 1st through December 31st. This affects the Social Security FICA taxes. The idea behind taking this action is that, during these difficult economic times due to the COVID pandemic, deferring tax withholding has the potential to put more money in working Americans' pockets to help boost the economy. This action of the Executive Branch results from Congress being unable to arrive at a compromise regarding another round of stimulus assistance.
In her blog post last week introducing this month's HR topic and webinar, Four Critical Handbook Policies for 2020, Christy talked about the employee handbook builder available to subscribers of People Savvy HCM Essentials. This is a great resource to help HR professionals and part-time HR administrators alike create, maintain, and keep compliant employee handbooks that are custom tailored to their organizations. Behind each employee handbook created in the builder is a team of professional HR Advisors, who work on your behalf to generate a handbook that aligns with your company's specific policies while remaining compliant from a regulatory perspective. Here's how easy it can be to generate a new employee handbook or update a current one.
Can anyone else believe how fast 2020 is passing by? We are almost half way through summer already! Do any of my HR friends out there have reviewing and revising (or creating?) the employee handbook on their growing list of things to do? With all of this year's other unanticipated priorities taking precedence, I bet it is pretty close to the bottom right now. If you want to move it up briefly and check it off the list quicker than you anticipated, following are some great resources that might just help you do that.
Over the past few months, we have all been hyper-focused on navigating our organizations safely through the current, unprecedented times. We've been furloughing employees and bringing them back; making sure we provide a safe work environment or making remote working the new normal; administering all the new government compliance programs and reporting paid sick leave and extended FMLA. While these responsibilities have been taking most of our time and are, understandably, very important, we still have to make sure we are checking items off from our normal HR to-do list, like making sure the employee handbook is up-to-date, maintaining performance management programs, completing OSHA reporting, conducting safety training, benefits renewals, and open enrollments...and the list goes on and on.
While the presence of the Coronavirus in the United States stretches into its fifth month, the pandemic continues to impact employers, their businesses, and their workers. Three of the latest developments are below.
As your business continues addressing these items, please remember that Bennett/Porter & Associates is here to continue supporting you, your employees, and your organization. We strive to keep you up-to-date on all the latest HR, payroll, and employer-related technology changes that impact your company. If you are not currently signed-up to receive our Blog posts, we encourage you to do so in order to avoid missing important updates such as these. Please don’t hesitate to reach out with any questions or technology needs you have.
A recent Ankura survey found that 48% of employees wish that workplace technology performed as well as personal technology. This high number indicates a broad divide between employee expectations for information usage and what employers are actually delivering. While data-driven apps, mobile-ready devices, and search engines like Google offer people near instantaneous access to information in their personal and social lives, as employees they continue struggling when at work to access basic information regarding time off accruals, hours usage, and scheduling. Furthermore, they frequently find themselves tethered to non-mobile points of access. These technology impediments are also expensive for employers, since excess time, energy, and costs are continuously expended when employees have to waste time seeking basic information and answers.
Coordinating Human Resources wasn't in your job description when you were interviewed and hired at this little company of 47 employees. But you're a fast study and have a friendly personality, and so after six months at work you were asked to show a new hire around. Afterwards you thought, "There should probably be an orientation and initial paperwork process for when new people are hired," and so you took the initiative and created one. The benefits enrollment process interested you, and so you became the main contact with the broker. One day, somebody asked if the minimum wage poster in the break room was current. It wasn't, so you retrieved the latest version from the Department of Labor website and started checking and replacing the other notices from time to time. HR tasks didn't take up too much of your time, and it was kind of fun keeping on top of things.
Then a pandemic hit.
A couple years ago, Gallup conducted a survey that categorized employee engagement into three levels. The results showed that, in any given organization, 30% of employees are actively engaged in propelling the company along, half of the employees are just coasting on the efforts of the others, and 20% are actively attempting to disrupt progress within the business. Do you know which of your employees fall into which categories? More importantly, do you know how to improve these conditions?
Months into the COVID-19 pandemic, employers are asking questions like how and when is it safe to re-open their organizations. Meanwhile, local governments are working through very confusing phases of re-opening regulations. And as if that's not enough to think about, OSHA updated the rules for employer obligations of reporting COVID-19 as a workplace illness. Lions, and tigers, and bears, OH MY! Could this be anymore overwhelming? In this post, we will attempt to help make sense of some of the latest updates, and we're also offering a free webinar on COVID-19 workplace safety as well as a policy template so that you have two valuable resources to assist your progress in these safety-related tasks.
As employees begin returning to the workplace from an extended period of home isolation, it is quite possible that we'll see a short-term bump in accidents and Workers' Compensation claims. It's going to take some time to restore old routines and form new ones in the offices, warehouses, and work spaces that have been quiet over the past few months. Mistakes are going to happen, and some of those mistakes are going to cause accidents that result in Workers' Compensation cases. How much time will you waste juggling all the different tools you use to manage those cases? With an integrated Human Capital Management solution like People Savvy HCM, the answer might be, "Not much."