A vaccinated and protected workforce will be the key to ending the pandemic and emerging from the COVID crisis. Employers are uniquely positioned, if not charged with, leading this effort, but a myriad of legal pitfalls must be considered.
Crafting the right message can be tricky at the best of times—add a global pandemic and new vaccine to the mix and the process can be downright terrifying.
“I’m 100 percent not you, and you’re 100 percent not me.”— Find out why that powerful reminder from guest Cassie Atteberry is the key to making the “people stuff” easier for you, your family, and your organization.
Among its many provisions, the American Rescue Plan COVID relief addresses paid sick and family leave under the Families First Coronavirus Response Act (FFCRA) and makes temporary but significant changes to COBRA coverage.
After a very difficult 2020, rapid vaccine development has sparked optimism among the public and in the business community. But there’s a long road ahead while infections remain high.
As COVID-19 cases have spiked across the country, many businesses have adjusted certain operations with an eye on customer and employee safety, as well as to ensure compliance with recent changes to government orders.
With the right tools and commitment, most businesses can make remote work just as productive, if not more productive, than in-person office work. Ultimately, remote work requires leaders to retune their managerial style to fit the situation.
As an employer, what do you do if you suspect that one of your employees has COVID-19? When is it safe and compliant for your employee to return to work after COVID-19; after a case that is suspected or confirmed?
