Whether or not employers want it, remote work might be here to stay. A Prudential survey found that 68% of American workers think remote work will become more common after the pandemic, and about one in five are seriously considering finding a job that allows remote work.
It’s a big transition, and there are some serious issues to consider. The following resources and policy tips can help employers make the most out of the new normal.
If employees are using their own computers and networks for work, those computers and networks need to be secure. Remote work can also leave workers vulnerable to business email compromise schemes and other types of phishing and fraud.
Don’t just assume that employees are being cyber smart. Create cyber checklists and policies make sure they’re being followed.
As businesses reopen, they must take stringent measures to keep workers and customers safe from the coronavirus. Common efforts might include signage to promote social distancing and the use of masks and sneeze guards – but some employers may be wondering whether they should also use testing.
Although virus testing seems like one of the most efficient ways to control the virus, it also brings up legal complications. Here’s what the U.S. Equal Employment Opportunity Commission (EEOC) advises.
The ADA Still Applies
The pandemic does not grant employers license to ignore the ADA or other anti-discrimination laws. However, the EEOC explains that employers should follow CDC guidelines for workplace safety.
Certain safety measures should be taken in light of the pandemic. According to the EEOC:
We’ve partnered with ThinkHR to offer a solution to clients who are required to comply with this new law. ThinkHR has developed a completely new product to meet state requirements called Workplace Harassment Prevention. Workplace Harassment Prevention gives employers access to new and existing mandated training courses and best practices for updating policies and procedures, reporting incidents, and following up on complaints within each state they operate.
What Every Employer Needs to Know
California has expanded its current sexual harassment training standards for employers beginning January 1, 2019. The newly expanded law requires all employers with five or more employees, including temporary and seasonal employees, to train all supervisory and non supervisory employees in California by January 1, 2020.
As part of your People Risk Management strategy, ThinkHR offers workplace harassment prevention courses for both managers and employees, including specialized harassment training for the states of California, Connecticut, Maine, and New York. Each course incorporates the necessary state references to meet the standards for California’s sexual harassment prevention training.
With a New Year and a new decade kicking off, it’s time to reflect on where we’ve been, where we’re headed, and how to improve ourselves in the coming years.
Sound familiar? It’s always the same with New Year’s resolutions. Lose weight. Eat healthier. Work smarter. We have the best of intentions. Still, study after study shows that most of us never keep these resolutions. Many of you have already abandoned on yours.
But when you resolve to improve safety in your business, you can’t afford to give up.
According to the U.S. Bureau of Labor Statistics, 5,250 workers died on the job in 2018. That’s an average of more than 100 a week, or more than 14 deaths every day. Can you make your business a safer place? Here are five New Year’s resolutions for creating a safer work environment, along with some tips on how to actually keep them.
Conduct an honest assessment. Take a hard, honest look at your operation to identify all safety risks. Check equipment such as fire extinguishers and personal protective gear. Thoroughly review records of safety violations, accidents, injuries, fatalities, and claim trends. Find out exactly where you are and what needs to be improved.
Create a doable to do list. If you try to fix everything at once, you risk getting bogged down in a black hole of to-dos that never get done. Start by creating a short list of practical action items to achieve in the current year such as scheduling regular safety meetings.
Improve communication. Have you created an environment in which every employee feels comfortable voicing concerns to managers about safety issues? If not, make it a goal. Open, robust communication is an essential component for any safety program.
Turn near misses into opportunities. Near miss incidents are indications that something is wrong. Don’t sweep them under the rug. Learn from them so you can fix whatever caused them. If you don’t, the next incident might be a serious accident, injury, or even fatality.
Take advantage of free resources. You don’t have to go it alone when it comes to implementing effective safety measures. There are many helpful resources available such as OSHA’s Recommended Practices for Safety and Health Programs. Your insurance advisor is also a great resource for risk management advice.
Once you’ve made these resolutions, how do you keep them from going the way of most New Year’s resolutions? Here are a few tips: READ More
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