On this month’s podcast Rob, Scott, and Jason discuss a recent survey that states a quarter of employees are planning to quit post-COVID. They discuss burnout, average workday increases, health issues, what employers can do to be proactive, tips for employee retention, and more.
Rob Wilson, President of Employco USA, was recently featured in a number of articles as well as a podcast, follow the links below to read more:
Rob was quoted in an article for Forbes discussing paternity leave policies, “Contrast that with the U.S., where 76 percent of fathers go back to work within a week after the birth or adoption of a child. And one in four women are back within 10 days of giving birth, according to Rob Wilson, president of Employco USA, a national employment solutions firm.”
The Don and Mike Show
Rob was a guest on the Don and Mike Show discussing employer mandated vaccines and trade shows starting to reopen.
We receive a number of questions from our clients as we consult them on a variety of HR issues.
In this video, Rob and Jason cover virtual onboarding in a remote world. They discuss online training (diversity and harassment, safety), new-hire paperwork for virtual review, office tours, employee and manager check-ins, keeping your team involved in the organization, important communication channels, and more.
Questions? We’re here to help, email@example.com
Affordable Care Act (ACA) reporting under Section 6055 and Section 6056 for the 2020 calendar year is due in early 2021. Specifically, reporting entities must:
- File returns with the IRS by March 1, 2021, since Feb. 28, 2021, is a Sunday (or March 31, if filing electronically); and
- Furnish statements to individuals by March 2, 2021.
Originally, individual statements were due by Jan. 31, 2021. However, IRS Notice 2020-76 extended the furnishing deadline. Notice 2020-76 does not extend the due date for filing forms with the IRS for 2020. It also provides additional penalty relief related to furnishing forms to individuals under Section 6055.
Recruiting has never been simple, and the COVID-19 pandemic is complicating matters even more. In this rapidly changing landscape, employers need to adapt if they want to attract and retain quality talent. To better prepare for this task, here are some recruiting practice trends employers should monitor in 2021.
- Looking Inward for Talent – Recruiting is a challenge at any time, but especially amid the COVID-19 pandemic. During this time, recruiters are suffering from many constraints, chief among them being slim budgets. In fact, 50% of talent professionals expect a smaller budget this year compared to last, according to a LinkedIn survey. This reality is spurring companies to look internally for talent. Year over year, internal mobility has increased 20%, according to LinkedIn. And that’s not a huge surprise, given that upskilling and retraining workers can be more cost efficient than hiring from outside an organization. Employers can focus on transferrable skills over task-specific abilities in 2021.
Due to the coronavirus disease (COVID-19) pandemic, more employees are working remotely than ever before. As management is challenged with leading effective remote teams, organizations may consider internal best practices and question whether any adjustments would help these teams succeed. By addressing the unique needs of employees in the remote workplace, employers can set the stage for effective and productive teams.
While the COVID-19 pandemic has led to an all-time high of employees telecommuting, remote work had previously been growing steadily, and likely will continue to expand in the coming years. While many of the same principles of leading effective teams remain in place, organizations can take steps to ensure that remote teams are performing at a high level.
Each presidential transition brings changes to the human resources landscape and we expect that to continue under President Joe Biden.
With any legislative change—regardless of intent or outcome—employers must adapt quickly or risk penalties. This can mean redrafting internal policies, recategorizing workers, changing organizational priorities, rewriting employee handbooks and any other HR responsibility. Essentially, the more prepared an employer is, the easier it will be for them to succeed in a changing landscape. To that end, this article discusses a few of the potential significant changes employers can expect during a Biden presidency.
- Minimum Wage: Many states have started gradually increasing their minimum wages at the end of 2020, but not all of them. President Biden wants to increase the federal minimum wage to $15 per hour by 2026 and eliminate the tipped wage. The federal minimum wage is currently $7.25 and has historically only increased by a couple of dollars every two decades. Another significant impact would be the elimination of the tipped wage ($2.13 per hour). Currently, tipped employees earn a lower minimum wage (called a tip credit), but are expected to make up the difference with tips or be paid the remainder by their employer if they don’t make enough in tips. If President Biden eliminates the tip credit, employers would have to start paying those employees significantly more money, which could lead to much higher labor costs. Employers are currently unable to retain tips themselves—they all go to employees. If the tip credit is eliminated, such regulations might also be amended as a way to lower labor costs.
Human resources expert Rob Wilson offers expert commentary on upcoming changes to employment
As we enter almost a year of the COVID-19 shutdowns as well as the first full month of President Biden’s tenure in the White House, employers should prepare for significant changes coming down the pipe in the next few months.
Rob Wilson, President of Employco USA, a national employment solutions firm, says that not only will President Biden make several substantial changes to employment regulations, but the focus of this administration will be vastly different than when Trump was in office.
“Trump focused heavily on things like deregulation. But now we’re going to see a focus on things like gender equality, pay transparency, and collective bargaining rights,” says Wilson, employment trends expert.
Here are some of the upcoming changes that Rob Wilson says we can expect to see in the workplace under President Biden’s leadership:
Anti-discrimination crackdowns. “Biden’s Equality Act prohibits discrimination based on sexual orientation and gender identity. What this means for employers is that they have to ensure that all of their employees feel safe and validated in the workplace. This means allowing transgender people to use the bathrooms of their choice, and to require coworkers and managers to use their preferred names and pronouns or face penalties.”
On this month’s podcast Rob, Scott, and Jason discuss their best guesses of “What to Expect Under the Biden Administration Over the First 100 Days,” including: HR and employer standpoints, minimum wage, federal paid leave, OSHA, worker discrimination protections, and more.
Did you miss Employco’s most recent webinar on the new PPP loan or would you like to review a portion? The full webinar recording can be viewed here, along with all of the questions and answers that followed: https://bit.ly/recording-jan21
You can view/dowload the slides we used during the presentation as a PDF here: WEBINAR: Presentation Slides
During our presentation we also mentioned including some key recent updates and documents from the SBA:
- Top-line Overview of Second Draw PPP
- Interim Final Rule on Paycheck Protection Program as Amended by Economic Aid Act
- Interim Final Rule on Second Draw Loans
- Second Draw Borrower Application Form
Please do not hesitate to reach out if there are any questions you still have or topics you were unclear on. We’re here to help!