The Wilson Companies congratulates Client Services Specialist, Heather Hudik for being chosen Employee of the Quarter for Q1 2021. Heather was nominated by her peers for her outstanding dedication, commitment to client satisfaction and positive enthusiasm.
A human resource and employment solutions firm, Employco USA is pleased to announce the growing expansion of its staff.
Employco’s newest team members include:
Greg Nelson, Account Executive – Greg comes to us with decades of success with attracting new business and managing key client relationships. He will be responsible for sales and business development for Employco.
“Joining Employco is a very exciting step in my career. I was very impressed with the flexibility Employco has when dealing with clients; customizing solutions to meet the needs of the company with a dedicated staff to make that happen.” -Greg Nelson
Caille Santelli, Human Resources Generalist – Caille is a creative, enthusiastic and driven addition to our team. She will be responsible for HR and benefits support for clients.
“I am delighted and eager to join the Employco team! I am really looking forward to working with different types of businesses/clients, and having a collaborative work environment. Most importantly, I am excited to work with (and get to know) such a knowledgeable group of people.” –Caille Santelli
On this month’s podcast Rob, Scott, and Jason cover if employers are allowed to ask employees if they’ve been vaccinated. They discuss the EEOC’s stance, tips on how to ask responsibly, what documentation to ask for, confidentiality, keeping employee information safe, vaccination incentives, and more.
Contact us with any questions you may have, we’re here to help: hr@employco.com
Human resources expert Rob Wilson explains whether employers can inquire about workers’ vax status
New data shows that over half of Americans who are 18+ have received at least one vaccination dose. But even as millions line up to get their vaccinations, vaccination hesitancy is still very much an issue. Experts say that we are reaching a ‘tipping point’ in which the demand of Americans desiring the vaccination will greatly diminish in the next 3-4 weeks, leaving a surplus of COVID-19 vaccinations without any willing patients to receive them.
“Vaccine hesitancy is huge right now, and it’s only growing thanks to the temporary recall of Johnson & Johnson’s vaccines. Yet as employers, getting all of our workers vaxxed is on the front of our minds. We want to know that our staff and our clients are as safe as possible, yet how can we encourage vaccinations while still respecting an employees’ right to privacy?” queries Rob Wilson, President of Employco USA and employment trends expert.
But are employers allowed to require the vaccination, and even go so far as to require proof that a worker has indeed been vaccinated?
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 delayed medical treatments during the pandemic. They discuss worsening conditions, the impact on the level of claims and health costs, tips for employers, corporate wellness plans, addressing routine checkups, employee communication, and more.
Questions? We’re here to help, info@employco.com
On March 11, 2021, the U.S. Department of Labor (DOL) announced a proposal to rescind the independent contractor final rule. The final rule was published on Jan. 7, 2021 and is scheduled to become effective on May 7, 2021. The DOL’s position is that adopting the rule would significantly weaken worker protections under the Fair Labor Standards Act (FLSA).
Although the final rule’s effective date has technically not yet been canceled, this proposal signals the DOL’s intention to roll back the worker classification test established by the rule at the end of President Donald Trump’s administration.
As a result, employers should continue to monitor DOL communications on this topic for updates regarding worker classification obligations.
On December 22, 2020, the U.S. Department of Labor (DOL) published a final rule to amend employee tip regulations under the Fair Labor Standards Act (FLSA). The final rule was scheduled to take effect on March 1, 2021; however, on February 26, 2021, the DOL delayed the rule’s effective date to April 30, 2021.
Portions Approved to Take Effect – After reviewing the rule for consistency with law and policy, the DOL announced that it will allow provisions that increase worker protections and earnings to take effect in April, including provisions that:
In this issue of the Remote Work Newsletter, we cover the following topics:
To read the entire newsletter, click the following link: Remote Work Newsletter – March/April 2021. This newsletter was written in an employee-facing format and can be used in your company’s communication plans.
In response to the coronavirus (COVID-19) pandemic, states have passed new laws and issued new regulations and guidance about employee leave taken for COVID-19 reasons. These provisions are in addition to the federal Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act, passed on March 18th as part of the Families First Coronavirus Response Act (FFCRA).
In general, employee leave permitted under new state COVID-19 rules and guidance varies with respect to factors like which employers and employees are covered by the leave, the length and purpose of the leave, whether the leave is compensated and at what rate, and whether the leave is provided under a new law or rule, or covered under an existing provision.
With vaccines rolling out across the country and millions of Americans preparing for a post-COVID reality, research suggests that many people would rather continue working from home than returning to the office. A new ‘Return to Workplace Survey’ from Envoy has found that 66% of employees say that they fear for their health and safety, and nearly 48% say they would prefer a hybrid schedule in which they can continue to work from home a few days a week.
But is the desire to continue working virtually rooted in a fear of the virus or is it a preference for flexibility and the ease of working at home?