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The US Department of Labor has reported “a surge in fraudulent unemployment claims filed by organized crime rings using stolen identities that were accessed or purchased from past data breaches.” States that were already overwhelmed by the unexpectedly high levels of unemployment insurance (UI) claims are now having to pursue fraudulent claims to recover benefits that should not have been paid. In addition, it’s important to inform your employees about the prevalence of identity theft and unemployment fraud scams that are occurring across the United States. Employees who have had a fraudulent unemployment claim filed in their name are recommended to refer to the Unemployment Insurance Fraud Consumer Protection Guide from the U.S. Department of Justice’s National Unemployment Insurance Fraud Task Force. With the rise of unemployment fraud cases using information that was obtained from previous data breaches, it’s important that employers and employees implement good cybersecurity practices.

In 2021, companies have been forced to re-evaluate their strategic plans, their organizational design, their ability to maintain a productive remote workforce, their budgets, their need for diversity and inclusion, and the need to include mental health as a part of the work culture. In order to become a more effective leader, today’s managers and supervisors need to actively engage their hybrid (onsite/remote) teams while maintaining social distancing and remote communication. Leaders and frontline managers can engage their in-person and remote teams by connecting (remotely or face-to-face) via similar tactics: gathering feedback through frequent and meaningful touchpoints; building trust in team relationships; seeking out new ideas; aligning on job expectations in this environment, and providing specific direction. While some employees may be apprehensive to seek new employment during the pandemic, the Citrix Talent Accelerator report found that 88% percent of workers surveyed said they would look for complete flexibility in hours and location when searching for a new role.

Beginning April 1, 2021, and ending September 30, 2021, employers with eligible employees (employees who have been involuntarily terminated or whose hours have been reduced due to COVID-19, back to November 2020) could be eligible for the subsidy, which covers the employees’ COBRA premiums. Tax credits for emergency paid sick leave and family leave have been extended through September 30, 2021. The Act adds additional reasons employees can qualify for paid sick leave and family leave including obtaining an immunization related to COVID-19 or recovering from any injury, disability, illness, or condition related to such immunization. The Employee Retention Tax Credit: Employers who have continued to pay wages throughout COVID-19-related closures, or those who have experienced reduced revenue due to the pandemic through December 31, 2021, may be eligible for an extended tax credit.

If employees are friends on Facebook or Instagram, and they see their “recovering” coworker on vacation while they are left “covering” the employee’s workload, it’s easy to see how frustration may set in. The Family Medical Leave Act (FMLA) entitles eligible employees to take up to twelve weeks of leave during a twelve-month period due to a serious health condition rendering the employee unable to perform the functions of their position. The bottom line is if the employee is meeting the restrictions stated on the approved FMLA leave, and they are not violating any of the company leave policies, then there is really no action that can be taken. Finally, remember that any decision to take action must be done so with a careful investigation into the alleged activities while taking into consideration all of the medical information as well as the timing of the vacation as it relates to the leave.