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Still, the Society for Human Resource Management (SHRM) reports that many companies are also looking at expanding their benefit offerings, including adding virtual and telehealth programs and offering enhanced mental health options through Employee Assistance Programs and other avenues. Consequently, they have increased their GDP forecast (to 6.2%) and reduced their unemployment rate forecast (to 6.5%) based on the assumption that consumer spending will accelerate throughout 2021 as people slowly resume normal spending patterns. However, the ability to manage these issues demands the appropriate skills, and a survey from industry analysts at Gartner found that 71% of learning and development leaders say 40% of their workforce “has needed new skills due to changes to work brought on by COVID-19.” CoAdvantage, one of the nation’s largest Professional Employer Organizations (PEOs), helps small to mid-sized companies with HR administration, benefits, payroll, and compliance.

The proliferation of business information creates challenges that are felt especially keenly by small and midsize companies that often lack the resources to store and manage growing volumes of records. This ensures that employers preserve business-critical data in compliance with legal requirements, and it establishes when they can safely and permissibly destroy data and reduce the records management burden. If you don’t hold onto certain records, you may not be able to find the information you need to make business decisions, complete day-to-day work, or produce material for legal activity. To learn more about CoAdvantage’s ability to create a strategic HR function in your business that drives business growth potential, contact us today.

In many cases, that has meant taking special precautions when it comes to their employees with the most risk factors for COVID-19, such as older workers or those with pre-existing health conditions. The National Law Review writes, “Employers should conduct an individualized assessment of any employee’s request for accommodations and should engage in the interactive process to determine if a reasonable accommodation is possible.” Instead, deploy work-from-home programs on an equal basis, screen employees and customers alike as they come in, keep everyone socially distanced, make sure if anyone is working in an enclosed indoor environment that there’s good ventilation, ensure everyone has PPE, and clean and sanitize everything regularly. ·  Remain compliant with all applicable regulations, including the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act (Title VII), the Age Discrimination and Employment Act (ADEA), the National Labor Relations Act (NLRA), Occupational Safety and Health Act (OSHA), Family Medical Leave Act (FMLA) and Health Insurance Portability and Accountability Act (HIPAA).

But moving large segments of the workforce into a remote working arrangement on a long-term (or permanent) basis is an entirely new paradigm for getting work done, and it has significant implications for the future of the workplace. Harvard Law Today asked Sharon Block, executive director of the Harvard Law School’s Labor and Worklife Program, and Benjamin Sachs, Kestnbaum Professor of Labor and Industry and faculty co-director of the Labor and Worklife Program, about how COVID-19 has changed the workplace. They noted, “Issues facing long-term teleworkers are still emerging, and there are early warning signals that there may be psychological impacts, work-family balance challenges, an increase in employer surveillance, and inconsistencies in compliance with wage and hour law. CoAdvantage, one of the nation’s largest Professional Employer Organizations (PEOs), helps small to mid-sized companies with HR administration, benefits, payroll, and compliance.