by admin | Jun 10, 2020 | COVID-19, Financial Planning
COVID-19 has upended life as we know it for millions of people around the world. Many of us—including the young and healthy—are seriously contemplating our mortality for the first time.
As the parent of a toddler, with a baby on the way, I’m definitely in this camp. It’s deeply unsettling to ponder how this virus has cut short so many lives in the span of just a few months.
I can’t escape the reality that I’m not invincible and never really have been. Whether it’s an accident, a terminal illness or an infectious disease, untimely deaths happen and none of us are assured a long, healthy life.
That thought paralyzed me before I decided to take a proactive approach to things. The good news is that there are concrete actions you can take today to protect the ones you love and get some peace of mind during these challenging times. Here are four definitely worth doing.
1. Prepare your will. Not even half of Americans have a will, which is a legal document that spells out your wishes for where your assets go and who cares for any minor children in the event you pass away. If you die without a will, your individual state’s laws will decide where your money and belongings go and who takes care of your kids. As if that isn’t bad enough, dying without a will generally delays the process of resolving your estate and can subject it to additional taxes.
Spare your loved ones from this experience with a will. Many people use a lawyer to draw up a will, especially if they have large or complicated estates. These days, many lawyers can help you via email, phone and teleconference, so don’t let social distancing stop you from getting a will.
Another option is to create a will online. This is a fast and inexpensive option for anyone on a budget or with uncomplicated needs. A few popular resources include LegalZoom, Quicken WillMaker & Trust and Do Your Own Will. (The final option is free!)
2. Create an advanced directive. An advanced directive is another legal document you’ll want to lock down. It explains what kind of medical care you’d want in the event you can’t speak for yourself.
The most common types of advanced directives are the living will and the durable power of attorney. A living will spells out your health care wishes in the event you’re terminally ill and unable to express your wishes or permanently unconscious. Meanwhile, a durable power of attorney is a document in which you name a trusted person to make health care decisions for you in the event you’re unable to do so.
An attorney can help you create an advanced directive or you can create one for free online using a form from your state. (Check your state’s website for its individual form.) If you go the latter route, make sure to check your state’s laws about advanced directives. Some require you to sign them in the presence of a witness, while others require them to be notarized. (And yes, you can now get documents notarized online through services like notarize.com.)
3. Look into life insurance. If anyone depends on your earnings or unpaid labor (I’m looking at you, stay-at-home parents and caregivers), it’s absolutely essential to have at least some life insurance in place. From funeral costs to the mortgage to everyday living expenses, life insurance steps in to smooth things over financially if you aren’t in the picture.
I know the last thing many of us want right now is an added expense. But this is one well worth having—and it’s probably a lot less than you think. A healthy 30-year-old can get a $250,000 20-year level term policy for just $13 a month.
Any amount of life insurance is better than none at all, so contact an agent today to get a policy that works for your life and budget. (Like lawyers and notaries, many of them can work with you over phone, email and teleconferencing tools!)
4. Consider disability insurance. Illnesses and injuries curtail many people’s careers and lifetime earnings unexpectedly every year. With respect to the current crisis, those hospitalized for COVID-19 often have long roads to recovery as well as lifelong complications. Whether the health challenge leads to short-term or permanent consequences, it’s hard to stay on top of bills when your paycheck stops.
This is where disability insurance can be a lifesaver. This “insurance for your paycheck” protects your income until you’re able to return to work. Like life insurance, there are policies for every situation and budget. Learn about the three main ways to get disability coverage.
I’m the first to admit that contemplating these realities isn’t a fun way to pass the time. But something far worse is knowing that the people I love the most would be in a bind if the unthinkable happened. Plus, tackling these to-do’s gave me a much-needed sense of control during these unpredictable times—I hope it does the same for you, too.
By Amanda Austin
Originally posted on lifehappens.org
by admin | Jun 2, 2020 | ACA, COVID-19, Human Resources
The coronavirus crisis has forced human resources teams to juggle more challenges than ever before, from employee benefits and sick leave to new teleworking policies. On top of this, the drastic change in the American workplace has spawned new laws and protocols, while raising questions about how these new regulations affect standing legislation like the Americans with Disabilities Act (ADA). In order to remain fully compliant, HR departments need to keep abreast of the latest developments, especially regarding the Families First Coronavirus Response Act (FFCRA), which officially went into effect April 2. Here’s some guidance on how to remain ADA-compliant while your company implements new policies in response to COVID-19.
Calling In Sick & Recruitment
According to the EEOC, the reasonable accommodation and nondiscrimination regulations mandated by the ADA, as well as the Rehabilitation Act, are still in effect; however, they “do not interfere with or prevent employers from following the guidelines and suggestions made by the CDC or state/local public health authorities about steps employers should take regarding COVID-19.” So as a general rule of thumb, any guidelines or protocols made by the CDC are considered independent from the ADA, and can be acted on accordingly while remaining compliant. Still, there are a few scenarios where the coronavirus takes precedent.
For example, if an employee covered by the ADA calls in sick, employers may request information about the illness, in order to protect the health and wellbeing of the workforce, as reported by the EEOC. If the employee exhibits symptoms of COVID-19, the ADA allows the employer to require the employee to stay home.
The EEOC also offers guidance if an employer is hiring during the crisis. After making a conditional job offer, employers can screen potential hires for coronavirus symptoms—so long as this practice is applied to all employees that are entering the same or similar position.
Employees With COVID-19
If an employee contracts coronavirus, their symptoms would likely not qualify as a disability according to ADA guidelines. Temporary impairments with no substantial long-term impact, like broken limbs, concussions, pneumonia, and influenza, are typically not considered disabilities under the law.
However, according to Littler Mendelson P.C., a legal firm specializing in labor and employment law, an employee with severe COVID-19 symptoms, or one whose symptoms worsen or complicate a pre existing health issue or concern, could be entitled to ADA accommodation or protection. A panel consisting of Littler counsel, shareholders, and associates report that “the ADA requires employers to assess whether a particular employee is “disabled” under the ADA on an individualized basis, taking into account the employee’s particular reaction to the illness, their symptoms and any other relevant considerations.”
It’s also important to refer to your state’s specific disability laws, and pay particular attention to how your state defines disability. If those laws are more lax than the ADA’s, it’s possible an employee with COVID-19 could qualify for disability.
By Bill Olson
Originally posted on ubabenefits.com
by admin | May 28, 2020 | Hot Topics, Human Resources, Workplace
The health of our businesses during these uncertain times may be called “sickly” but the health of your employees and your bottom line doesn’t have to be. While we know cigarettes are a danger to your health, we are just now learning the risks associated with vaping. This trendy new method of nicotine delivery may not only be affecting your employees who vape, but also those who don’t.
FACTS
Vaping is also known as e-cigarettes, e-cigs, and vape pens. The electronic cigarette was first developed in 2003 by a Chinese inventor, Han Lik. The way it works is the vape device heats up a cartridge of nicotine, flavorings, and other chemicals. Once heated, this mixture turns into an aerosol the user can inhale and then exhale a vapor. Since its introduction over 15 years ago, the use of e-cigs has grown exponentially as people believe that this device and vapors are a better alternative to smoking. While not more harmful than traditional cigarettes, using vape devices is definitely not “safe.”
HEALTH RISK
Because it is such a new product, experts are still learning how it affects users. Findings have shown that some of the chemicals that make up the cartridge used to deliver nicotine are linked to serious health issues and even cancer. Recently there’s been an uptick in the number of hospitalizations of young adults with lung disease as a result of vaping. It is also widely available to purchase extra-strength cartridges with double the amount of nicotine in a traditional cigarette. Users are easily addicted to this nicotine which leads to an increase in their use and an increase of long-term health issues.
VAPING IN THE WORKPLACE
As with any addiction, vaping use has spilled over into the workplace. Cigarette smokers usually cost their employer around $5, 800 a year. This is attributed to higher healthcare expenses and lower productivity of smokers due to frequent smoke breaks and greater absenteeism. Those who are non-smokers report that they believe that their own productivity is decreased when their co-workers are allowed to vape in their workspace. Not only that, but the Americans with Disabilities Act (ADA) says that there have been an increased number of those claiming to have odor and chemical sensitivities. This group of people may request coverage under the ADA and therefore the employer must make accommodations in the workplace to protect them and this cost goes against the business’ bottom line.
WRITING POLICY
The number one way to combat the issue of vaping in the workplace is to cover it under your current non-smoking policy. If your business does not have a written non-smoking policy, that should be your first action point to tackle. There are currently 13 states that have banned vaping in the workplace including California, Colorado, Delaware, Florida, Hawaii, Maine, New Jersey, New York, North Dakota, Oregon, Rhode Island, Utah, and Vermont. Banning smoking of any sort in the workplace is a good start. Also, a part of this policy should include the business’ means of supporting some sort of smoking cessation program. For example, the EX program (developed by the Truth Initiative and the Mayo Clinic) gives employers a way to virtually support not only those who are trying to kick the habit, but also incentivizing your workforce to never start smoking. Once you have written this non-smoking policy, introduce it to your employees and then give them a timeframe of 60-90 days to comply.
CONCLUSION
Vaping is definitely a danger for the workplace. Both the smokers and the non-smokers are affected by the vapor of chemicals that is emitted from the vaping device. The best way to protect both groups of people is to write a non-vaping policy into your current non-smoking policy. Not only does this benefit both groups, it will benefit your bottom line.
by admin | May 19, 2020 | Human Resources, Work From Home, Workplace
The traditional workplace of physical offices and desks has changed. The new normal we are all experiencing is the remote workplace. While some are adjusting to this change without any growing pains, some may find it difficult to transition. Follow these tips to help manage your time in this new space.
SET UP A PHYSICAL WORKSPACE
You don’t need to have a home office with a door and desk to have a workspace in your home. Grab a space at your kitchen table or a card table in a corner or even a lap desk on your couch. Make this dedicated workspace the place you do all your work. Doing so creates a familiar location where your brain knows you do your work.
SET A ROUTINE
Just as you had a routine for the normal work week, you need to set up a routine for your home-based work week. This can get tricky because the things that you would normally do to get ready for work like take a shower, get dressed in work attire, eat breakfast, and drive to work may not happen anymore. The folks at Entrepreneur said it best when they said, “Now when you wake up, you’re already at work.” You have to work at setting up a routine so you can accomplish your work goals from home. Set an alarm and wake up at a scheduled time. Set a time that you begin and end work. Take a lunch break. Make sure you schedule in some breaks throughout the day as well.
SET GOALS
Look at your work and set goals to have it finished. This may look like a list of prioritized tasks so you stay on schedule. Goals can be daily or weekly or task oriented. By setting these goals you set a schedule for yourself and you can follow this outline towards their completion. Goals also help you eliminate distractions like the TV being on, looking at your phone, or surfing social media by requiring you stay focused on work to achieve them.
SET UP CONNECTION TIME
A remote workplace does not mean an isolated life. Work to stay connected with your co-workers in creative ways. Have a parking lot happy hour in your cars or in camp chairs to reconnect with your office mates at socially distant lengths. Office Zoom calls allow you to see familiar faces all at once. When you stay emotionally connected with your co-workers, you create a culture of support in your office and that’s something we all need!
During this uncertain time in all of our lives, there are tools to help us. Keeping up with work tasks and staying connected to others helps provide the stability that we all crave in this moment. Make sure you keep these tools handy!
by admin | May 14, 2020 | COVID-19, Work From Home
For many of us, the experience of working entirely from home is a new one. It has required us to rethink the way we work and function as a team. Many of the routines, patterns, practices, and processes we have created over time are no longer effective, and we’ve had to institute new means of collaborating, getting our work done, and elevating the people around us.
With all these changes, there’s bound to be confusion and concern among employees about what’s expected of them. Fortunately, leaders can do a lot to soothe these fears and provide clarity. Below are a few practices I recommend.
Deliberately model what you expect to see
For many employees, working from home during the COVID-19 pandemic has meant navigating a new work environment with new demands, distractions, and interruptions – each of which brings additional stress and frustration. In these circumstances, employees need guidance on where the company can be flexible (e.g., work hours or pace) and where they need to toe the line (e.g., company values).
It’s important to communicate your expectations, whether verbally or in writing, but the most effective strategy is simply to show employees what you expect. Images are powerful, and right now they have the power to clarify and reassure. It’s one thing, for example, for an employee to hear from their manager that it’s okay for them to take a moment here and there to tend to a child’s needs; it’s quite another for an employee to witness their manager tending to their own child’s needs. The former instructs; the latter makes the lesson real. In my own practice, I put 2-3 breaks with my family each day on my public calendar, so employees understand that taking a few minutes out of the day to care for your family is not only accepted but encouraged. Showing rather than simply telling also emphasizes the shared experience: We’re all in this together.
Share your own challenges and creative solutions
Employees won’t see most work-from-home challenges that their leaders face on a day-to-day basis, but knowing their leaders are in the same boat can be both comforting and confidence-building. Share with your team the challenges or emotions you’re working through, and any personal learnings you’ve had about ways to manage this crisis. Your employees don’t necessarily have to do things the same way you do — you’ll get better engagement, focus, and commitment by trusting them to find their own strategies. The more important thing is to communicate that they can be open with their challenges, and that those challenges are legitimate and there’s hope for the future.
Reach out socially and encourage employees to do the same
I’ve encouraged the teams here at ThinkHR and Mammoth to schedule regular, optional social time together. Midmorning coffee hours and late afternoon happy hours have been popular. We also recently celebrated our families with a virtual “Bring Your Kids to Work Day” bingo game. I hosted, and we were thrilled to see 50 kids join the call.
Employees may be hesitant to start or participate in virtual social events, especially during work hours, if they don’t feel the activities have their leader’s support. You can set an example here not only by giving the green light to occasional fun occasions, but also by participating in them. I try to join one virtual team happy hour each week, and I’m confident I get as much or more out of it as our employees.
I also recommend regularly asking your team members on an individual, unplanned basis how they’re doing and what they may need. Encourage them to do the same with their colleagues. We don’t have the benefit of spontaneous office encounters to strike up conversations and check-in with each other. We all have to be more deliberate about personal interactions. As elsewhere, you can set an example here.
by Nathan Christensen, Chief Executive Officer, ThinkHR
Originally posted on ThinkHR.com
