by admin | Feb 25, 2020 | Human Resources, Workplace
In 2020, many people with disabilities use the emotional and physical support provided by a service animal. This means that the workplace has seen an increase of these service animals over the last decade and therefore the workforce needs to be educated on this changing environment. Let’s take a look at what constitutes a service animal and the accommodation of such in the workplace.
Americans with Disabilities Act
The Americans with Disabilities Act (ADA) provides a framework of protections for people with disabilities in the workplace. Title I of the ADA prohibits employers from discriminating against potential candidates and employees with disabilities. In fact, Title I outlines that the workplace must make “reasonable accommodations” for this specific group of people. “Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters.”
“Service Animals” Definition
According to the Department of Justice’s revised Title III of the ADA, a service animal is now defined under Title III as “any dog that is individually trained to do work or perform tasks for the benefit of an individual with a disability, including a physical, sensory, psychiatric, intellectual or other mental disability. Other species of animals, whether wild or domestic, trained or untrained, are not service animals for the purposes of this definition. The work or tasks performed by a service animal must be directly related to the individual’s disability.” Currently, a “service animal” can also include another species of helper: a trained miniature horse. Of course, there are limitations to what a workplace can accommodate in terms of miniature horses and the employer would make those limitations known if approached with the need of a person with a horse as their assistant.
Accommodation Requests & Documentation
When an accommodation is requested on behalf of a disabled candidate or employee, the employer must consider the request. However, the employer is simply required to assess and suggest options for the reasonable accommodation for the employee. Some examples of job accommodations may include installing a ramp or modifying the layout of a workstation. Technology accommodations may be providing sign language interpreters at events or providing screen reader software. The ADA does not specifically address or require the inclusion of service animals in the workplace. So, if the employer has a no-animals-in-the-workplace policy and is asked to allow a service animal for an employee, the employer must consider modifying this policy but is not required to modify it. A “reasonable accommodation” for an employee does not always equal their “preferred accommodation.”
As for documentation for service animals in the workplace, the ADA does allow for an employer to request medical documentation for the need for the disabled person to need this accommodation. It also allows for the employer to request proof from the employee that the service animal is appropriately trained to assist them and that it is trained to not disrupt the workplace under normal conditions. It is worth noting that an “emotional support animal” is NOT classified as a “service animal” by the ADA unless it can perform a specific task, such as sense when an anxiety attack is about to happen in the case of someone with PTSD and the animal helps avoid or lesson that attack.
Conclusion
Every workplace should have written policies on reasonable accommodations for disabled employees. Of course, there is no way to include all possibilities and so the policies can include the language of consideration of requests on a case-by-case basis. The key to this policy is that those who are in charge of assessing accommodation requests must be willing to truly consider the accommodation of service animals.
Resources
Need help? Check out these resources on workplace accommodations for those with disabilities:
Office of Disability Employment Policy
FAQ about Service Animals and the ADA
Employer Assistance and Resource Network on Disability Inclusion
Job Accommodation Network
by admin | Feb 20, 2020 | Hot Topics, Retirement
If you’re like me, your social-media feeds are jammed with headlines about getting “healthy and fit” in the new year. Of course, they’re referring to diet and exercise and common resolutions to drop pounds and work out more often.
But it’s just as important to be concerned about your financial fitness—where you can also drop some baggage and get some strength training without going near a gym. (In fact, if you have a subscription to a gym membership but aren’t going, that’s one financial fix you can make right now.)
Here are some tips to consider for any age:
IN YOUR 20s:
Workout: Have a portion of each paycheck deposited into your savings account, or take advantage of bank programs that “round up” or have other automated savings features. Trust me, you won’t feel this burn.
Diet: Start making coffee at home or at the office instead of going for expensive lattes. Fewer calories, and more money in your pocket. This is a good time to consider getting life insurance (whether you are single or attached) as it is less expensive the younger and healthier you are.
You also need to consider disability insurance, which pays you a portion of your salary if you are sick or injured and unable to work—because who would pay your bills if you couldn’t? Your work may offer this as an employee benefit, so check with your HR department to find out if you have it and what it covers (short-term, long-term disability, etc.)
IN YOUR 30s:
Workout: You probably have a retirement program at work or some other preliminary retirement planning in place. If you don’t, start.
If you do, why not increase the amount you divert into retirement by a percentage point each year—equaling your company match percentage, if they have it, is a good target.
Diet: You may not have gotten life insurance beyond what you have through your workplace, but now is the time to consider an individual policy that you own. Remember, when you leave a job, you typically lose that life insurance offered through your workplace. And, given that life insurance through the workplace usually equals one or two times you salary (or a set amount like $50,000), it’s no longer going to cut it if you have a growing family.
If money’s tight, as it often is with a growing family, lingering student loans, and perhaps a mortgage, a term life insurance policy can protect you through the lean years. But don’t overlook the long-term benefits of a permanent life insurance policy. The cash value can be tapped later for needs that may arise. Plus, there’s nothing that says you can’t have a combination of both.
Also, consider an individual disability insurance policy that you personally own and follows you throughout your career. If you’re relying on work coverage, know that it goes away when you leave that job, and often these policies have bare-bones coverage.
IN YOUR 40s:
Workout: Do you have a financial professional helping you out? Navigating the ins and outs of a growing investment portfolio can be tricky as you move through your career and want to use traditional or Roth IRAs, and the tax benefits of various planning strategies. This may also be the time that you can add a permanent life insurance policy, if you haven’t before, which allows you to accrue cash value and obtain benefits that extend later into your life.
Diet: If you’re still carrying extra debt at this point, it’s time to get that paid down. Tackle higher-interest debts first, and celebrate each paid-off card or loan with … a bigger payment to the next one on the list.
IN YOUR 50s:
Workout: Max out your retirement contributions, especially once your kids are through college. This is also a good time to start researching things like long-term care insurance, and to make sure that your investment portfolio is built in such a way that you can reach your goals.
Diet: It may be very tempting to take on a new debt now: some folks want a vacation home, or the time may be right to start a business. But beware of any super-risky moves that can spell catastrophe with limited time to recoup losses, or that leave you with unexpected bills.
IN YOUR 60s and beyond:
Workout: Evaluate your Social Security situation against your retirement portfolio to determine the best time to retire. Understand the “living benefits” of your life insurance policies and how annuities may help you create a retirement income stream that you can’t outlive.
Diet: Is it time to downsize? It can be hard letting go of “stuff” so that you can go from that four-bedroom house to a two-bedroom condo. But the financial benefit of doing so may surprise you—plus there is less to clean and take care of (not to mention the ease of jetting off at a moment’s notice with no need for someone to look after your home.)
A lot depends on factors like your relationship status, your career path, whether you have kids or not, and what your long-term goals are, and these can change at any time in our lives.
The long and short of it is that just as when it comes to “health and fitness” goals, you’d get an annual physical. Need to know if you’re financially fit? Talk to an insurance professional or financial advisor today.
By Helen Mosher
Originally posted on lifehappens.org
by admin | Feb 12, 2020 | Health & Wellness, Hot Topics
Each February we focus on ways to improve our heart health in honor of American Heart Month. This year we want to help you by turning your attention to the foods you eat and how to make smart choices with our “This or That” challenge!
Below you will see two foods to choose between. Your goal is to choose the food that is the healthier option. Answers can be found at the end of the challenge.
Diet Soda vs Carbonated Water
Skip the drink with the high levels of artificial sweeteners and choose carbonated water! Diet drinks have been linked to symptoms of metabolic syndrome. Some symptoms of this include high blood pressure, high blood sugar, and lower than normal HDL cholesterol levels. Pour yourself a glass of carbonated water and put a slice of fruit in your glass instead!
Butter vs Olive Oil
Pour on the olive oil to maintain good heart health. Butter is full of high amounts of saturated fat. Butter is also known to raise the bad cholesterol levels in your blood. Olive oil and even canola and sunflower oils contain heart healthy mono- and polyunsaturated fats.
Sweet Potato Fries vs French Fries
Warm up your new Air Fryer and start cooking sweet potato fries with a little olive oil. French fries are full of fat and salt and a study linked eating 2-3 servings of fries a week to a higher chance of an early death.
1 oz Salted Nuts vs 1 oz Potato Chips
Pass the pecans, please! When you choose nuts over chips, you are also choosing your health. Regular nut snackers are 14% less likely to develop cardiovascular disease and 20% less likely to develop coronary heart disease.
1.5 oz Dark Chocolate vs 2 Chocolate Chip Cookies
No matter how much you love Grandma’s cookie recipe, your heart needs you to choose the dark chocolate. A study has found that those people who eat dark chocolate 3 times a week reduce their risk of a heart attack or stroke by 11%.
T-bone Steak vs Grilled Salmon Fillet
Just keep swimming! Just keep swimming! Salmon is chock full of omega 3 fatty acids which reduce fat in your blood and reduces clogged arteries. Steak is famous for high levels of saturated fat and LDL cholesterol.
Coca-Cola vs Red Wine
Pop the cork, not the soda tab. Carbonated sodas are full of artificial ingredients and sugar. Red wine has been shown to increase your good cholesterol levels and has many antioxidants that can help protect the lining of the blood vessels in your heart.
You are now a “This or That” Food Challenge winner! Go celebrate with a grilled salmon dinner, a glass of red wine, and a handful of dark chocolate!
Sources:
https://www.webmd.com/heart-disease/ss/slideshow-foods-bad-heart
https://www.hopkinsmedicine.org/health/wellness-and-prevention/5-hearthealthy-food-swaps
https://www.mayoclinic.org/diseases-conditions/heart-disease/in-depth/red-wine/art-20048281
by admin | Jan 28, 2020 | Health & Wellness
Everyone knows that eating healthy, getting exercise, limiting alcohol intake, and not smoking leads to a healthy lifestyle. Did you know that sleep is also an important part of maintaining a healthy lifestyle? With 1/3 of our lifetime being spent sleeping, this part of our life must take importance. Let’s delve into why sleep is important and what you can do to improve this area of your life.
No Snooze, You Lose
At different stages in our life, we require different amounts of sleep. From birth to 4-years old, toddlers need about 11-14 hours of sleep. They are growing and learning both cognitively and emotionally and this takes lots of energy. To restore that energy that is expended during these active toddler years, they require lots of sleep! School-age children are some of the most active humans on the planet. Being at school from 8-3 everyday really wears their little bodies out. Because of their activity, these children need between 9 and 11 hours of sleep each night. As they grow into their teen years, kids need 8-10 hours. And, as adults, we need 7-9 solid hours of sleep a night.
Why?
During our restful time of sleep, our bodies are hard at work restoring, rejuvenating, growing muscle, repairing tissue, and synthesizing hormones. To say the least, our bodies are never at rest. When we are awake and moving, we are busy processing stimuli, converting calories to energy, and growing, to name a few basic functions. When we sleep, these processes continue but our body also does the intricate work of strengthening our immune system, fighting disease and infection, and processing the day’s emotions through dreams. Scientists say the benefits of good sleep include:
- Sharper brain
- Healthier heart
- Lower blood pressure
- Weight control
- Mood boosters
- Steadier blood sugar
Rhythm Section
To get the optimized benefits of sleep you have to get your body in the correct circadian rhythm. According to the National Institutes of Health, “Circadian rhythms direct a wide variety of functions from daily fluctuations in wakefulness to body temperature, metabolism, and the release of hormones. They control your timing of sleep and cause you to be sleepy at night and your tendency to wake in the morning without an alarm. Your body’s biological clock, which is based on a roughly 24-hour day, controls most circadian rhythms. Circadian rhythms synchronize with environmental cues (light, temperature) about the actual time of day, but they continue even in the absence of cues.” Stimulants like coffee and energy drinks, alarm clocks, and even external lights can interfere with this rhythm and therefore have a negative impact on your overall health.
How?
To get the best sleep and the right amount of sleep, you need to optimize that circadian rhythm. Here are some tips:
- Stick to a consistent schedule of both bedtime AND waketime
- Go for a morning walk—getting your body up and moving when it wakes up from overnight sleep helps reset your rhythm.
- Limit evening technology
- bright lights confuse the brain into believing it’s still daytime
- blue lights—specifically in laptops and cellphones—should be turned off within 2 hours of bedtime
Understanding the importance of and the benefits from a good night’s sleep will help you prioritize this task each day. Start doing the basic work of setting a consistent bedtime and build up to turning off that cellphone game early. You can’t afford to skimp on sleep—your body depends on it!
by admin | Jan 14, 2020 | Hot Topics, Human Resources
In today’s business world, there is more pressure than ever to maintain a high rate of growth and reach new revenue goals. And growth usually means hiring.
The work of HR is an important part of that work, especially where fast-growing companies are concerned. There are many reasons why going beyond borders and hiring talent internationally can help a company reach its objectives.
Why International Hiring?
Growing globally Grab Market Share
Over the last ten years or so, companies have seen huge growth, but they’re starting to exceed their size regionally. As a result, companies are hiring internationally to take advantage of new markets and job applicant pools.
Debbie Millin is the Chief Operating Officer for Globalization Partners, the organization behind the Global Expansion PlatformTM. Millin says one popular way companies kickstart their expansion is by hiring sales people in new countries where they want to expand. At the end of the day, companies need to grab global market share and hiring those workers is a good way to start.
Competitive Advantage
Millin says companies are going global earlier and faster than they used to, because if they don’t, someone else can use the idea and set up an in-country competitor. One example: Didi and Uber. Uber didn’t get into the market quickly enough and lost out to Didi.
Accessing a larger applicant pool
Millin says you must go to the talent. As the world continues to develop, it’s going to feel much smaller than it does now. Organizations must start looking outside their current regional offices to scout the best talent available. Unemployment rates are low, and hiring is competitive so staying in your own backyard could severely limit the talent pool.
The Contractor Trap
But acquiring international talent does not necessarily mean hiring contractors. This is one of the common mistakes companies make. Leaders identify great talent in a place like Brazil or France and attempt to hire those workers. The only problem? International contractor laws are the same as those in the United States; if the person acts like an employee, they are an employee. Following this action opens the company up to significant legal risk and financial penalties.
Falling into “the contractor trap” really is a trap, because it’s not always easy to get out. If the relationship with the contractor begins to deteriorate, they could easily expose the working arrangement to the authorities, and you could potentially owe back taxes, fines, unpaid benefits and more.
When companies are truly ready to go after the best global talent, hiring full-time makes the most sense. The best talent wants a full-time role, with benefits, and opportunities for growth.
Where’s the growth?
Based on data from Globalization Partners, Millin says the following 10 countries are at the top when it comes to expansion.
- Canada
- UK
- Singapore
- Mexico
- China
- Australia
- Brazil
- Germany
- India
- South Korea
The UK tends to be the first stop after Canada 90% of the time, but that’s changing with Brexit. Companies are more hesitant to enter the UK of with the uncertainty of what Brexit will bring, showing how important it is for companies to be aware of the social and political issues in a country as you plan your global expansion.
Millin says for HR professionals at companies that have decided to take advantage of the many opportunities associated with global growth, the next step is to figure out how to make it happen.
The Process
Decide whether to set up shop in another country
Opening a compliant business entity in any country is challenging – and some are much harder than others. If the company chooses to set up a branch office or wholly-owned subsidiary, it can take six months to a year, or longer, before the company is legally able to operate in the region, not to mention several thousands of dollars.
Plus, leaders will need to know about local registrations, bank accounts, corporate/tax filings, administering compliant payroll and benefits in country, and more. Some of the “gotchas” to look out for include bank account setup – it can take months. And some countries require in-person signatures. It’s not always feasible to be physically in-country throughout the entity set-up process.
Lack of At-Will Employment
In the United States, companies can hire and fire at will – as long as the reason for termination isn’t illegal. Outside of the U.S., this is an unknown concept. Employers must prove that an employee dismissal is legally justified, and in many countries, that is difficult to do, and evidence must be documented.
If legal process aren’t followed properly, the company can open itself up to a wrongful termination lawsuit, which can be vastly more expensive, and take years to resolve.
No One-Size-Fits-All Solution
Benefits vary from country-to-country and from individual-to-individual. A global company must adhere to the idiosyncrasies of each country’s laws and customs and still offer “equal” benefits to all employees.
On the plus side, so many countries have statutory benefits plans that in some locations your company may not need to provide supplementary benefits at all.
Understanding the local market norms can help you stand out as an employer of choice.
For global teams, HR should shape equitable benefit offerings around perks that maximize the quality of life for the company’s employees within the context of their own culture. Research what benefits are most valued in a particular location, and what other employers are offering in that market beyond what is required. This helps the company stay competitive, and gives the candidate confidence from the very first interaction with your company.
But all of this takes time, as well as local knowledge and expertise, which can put additional burden on in-house HR teams who are managing the process alone.
Going Forward
So what are the options? One solution to expanding internationally is to use a Global Employer of Record. An employer of record is an organization that serves as the employer for tax purposes, while the employee performs their work at a different company.
Specifically, an Employer of Record such as Globalization Partners helps:
- Onboard employees in over 170 countries
- Manage payroll and taxes – compliantly
- Navigate the complexities of local benefits, PTO, and bonus structures
Working with a Global Employer of Record provides a quick time-to-market, until you reach a critical mass in country, or you can continue with this model indefinitely depending on your business.
By Mason Stevenson
Originally posted on hrexchangenetwork.com
