As 2021 comes to a close, the pandemic’s far-reaching implications continue to unfold as new data and updated trends continue to emerge for large populations and by generation.
The pandemic has made drastic shifts in many people’s financial lives. Roughly 20 million Americans stopped contributing to their retirement savings during the pandemic.
On October 6, 2021, the IRS released Notice 2021-58, which clarifies the application of COBRA election period and premium grace period timeframe extensions due to the COVID-19 pandemic.
As the pandemic continues, employers are considering how best to prepare and support their employees from health and safety, educational, and legal perspectives whether they have been in the workplace throughout the pandemic or will return in the future.
The renewed spread of the COVID-19 virus and increased hospitalization rates in various parts of the country, coupled with lagging vaccination rates, have prompted many employers to consider various ways to encourage employees to receive vaccinations.
While the introduction and administration of several COVID-19 vaccines have brought a newfound hope for a swift return to normalcy, they have also unlocked novel grounds for employee lawsuits in the workplace.
Fringe benefits plans are vital in building an appealing company culture that attracts the right workforce. Employees who feel comfortable and influential in their work environment have a higher motivation to achieve.
The Delta variant―a new, more transmissible form of COVID-19 that is causing more severe disease―is spreading rapidly throughout the world and currently poses a threat mainly to the unvaccinated and partially vaccinated.
Last week, the Equal Employment Opportunity Commission (EEOC) updated and expanded their technical assistance Q&A addressing employee rights and employer obligations under federal equal opportunity laws. Specifically, the updated guidance provides clarification for employers with questions regarding COVID-19 vaccination programs.