Many had no choice but to quit their jobs. Many were forced to make the difficult decision to refrain from seeking new employment when they no longer had jobs due to the economic downturn.

Employers seek to retain their employees. That has led to the consideration of childcare subsidies as part of benefits packages.

Childcare subsidies are usually employer-provided spending accounts or bonuses to help employees cover part or all of their daycare costs and other educational expenses.

How can employers make childcare subsidies fair?

Many companies aren’t offering childcare subsidies to the parents in their workforce. The main reason they cite for foregoing this benefit is that those who have no children or those who have grown children might feel slighted by an employer that offered a benefit they couldn’t receive. Some employees might claim discrimination which could lower productivity or morale.

Some companies provide different benefits instead of childcare subsidies to those who don’t need childcare. One of the options is offering elder care subsidies instead.

Other suggestions include adjusting deductibles for company-provided healthcare plans, adjusting contributions to the 401k retirement plans, contributions to health savings accounts, life or disability insurance coverage, and even considering tuition reimbursement. Each of these allotments can vary based on eligibility for the childcare stipend.

Some companies offering subsidies have opted to explain that assisting those workers will help keep workloads in the office balanced. For example, if a parent must take paid time off or call out at the last minute because childcare arrangements fell through, the brunt of their workload could fall to their colleagues to handle.

How can employers reduce costs and stress for parents?

Parents who don’t receive a subsidy and can’t afford to pay for childcare on their own have an increased stress level.

Working from home while little Johnny or Susie is constantly begging for attention causes undue pressure on someone who is choosing to work from home. Managing a full-time job is hard enough without combining it with full-time parenting during the same hours.

Companies that offer childcare subsidies can increase employee engagement and satisfaction. They can accomplish this while also earning loyalty and increased productivity from those same employees.

Tax credits for employers who supply childcare subsidies

Employers that supply childcare subsidies will also benefit financially from a yearly tax credit. The credit is up to $150,000 for those who use it for qualified childcare services or facilities. Employers must complete IRS Form 8882 to receive this tax credit.

Childcare subsidies can be started with a flexible spending account (FSA). One benefit of using an FSA for childcare subsidies is that payroll taxes are reduced. This is because employers contribute pretax dollars to the FSA.

Employers that supply childcare subsidies will also benefit financially from a yearly tax credit.

Employees can decide what amount to contribute to this kind of childcare subsidy. Those who want to send their children to a more expensive childcare program can use pretax dollars to pay for it using an FSA.

Workplaces that hire essential workers could have the option to take advantage of government-run programs for childcare. Employers could also access employee assistance programs (EAP) to help employees find childcare or pay for it.

Companies can offer PTO to all employees

Ideas include granting every employee personal time off for special circumstances. Those circumstances include a sick child who is unable to attend childcare programs one day, or when childcare is closed.

If a company opts to handle things this way, management can also offer this kind of personal time off to those who don’t have children. Those employees can use personal time off for appointments or other obligations that must be taken care of during business hours.

This solution may not entirely correct the issue of absent employees. However, it might help that everyone would receive the same PTO.

Another option for helping with childcare is for HR to find a nearby childcare facility willing to offer discounted rates to the company’s employees. Larger employers or those with more money to allocate to employee benefits might consider establishing a childcare center onsite for employee use.

Onsite facilities should offer childcare at a reduced rate, so employees can easily afford to take advantage of it. Allowing employees to access their children during the workday can boost employee loyalty and morale.

Considerations when offering childcare at the workplace

Since the pandemic began, childcare has become an ever-increasing issue for workers. Some childcare centers have remained closed even after many companies reopened for in-office workers.

Others have changed their healthcare policies in response to the pandemic. Now, issues that were once no big deal (a runny nose due to allergies, for example) could now cause children to be turned away from their daycare center.

Here are some things companies should consider before offering childcare in the workplace.

Is the workplace safe?

Some worksites are not safe for children. For example, those who work in a factory probably shouldn’t have their children on the factory floor with them. Some restaurants might consider allowing children to be in front-of-house while servers work. However, they shouldn’t be allowed in the kitchen area.

Offices might be open to having children quietly “work” alongside a parent if there isn’t childcare available. However, it’s likely to be considered unfair if a company offers the benefit to one group of workers but can’t offer it to everyone.

Will children affect productivity?

Children who occasionally come to the workplace may distract workers somewhat because the workers want to say hello. However, children being in the workplace may cause serious detriment to productivity. At that point, a company should assess whether allowing children to come to work is of greater value than cost.

Children who spend time napping, reading, quietly doing homework, or watching videos likely won’t be as much of a distraction as those who constantly need someone to play with them or find things to keep them occupied.

Where will children stay during the workday?

An empty conference room could be used for a temporary “child zone” at the office. Alternative ideas are placing a beanbag or small chair near the parent’s work area.

How will the presence of children affect customers?

Whether customers will object to seeing children in the workplace largely depends on the type and size of the business making the accommodations for them.

Small retail shops or private offices may not be affected as much as larger businesses or businesses with a magnitude of clients who enter and exit regularly. Employees will be responsible for overseeing their children’s activities unless the company opens a full-time daycare center.

Working with parents to find solutions is a must for retention

The pandemic changed the workplace dynamic. There is no way around that. Companies that want to retain their employees must reconsider how they work with parents who need childcare solutions. HR and management can consider options such as flexible schedules, childcare stipends, and in-house childcare solutions.

The post Should Childcare Stipends Become Part of an Employee Benefits Package? appeared first on Workest.

Without vision insurance, each routine eye exam can cost around $100. After that, a decent pair of glasses or contacts can cost a person upwards of another $100-$200.

Between the sizes of the provider networks, to monthly premiums, coverage details, and more, vision insurance shopping can be daunting. This is especially the case for professionals who manage employee benefits who are trying to take care of a group of people and their vision needs. For them, applying vision insurance to a health package should be a top priority.

Comprehensive eye health for an employee plays a part in their overall productivity as it helps enable them to do their jobs effectively. Proper eye care reduces the chance of emergencies due to poor vision, like car accidents during an employee’s commute. This would be detrimental to their lives and their ability to do their jobs well, if at all.

Emergencies aside, the world is becoming more technologically advanced, and staring at computers all day can take a toll on the eyes. Just having an extra layer of protection against blue light emitted from screens can reduce the number of headaches, eye strain, and blurred vision.

Plus, 87% of surveyed employees declared that they are more likely to stay with a business if they are offered vision benefits of some sort. That said, employers should be seeking the best strategies for finding high-quality, cost-effective vision care for their employees.

How many employees justify group vision insurance?

From small businesses to enterprises; companies of all sizes can have group insurance. Technically, a company in most states only needs 2 employees to be eligible for group insurance. Businesses with 2-50 employees are considered small businesses and can still qualify for a small group health program.

The Affordable Care Act requires that companies with 50 full-time employees or more report health coverage. This law also includes health insurance companies and self-insuring employers of any size.

While this doesn’t encompass vision coverage, only 35% of employers offer vision insurance. This is a small percentage, considering the massive size and growth of businesses as of late. Companies of all sizes should consider taking on vision care costs to get a leg up on the competition in a stingy job market.

How much do group vision benefits cost?

Contrary to what many believe, group vision benefits are relatively affordable. Monthly costs per employee can vary from $5 to $15. Businesses that go through the Small Business Health Options Program may be eligible for tax credits that credit 50% of premiums paid.

Bundling vision insurance with other benefit plans can help reduce costs even further.

Bundling vision insurance with other benefit plans can help reduce costs even further. Many group health companies will offer bundled discounts, with more benefits added to a plan.

Coupling life insurance and dental with vision and health insurance could curb some of the costs involved with a comprehensive benefits package and will look extremely appealing to potential talent.

Vision care costs can be paid fully, or partially by the employer unless they’re offered voluntarily to the employee. Voluntary benefits allow employees to have power over their coverage expenses.

This can give them a choice of enrolling and paying for all or part of their vision benefits as they see fit, and effectively minimizes costs for the employer as it reduces it down to a needed basis.

To find the best competitive prices possible, it will help to do some shopping before coming to a final decision. Insurance companies offer varying prices depending on the volume of policyholders and the level of benefits sought.

What do vision insurance plans cover?

Under the Affordable Care Act, all plans in the Health Insurance Marketplace include vision coverage for children ages 19 and younger. People can purchase “standalone” vision insurance for adults separately outside the Marketplace.

When shopping for vision insurance, it’s important to understand that vision insurance and medical insurance plans operate a little differently.

For one, medical insurance plans often offer unlimited benefits after a certain number of deductibles are met. Vision insurance could operate as discounted wellness benefits plans, which only provide coverage for specific features.

Essentially, vision insurance under a health benefit will cover part or all costs incurred from eye exams and glasses. This includes lenses (for glasses and contacts) and frames for glasses. Typically, vision coverage renews each year, allowing enough room for annual exams and a new pair of glasses or contacts every year.

Vision coverage usually doesn’t cover surgeries or procedures, like Lasik or cataract surgery. Some plans will help with partial payments for these. However, ultimately, surgical procedures will be the responsibility of medical insurance or the patient to cover.

Other eye care costs that aren’t typically covered in full by insurance include bifocals, certain coatings, polarization, and designer frames.

There may be some upgrades to policies that an employee can voluntarily choose. That may make vision insurance more worthwhile. This could include the option to raise a cost allowance per year at an additional cost.

What should employers look for in a vision insurance provider?

There are a variety of vision insurance companies available for employers. Finding the best one that provides cost-effective, high-quality care doesn’t have to be challenging.

There are a few key features to look for in a vision insurance provider that will meet the needs of employers and all their hardworking staff members.

Provider network

A provider network consists of a list of healthcare providers who provide vision care to members of an insurance provider. For vision, these can look like independent vision practitioners, retail chains such as LensCrafters, and online providers like Glasses.com.

It will help a company to know what these providers look like and if there is availability for them in their area. Some great insurance companies can have thousands of providers that span a variety of areas. Vision insurance purchasers should also see if access to outside-network providers is allowed, and at what cost.

Coverages

Each company will have various coverages that they will offer. For example, some companies don’t cover add-ons for retinal scans, pupil dilation, or Lasik assistance.

A good choice for vision insurance will cover the basic treatment of eye problems and illnesses. It will also include an allowance for corrective eyewear. Allowing full or partial payment for surgeries is a plus.

Waiting period

Some vision insurance companies will allow their customers to begin using their plans immediately.

However, some require a short waiting period. This may be an inconsequential 30 days for some employers. However, it could matter to some small companies on a budget trying to quickly enact health and vision plans for their employees.

Consider offering vision insurance to stay competitive

If an employer doesn’t currently offer vision insurance, there’s no better time to start. The post-pandemic job market is more competitive than ever, and the best talent is only going to look for careers with companies that have their best health interests in mind.

Businesses should begin looking over their budget for the next year concerning healthcare costs. There are ways to successfully apply vision insurance to existing benefits packages and create a happy and healthy work environment.

The post How to Choose the Best Vision Insurance for Employee Benefits appeared first on Workest.

It’s time for companies to confirm they are making the correct efforts to retain their current workforce. Organizations must ensure they are making every effort to drive employee job satisfaction.

Statistically, employees who report being satisfied in their work life are more likely to stay with the company. For companies to ensure their employee retention programs are working, they must first understand why employees may be choosing to leave.

Why are employees leaving their companies?

When employees choose to leave, the HR department’s greatest tool is the exit interview. An exit interview can provide insight into why an employee has decided to leave.

These interviews also give the employee’s perspective of the organization’s inner workings and can help determine if employee retention strategies need to be adjusted.

Some of the reasons given for leaving the job include:

• They need more money.
• They want better or different benefits.
• Employees feel they are overworked or are doing jobs that aren’t theirs.
• They find virtually no room for advancement in their chosen career with their current company.
• Workers feel they are spending all their time at work and none of their time living.
• They don’t feel their achievements are recognized or their work is appreciated.
• Employees need a change, or they’re bored with the current trajectory of their career.
• They feel like the company is floundering rather than flourishing and are unwilling to go down with the ship.
• The company culture isn’t a good fit for their personality.
• They’ve found better, more attractive opportunities elsewhere.

What are top strategies for keeping employees satisfied?

Employees with highly sought-after skills will find new opportunities quickly if they leave their current company, even in areas where employers are valued more highly than employees.

Even during the worst of the pandemic, many companies continued to recruit top talent, so businesses must work quickly to ensure their retention strategies are working appropriately. Here are several areas where employers can boost job satisfaction and employee retention.

Start at the beginning with onboarding and orientation

When new hires enter the company doors for the first time, they will understandably be nervous, so HR and management should take that critical moment to create a successful relationship with them.

The employee onboarding process should teach new employees about the company culture and the job.

The employee onboarding process should teach new employees about the company culture and the job. New hires should be taught how they can contribute to and thrive within the culture.

Introduce them to other members of the team. Teach them policies and show them where everything is. Remember that the first few days within the company’s walls will set the tone — pleasant or unpleasant — for their entire time with the firm, so provide superior training and support during the onboarding and orientation phase of the hiring process.

Make mentorship programs a priority within the hierarchy

Many organizations have adopted the attitude of “We’re better together” with mentorship programs. That’s because they see the benefits of pairing or grouping employees for various tasks during the workday. Pairing a new employee with a mentor benefits both the new employee and the existing staff member.

For the new employee, someone is there to provide guidance on company policy or other day-to-day workings within the company. The mentor gets a fresh perspective from the new hire, and they can discuss ideas for new projects or work together whenever appropriate.

Not to mention, trusting an existing employee to be a mentor helps to let them know that management is confident in their abilities.

Employee satisfaction is often tied to their compensation

Most of the time, employees don’t report leaving a job to take one that pays less. Rather, they move to a position that pays more, so employers must keep salaries competitive in their industry if they want to retain top talent.

Offering better healthcare, retirement plans, or other benefits packages might help keep employees more satisfied if a company can’t compete monetarily with their nearest competition.

In some regions, sign-on, yearly, and holiday bonuses are ways to retain employees if their salaries aren’t quite as large as the competition across the street.

Bring in employees and keep them by offering perks

One of the best ways to stand out above the crowd of opportunities is to offer perks. Perks are different from benefits because they aren’t legally required offerings. They’re extras — an onsite gym, for example. If the company already offers parental leave, perhaps it’s time to consider offering it to adoptive or foster parents as well as natural parents.

A good way to determine which perks would benefit the employees is to have HR conduct a survey. Employees might appreciate different things depending on the area and the company’s makeup. Why not ask employees what they want if the goal is to increase employee satisfaction?

Offer wellness programs that honor the whole person

Mental, physical, and financial wellness are essential to keeping employees satisfied, and offering programs to help ensure employee wellness is a sound business practice.

During the pandemic, many employers began to recognize the importance of maintaining overall wellness for employees. Companies can offer classes or reimbursement for programs that help support all aspects of an individual’s health, from mental health to fitness level to financial independence planning.

Make communication within the company easy

It’s the management’s responsibility to develop a system to keep lines of communication open and flowing. With the current shift to flexible work schedules, clear communication among teams has become more crucial. Team members should feel comfortable speaking with each other and management about ideas or issues.

Provide performance feedback more than once a year

Gone are the days of the annual performance review. Now, employers are encouraging more frequent performance feedback. In these meetings, they discuss goals, struggles, and plans.

Now, employers are encouraging more frequent performance feedback.

Some employers utilize a self-evaluation technique to learn what the employee thinks of their performance before their individual meeting. This gives them insight into the employee’s concerns about their performance and allows the manager to provide feedback addressing the areas where the employee feels deficient. It also allows the manager to learn what areas require more training.

Implement exceptional training and development programs

For employees to compete in the ever-changing world of technology, employers must commit to providing training and development programs to keep them at the top of their fields. New software solutions or updates to current programs are constantly being issued.

To stay on top of technological changes, employees need access to the appropriate training, whether that consists of workshops or individualized training sessions.

Regardless of how the company does it, professional development should be a priority if they want to retain their employees. A bonus is that this helps with succession planning.

Create a system for internal recognition and rewards

One of the biggest complaints of employees is feeling unappreciated for what they do at work. With the current flexibility of work-from-home employment, it can be even harder to let employees know they are appreciated.

However, one way to improve employee satisfaction and increase retention is to create an incentive and rewards system. Perhaps consider holding a company picnic in the spring or summer and combining that with an awards day.

Honor employees who have been with the company for varying lengths of time with special gifts. Recognize achievement by treating everyone to a catered lunch on the company. The rewards don’t have to be expensive, either — just something that shows management noticed the hard work the employees have put into the job.

Help employees create a satisfactory work-life balance

Since the pandemic, employees are more aware of how much time they spend away from their families and friends and at their jobs. People are no longer satisfied being married to their jobs. They want a life away from work and for their managers to know and understand they need that.

With flexible work from home arrangements, it’s an even more precarious balance between work and home life. The tendency is to check emails or log in to check “just one thing” at any given time.

That blurs the lines between work life and home life even further. Management and employees must work together to create boundaries that facilitate a better work-life balance.

Allow flexible work arrangements whenever possible

Many employees found during the pandemic that they enjoyed working from home and were also as productive, if not more productive, at home. If companies are truly interested in employee satisfaction, they should consider what they can offer in remote work.

If companies are truly interested in employee satisfaction, they should consider what they can offer in remote work.

Even if employees can’t go to permanent remote status, flex time or hybrid options could be enough to keep employees with them rather than looking elsewhere.

Manage any changes effectively and efficiently

One thing everyone learned during the pandemic is that we all must be ready to adapt at a moment’s notice. Sometimes those changes are good, and sometimes those changes are irrevocably damaging.

If management doesn’t handle change efficiently and confidently, employees won’t have confidence in their leadership. Employees who lose faith in leadership won’t remain loyal to the company.

Perhaps the best way to maintain employee confidence in the company when it’s going through changes is to maintain effective lines of communication. When management keeps the team informed and is willing to answer questions honestly, employees feel less anxious and more willing to wait out the storms.

There is no “I” in team

Many a high school or college coach has said, “Remember, there is no I in team.” While that may sound like an oversimplification of the point, it’s valid to emphasize that employees should be treated like a team rather than individual stars.

The simplest way to promote teamwork is to provide opportunities for people to collaborate on projects. When the company has sales meetings or progress reports, for example, allow time for ideas or issues to be discussed among team members.

Milestones should be celebrated

Has Jack been working with the company longer than anyone else? That’s a significant milestone and should be celebrated. Did June pass 25 years in the art department? Consider catering lunch to celebrate her achievement.

Did the team finish a huge presentation a full month before the client wanted it? Everyone gets Friday off with pay to celebrate. The point is large or small milestones should be acknowledged.

Improving employee satisfaction and retention is vital

These tips are just a few ideas for improving employee satisfaction and retention. While no action guarantees that employees will stay, companies can significantly improve the chances of retaining employees if they acknowledge the need for action to help ensure job satisfaction.

The post Is Your Employee Retention Program Working? appeared first on Workest.

Flexible, family-friendly perks help lure in and maintain the presence of exceptional employees. Adoptive families require the same parental flexibility as other employees. Understanding and catering to their parental needs reap great benefits for a company.

In 2021, 36% of employers offered paid leave to adoptive parents. More businesses can follow this action and provide inclusive adoption assistance to employees. These policies can suit the budget requirements of a company. Plus, they still deliver benefits to all employees.

What is adoption assistance?

Adoption assistance is a voluntary program offered by employers. It helps employees pay for expenses related to the adoption of a child. This could include financial assistance before or after adoption. Plus, it can incorporate parental leave policies or just informational resources. For example:

• Informational resources include adoption agency referrals, support groups, or other adoption-related organizations.
• Financial assistance for employees could mean a few things. Companies could partially pay or reimburse an employee for adoption. They could also pay for a piece of any costs related to These costs include attorney or adoption fees, travel, and court expenses.
• Parental leave policies are typically required after an adoption takes place. This can look like a maternal or paternal leave for a few weeks. Many employers will allow their employees to take extended unpaid leave as well.

Offering adoption assistance to employees: 5 benefits

Creating an adoption-friendly workplace offers its fair share of perks for employers. Adoption assistance allows employers to attract the right people. Even better, they can keep them working for their businesses.

Creating an adoption-friendly workplace offers its fair share of perks for employers.

Below we list at least 5 pros for providing adoption assistance as part of your benefits packages.

Increased productivity

Flexible working arrangements for employees make them happier and more productive at work. The same uptick in performance pertains to working adoptive parents. They’re granted the same accommodating leave as other parents. This helps them feel included.

Effective work-life balance lets employees enjoy spending time with their families. Now they have the time necessary to facilitate a happy home. This means they can apply better attitudes toward their work.

Adoption assistance leave policies are like PTO or FMLA for adoptive parents. If they need the time to submit adoption fees or spend time with their newborn, they can.

This destigmatizes the thought that employees need to earn flexible work arrangements. As a result, they’re happier being at work. This provision helps increase their professionalism and helps raise revenue.

Positive branding

Businesses should create a safe space for alternative family building. It provides a positive public opinion. Prospective employees become aware of how employers make their employees happy. This forward-looking perception of a company increases brand satisfaction.

Positive brand equity impacts faster growth. Companies can spend less money on advertisements from an improved reputation.

A company’s brand specifically entails how the public identifies with its purpose. To stay relevant in their industry, companies must relate to their audience. Adoption assistance is the type of incentive that boosts an outlook on a business.

The better a job seeker perceives a business, the more accredited its services seem. As a result, positive brand equity impacts faster growth. Companies can spend less money on advertisements from an improved reputation. This leads to better customer loyalty, increased sales, and a higher profit margin.

Better inclusion

Inclusion starts at the top of a company. Non-traditional voluntary familial perks are great additions to other inclusive employee benefits.

Therefore, employer-provided adoption assistance policies facilitate the company’s development of a more inclusive work environment. They display the most tolerance toward workplace diversity.

Paving the way for more workplace diversity reduces employee turnover. Plus, it increases workplace confidence. Without the potential for certain biases, workers feel more likely to be heard by leadership.

52% of adoptive parents are unable to have a biological child. Businesses should acknowledge these parents’ struggles and offer a reasonable accommodation. Adoption assistance provided by an employer shows nourishment to all types of families. Whether or not soon-to-be parents use these benefits doesn’t matter. The fact that the option is available speaks volumes.

Competitive edge

In 2021, health insurance was available to 49% of US employees, and 79% had access to paid sick leave. These are now commonplace perks that the best talent expects as a bottom line. To compete with top companies, other businesses must do more to stand out.

Adoption assistance is a non-mandatory benefit that attracts forward-thinking and innovative talent. This provides a leg up over the other businesses on the market as a leader for sponsoring families. Demonstrating good-faith-gaining approaches like these makes businesses more:

• Reputable
• Recognized
• Cutting-edge

Making a statement in an industry instills more value in a company. Adoption assistance helps make this happen. It leaves room for more employee and customer preferences.

Talent retention

The best employees are more likely to stay with their employer when they have the right perks. 42% of employees say they would leave their job for a business with better benefits. Many employees even find that benefits are more critical than high compensation.

Those who incorporate adoption assistance will experience more loyalty to their business. This occurs even if employees don’t use these benefits. They just appreciate being a part of a supportive environment. Feeling comfortable in their working environment is what drives progressive company culture.

A positive work culture is an essential facet of job satisfaction. A toxic culture could be the cause of mass resignations in the US. Companies need to combat this and many more issues to retain their staff. They need to take heed of how their workers feel and how they relate to one another.

Those who incorporate adoption assistance will experience more loyalty to their business.

Promoting goodwill among employees provides staff with proof that they’re cared for. Not only do they feel included by their co-workers, but by their supervisors as well. Displaying an effort to make employees happy creates a more open work culture.

Bonus: Affordability

Contrary to what many businesses may assume, adoption benefits are affordable. As a voluntary benefit, not everyone will use it. Therefore, with such a small number of eligible or active participants, adoption assistance becomes more affordable.

Companies should consider adoption assistance as a security blanket. It’s better to have it and not need it than to need it and not have it.

Conclusion

Adoption assistance is a beneficial way to help employees with support. More employers are seeing the value in offering adoption assistance to their employees. Those with a desire to adopt may especially see the value.

This benefit allows them to retain qualified candidates. It shows appreciation for adoptive parents and offers a way to assuage some of their frustrations.

With more inclusive benefits in place, businesses can set themselves apart from the competition. Essentially, it sets more egalitarian standards for working parents as a whole. It’s cost-effective and establishes employee trust, and reduces turnover rates. Most importantly, it helps new parents develop stronger bonds with their children.

The post 5 Pros of Offering Adoption Assistance to Employees appeared first on Workest.

As businesses regain their footing, they’re beginning to reassess their spending. The labor market is full of competition, all marketing toward the best candidates. They’re finding the best strategies to attract and maintain top talent. To be competitive, companies are offering:

• Better compensation
• Fancy benefits
• Financial stipends

Job seekers are trying to conquer inflation just as businesses are. They’re no longer settling for uncaring, unreasonable companies. Transportation stipends are a unique way to help employees through these unprecedented times.

How inflation impacted businesses and employees

Inflation is a measure of the changing prices of goods and services, usually due to currency devaluation. Economists take the Consumer Price Index (CPI) and measure its purchasing power based on the costs of various items. This includes essential goods like food and medicine.

Inflation is a real problem. It can make it difficult for employees to make ends meet. At the same time, inflation has been a challenge for employers that wish to fairly reward their employees.

Usually, businesses feel the effects of inflation first. They must maintain supply and demand for their customers and plan around rising prices.

Since recruiting can be costly, businesses are trying to keep their employees now more than ever.

Considering their tighter budgets, companies have cut unnecessary expenses. Since recruiting can be costly, businesses are trying to keep their employees now more than ever.

These employees have:

• Families
• Homes
• Aspirations

They have to manage an increase in grocery expenses and hope they’ll get paid enough to compensate.

Employees and employers need each other. Without dedicated workers, businesses can’t scale properly. Without work, employees can’t afford the cost of living. To make their relationship mutually beneficial, companies are taking action first. They’re finding ways to best retain and attract their workers, including raising compensation levels.

Exploring transportation stipends as a solution

As it pertains to intensified costs, gas prices have substantially increased. By November 2022, the average price of gas in the US was 68.3% higher than it was in 2020. With so many employees going to work on-site, this causes a few problems. Not only do they have to readjust to on-site work again, but they’re paying more for it now.

Transportation stipends can help employees get to work and back home without breaking the budget. A transportation stipend is a defined amount of money paid to support employees with work-related traveling costs. It’s typically a fixed allocation of funds available throughout the year.

Creating a policy and budgeting for transportation stipends can be pretty straightforward. This can be a flexible offer for employees to use at their discretion. On the other hand, this perk can include specified travel costs. This could be all or partial payment toward:

• Commuting expenses
• Hotel room allowances
• Meal expenses
• Mileage reimbursements
• Parking fees
• Rental expenses

Many businesses require receipts to validate expenses. There aren’t any federal laws related to this type of policy. As such, they can be amended to suit the needs of a business. It should be affordable and easily implementable. Employees should clearly understand new policies like these so they can get the most out of their new opportunities.

Transportation stipends let everyone know that a company is willing to help offset the costs of getting to and from work.

This has the potential to alleviate the costs associated with company travel. This may especially be beneficial to employees with longer commutes. Employees who need to attend events and meetings typically receive help with the costs of necessities along the way.

The benefits of offering a transportation stipend

Offering a transportation stipend can help businesses as much as employees. In-person employers can significantly benefit from contributing to travel costs. With the current rate of inflation, the cost of transportation is increasing and can be a deterrent to potential employees.

Speaking of potential employees, a travel stipend could help attract top talent to an organization. Transportation stipends let everyone know that a company is willing to help offset the costs of getting to and from work. In these times, being repaid for coming to work can be a significant bonus for team members.

Flexibility is essential for a win-win relationship between businesses and employees. Travel stipends offer reasonable accommodation for those with travel troubles. Companies should consider implementing travel reimbursement policies in travel-focused industries. This could include employees such as:

• Civil servants
• Contractors
• Event planners
• Executives
• Flight attendants
• Recruiters
• Sales representatives
• Travel nurses

Being forward-thinking is a staple of competition. Therefore, it helps if companies are socially aware. 74% of employees in a study found that their jobs were more satisfying if they positively impacted this issue. Transportation stipends assist employees in traveling to fulfill their social or environmental responsibilities.

A transportation stipend can be a great way to demonstrate a commitment to helping employees save money and make the most of their time. Providing a transportation stipend helps employees save money on their commutes. From this, employers can positively impact their employees’ ability to manage their finances and make ends meet. This can be a welcomed source of financial relief for many employees.

A transportation stipend is an easy way for employers to make employees feel valued. Their appreciation of employees doesn’t go unnoticed. Ultimately, this is a great solution to inflation that shows genuine care for employees.

Final Thoughts

Contributing to a transportation stipend is an excellent way to show appreciation. It also demonstrates a company’s dignity when providing employees with financial security and protection from inflation. It is a win-win situation for both employers and employees.

Employees are taking to the internet to talk about their experiences at work. Potential talent will likely look at these reviews before deciding to work for a business. If these testimonials convey a business’s flexibility and support, customers and potential new hires will take notice.

Companies are working to increase top talent retention and overall revenue. Current and potential employees appreciate a reliable source of income to cover rising travel costs. Sometimes remote work isn’t possible, which is why travel stipends show a company’s attention to the needs of its people.

So, introducing a transportation stipend is an effective way to improve employee well-being. With its many benefits, it is clear why more companies are choosing to offer this incredible benefit to their employees.

The post Providing Transportation Stipends for Employees During Unprecedented Inflation appeared first on Workest.

Reimbursement for Remote Work Expenses

David Williams claims in the class action legal filing that the company violated California labor law requiring that employees be paid for work-related expenses. Williams said while working remotely, he and other workers used their:

• Personal phones
• Home internet
• Electricity

He said he incurred about $50 to $100 monthly in home office expenses.

The employees could not work at Amazon’s Silicon Valley office but were required to work from home following California’s coronavirus stay-at-home orders in early 2020.

The Judge’s take on the issue

In an order denying Amazon’s motion to dismiss the lawsuit, Judge Vince Chhabria said Williams had “plausibly stated a claim” under Golden State law to reimburse the expenses.

The judge rejected Amazon’s argument that the expenditures were the result of stay-at-home orders issued by the government rather than a decision by Amazon. Quoting California labor law, the court said that what mattered was whether Williams incurred the expenses as a direct result of the performance of his job or in obedience to his employer.

“That is sufficient to plausibly allege liability, even if Amazon itself was not the but-for cause of the shift to remote work,” the judge wrote.

The court said Williams had successfully alleged that doing the job required using:

• Physical space
• Internet
• Electricity

Amazon also argued that the lawsuit should be dismissed because it never knew or had reason to know about the expenses the employee claims to have incurred. Williams hadn’t submitted a request for reimbursement or did anything else to notify Amazon.

Describing Amazon as a “major tech company,” the judge said the company had reason to know that Williams, a senior software development engineer, had incurred the business expenses.

Similar lawsuits

The lawsuit is one of several filed against companies over the expenses incurred by workers while working from home.

Bank of America, Fox Broadcasting Co., IBM Corp., Liberty Mutual Insurance, Oracle Corp., and Wells Fargo reportedly have been sued over the issue. According to reporting by Reuters, several of the cases have settled, with employers agreeing to give remote workers stipends of up to $83 per month.

Some plaintiffs in the lawsuits are asking for reimbursement for the money they might have made had they been able to rent the space rather than use it for work.

Experts have estimated that an employee’s work-from-home expenses can add up to $50 to $200 a month. This figure includes expenses such as:

• Phone and internet services
• Heating and cooling costs

Expenditures for office supplies and furniture can increase the tab.

Some of the plaintiffs in the lawsuits are going even further. They are asking for reimbursement for the money they might have made had they been able to rent the space rather than use it for work.

Reimbursement issue for remote worker costs not going away

Many of the restrictions put into place because of the COVID-19 pandemic, such as the “stay-at-home” orders issued by state governors and city leaders, have expired, leading to the gradual return of workers to the office. But worker preference for remote work isn’t expected to subside anytime soon.

Many workers have expressed a preference for either:

• 100% full-time remote work or
• A hybrid work schedule that would involve some days in the office and some days working from home

According to the “2022 Connectivity and Mobile Trends” study from accounting and professional services firm Deloitte, 75% of remote workers and 50% of all employed adults preferred virtual or hybrid work options even after the pandemic ended.

In addition, almost half — 48% — of the 1700 U.S. workers surveyed by the Society for Human Resource Management (SHRM) said they will “definitely” seek a remote position for their next job.

Some companies, such as Google and Shopify, adopted policies early in the pandemic to address reimbursement of employee work-from-expenses. Both tech companies said they would reimburse employees up to $1,000 for the equipment needed to work from home.

Some employers are adopting reimbursement policies as a worker benefit. Others must do so because of the laws in their jurisdiction.

Federal law on reimbursement of work-from-home expenses

The federal government does not require that firms pay for the costs incurred by employees who work from home. However, there might be liability under the Fair Labor Standards Act (FLSA) in some instances.

The FLSA establishes federal minimum wage and overtime pay requirements, among other things. The FLSA doesn’t require that an employer reimburse employees for remote work expenses unless the expenses cause the worker’s pay to drop below the federal minimum wage, according to guidance issued by the U.S. Department of Labor.

The FLSA doesn’t require that an employer reimburse employees for remote work expenses unless the expenses cause the worker’s pay to drop below the federal minimum wage.

Employee business expense reimbursement is probably not required under federal law. However, several states, the District of Columbia, and the city of Seattle have employee expense reimbursement laws on their books.

State and city requirements for reimbursement of remote worker expenses

Jurisdictions with worker reimbursement requirements:

• California
• Illinois
• Iowa
• Massachusetts
• Minnesota
• Montana
• New Hampshire
• New York
• North Dakota
• Pennsylvania
• South Dakota
• Washington, D.C.
• Seattle

California and Illinois have been described as having particularly stringent employee business reimbursement requirements.

California law on worker reimbursement

The lawsuit against Amazon was brought under California law. Management-side California employment attorney Mark Spring has described California’s employee reimbursement law as strict but unclear.

Longstanding California labor law requires employers to reimburse employees for “all necessary expenditures or losses” incurred by the employee while performing their job duties or obeying the employer’s direction.

The law is aimed at preventing employers from causing employees to assume part of the business’ operating costs.

Full reimbursement of the costs might not be necessary. Courts have held that employers only have to reimburse a “reasonable percentage” of such costs.

In Amazon’s case, the judge wrote that “Amazon, a major tech company, surely knew or, at the very least, had reason to know that its software development engineers who worked from home during the pandemic were incurring basic costs related to that work.”

Spring wrote on the law firm’s blog that several court cases have indicated that “basic costs” include:

• Reliable access to the internet
• A phone
• A computer

But full reimbursement of the costs might not be necessary. Spring said that in rulings issued before the COVID-19 pandemic, courts have held that employers only have to reimburse a “reasonable percentage” of such costs.

“Based on current trends, California employers can expect to be on the hook for at least the “basic costs” of Internet usage, personal cell phone and laptop usage, and some utilities for workers that the employer requires or encourages to work remotely,” Spring said.

Golden State labor officials have not issued COVID-specific expense reimbursement guidelines.

A remote worker reimbursement policy

Legal experts say the lawsuits result from employers not having clear policies on reimbursing workers for work-related expenses incurred at home.

Employers should have an established written policy that expressly explains the work-from-home expenses for which they offer reimbursement. Employers should explain what equipment the company will provide and which expenses the company will pay, among other things.

Of course, the policy should be compliant with applicable state and local law.

If employers already have such a policy, they should review it to ensure that employees are appropriately reimbursed.

Conclusion

The new twist in business expense reimbursement is one of the many workplace changes created by the COVID-19 pandemic.

The post Amazon Loses Bid to End Worker Lawsuit Over Work-from-Home Expenses appeared first on Workest.

Google, for example, was one of the first businesses to introduce napping pods and in-house gyms. It’s now common to see these same perks in many offices around the world.

Times are changing, and the tech industry saw a significant economic shift in 2022. Over the last year, nearly 100,000 people lost their jobs in tech, and many companies have implemented hiring freezes across the board.

These shifts are significant because technology companies are seen as leaders when it comes to culture, benefits, and perks.

So what does this mean for the year ahead, amid a recession? And what should your company keep in mind while hiring, recruiting, and finding ways to keep your people happy?

Below we explore what has changed, and possible trends for the year ahead.

A (brief) recap of the technology industry in 2022

A lot has happened in 2022 in the technology sector. The industry lost a massive $7.4 trillion in just 1 year.

Some reasons for this include overspending on talent (both because of overhiring and inflated salaries), IPOs underperforming, and the rise of the “buy now pay later” model.

A rise in layoffs

Some notable companies that cut jobs include:

• Netflix: The streaming platform laid off 300 people
• Meta: Facebook’s parent company laid off 13% of their staff
• Shopify: The eCommerce giant cut about 10% of its workforce

The tech industry is now correcting and recalibrating. Perhaps the most high-profile layoffs occurred at Twitter, after Elon Musk took over the company. In his first few weeks, he cut 50% of their workforce!

Tech giants want their people back in the office

Another shift this year is tech companies mandating people back to the office. Both Apple and Google are requiring employees to return for 3 days a week.

Amazon mandated that workers return to the office full-time, and then adjusted its policy to also be a 3-day-a-week model. Calling employees back to the office is a notable change, as the tech sector was first to embrace remote work.

What should we expect in tech and related industries in 2023?

There’s sure to be a shift in the year ahead in both tech and related industries. Below we take a look at some changes we’re seeing, and how your company should look to adapt or adjust.

1. Work from home arrangements might see a shift

Many tech companies are now mandating that people return to the office part-time, shifting to a more hybrid work model. Executives worry about productivity and morale and believe the hybrid model is the way forward.

That being said, there is a major disconnect between what executives and employees want: 44% of executives want a full-time return to the office, compared to only 17% of employees!

What this means looking ahead

Should your company follow suit? The answer is: tread lightly.

While executive views about WFH have shifted, workers want to keep working remotely. This request ignores very clear data that people want to keep this flexibility in place, according to Forbes.

In fact, “workers were 22% happier working remotely than in an onsite office environment, leading to longer tenures.”

If retention is top of mind for your company, it may be in your best interest to keep allowing your people to WFH when possible.

2. Hiring will be handled more conservatively

Following a slew of layoffs in the tech industry, companies will be more cautious about hiring. Many tech companies are even mandating a hiring freeze or have seriously scaled down recruitment.

However, amid these hiring freezes, there is still a shortage of IT talent, and companies are still struggling to find experts to fill necessary roles.

What this means looking ahead

So how will companies bridge the gap between scaling down hiring, while still looking for the right people to join their teams?

• Upskilling in-house talent: If your company is currently facing a hiring freeze or slowdown, it might be worth investing in training to fill the knowledge gaps in your workforce.
• Streamlining the hiring process: Hiring is expensive and time-consuming. Tech companies will look to be more efficient when looking to fill positions. This means implementing a faster hiring process and perhaps even using specialized recruitment agencies. You should ensure:

1. Your recruitment process is as lean as possible
2. Your processes get the right people through the door as quickly as possible

• Offshoring and using contractors: Hiring contractors and using offshore agencies has always been part of the tech industry. This is a cost-saving tactic since independent contractors usually aren’t eligible for company benefits, and offshore agencies can be less expensive than hiring in-house. This type of decision would be entirely business-dependent, and you’ll need to weigh the pros and cons.

3. People will be more selective when choosing an employer

While companies will be more selective about what roles to open and fill, candidates will be equally prudent about what companies to join.

The mass layoffs of 2022 have left employees worried about job security. According to 1 study, a mere 9% of workers in the tech industry feel confident in their job security.

That being said, these same workers are often not struggling to find work, typically finding work in a matter of weeks.

What this means is that candidates will be very selective and considerate before accepting their next job. After witnessing layoffs and experiencing a recession, stability will be a top priority for many job seekers.

This is indeed a shift from the last few years. People were (and still are) looking for engaging roles, at a company whose corporate social purpose they respect.

However, job security and stability are now top of mind: 74% of young job seekers say they’re prioritizing job stability over the desire to work for a well-known company (41%).

What this means looking ahead

Given that job security is at the forefront for job seekers, your company should look to do the following:

• Before making someone quit their job, make sure the position you’re hiring them for is mission-critical. Netflix faced heavy criticism after hiring people, only to lay them off a few months later.
• Highlight real training and development opportunities to candidates, so they see how their role can evolve.

4. Spending will be curtailed (where possible)

Facing a recession, companies are expected to cut spending where possible.

For example, Google instructed executives that business travel will be only permitted if it’s critical, and social functions and team offsite meetings would be scaled back.

Meta found a way to save on costs by limiting the window for free office meals, and removed laundry services it used to offer.

That being said, it appears that most tech companies have cut costs mostly through hiring freezes, or by pausing large projects, like Amazon.

What this means looking ahead

Aside from hiring freezes and pausing large projects, it’s unclear what other ways tech companies will go about saving money.

Any cuts to perks and benefits that employees have become accustomed to would likely have an impact on company morale, and low morale can be very expensive.

Any cuts to perks and benefits that employees have become accustomed to would likely have an impact on company morale, and low morale can be very expensive. The goal should be to cut spending where it will be felt the least by your current workforce.

Final thoughts: Some benefits are here to stay

While there have been notable shifts in the tech industry, some benefits aren’t going anywhere.

Working culture has changed since the pandemic began in 2020, and workers are unwilling to go back to being overworked or feeling burned out. Some benefits that will likely stay in place include:

• Flexible working arrangements: While some workers are being asked to return to the office part-time, it will be nearly impossible to demand full-time office presence without losing talent, and demoralizing your team. Workers have been benefiting from the flexibility work from home provides, as well as the cost savings.
• Work-life balance: People still deeply value having balance in their lives.

Times are tough for everyone right now as we face a recession. It’s important to keep your specific company and workforce in mind while making changes and adapting to an evolving economy.

That might mean being selective about what roles you fill in the new year, and perhaps implementing a hiring freeze in order to keep your current staff. It might also mean reconsidering asking people to return to the office if WFH is popular among your employees.

Companies will need to find the right balance between cost savings to protect your workforce, while keeping morale and engagement intact.

The post The Future of the Tech Industry: Practices and Culture appeared first on Workest.

The fact is that taking a vacation and sick leave is already difficult for most employees, but taking time off to care for a family member can be even more challenging.

Workers don’t want to let their team members down by leaving the office. But 61% of employees fail to take their time off because they fear being replaced.

That said, when a worker does muster up the courage to submit a request leave during an emergency, employers can sometimes be confused. Common questions are:

• What counts as a family emergency?
• Is it appropriate to ask for proof?
• Am I legally obligated to approve the request, even if it would leave us in a bind?
• How are emergency leave categories in terms of time off?

In this article, we’ll review how employers can handle requests for family emergency leave.

Can an employer ask for proof of a family emergency?

In short, yes, an employer can ask for proof of a family emergency before providing leave. In most cases, you can also choose to deny them leave, but while that’s technically possible, whether you should or not is another story.

What the law considers proof is a bit more complicated. Employers can’t ask for a doctor’s note, diagnosis, or treatment. You can ask which family member is affected and how they are related to the employee.

The fact is that family emergencies are complicated and sensitive situations, and the last thing you want to do is foster distrust between the organization and your talent.

And while it’s possible to terminate an employee for taking an unauthorized leave, terminating a worker to whom you have granted leave can land you in hot water.

The fact is that family emergencies are complicated and sensitive situations, and the last thing you want to do is foster distrust between the organization and your talent.

Being clear about what constitutes a family emergency and potential options for leave can help you navigate challenging situations.

What are examples of what counts as a family emergency?

Let’s be real: Individuals asking for leave for a family emergency aren’t just asking to go to a party with their cousins. An emergency is often just that — an unexpected, significant life event.

And even if your employee comes to the office, they probably won’t be able to concentrate until the emergency is resolved.

So, what counts as a family emergency? Some examples are:

• Birth of a child, which can be planned or unplanned in case of a premature or late birth
• Finalized adoption
• Car accident of a family member
• Sudden illness or death of a family member
• Family member suffering from a natural disaster

In most cases, family emergencies refer to a significant event that affects an immediate family member. An immediate family member could be a parent, child, sibling, in-law, spouse, or guardian.

That doesn’t mean that an employee won’t consider extended family members in emergency situations. For example, they may be extremely close to an aunt who suddenly passes away.

Consider emergency leave when structuring your time-off policies

It’s important to consider emergency leave when crafting your time-off policies. You’ll want to include a section for the family emergency procedures in your employee handbook and training materials.

And if you manage employee benefits by using an online benefits administration system that includes PTO scheduling, you may want to consider having instructions for scheduling a family emergency.

For example, family emergencies may be covered under PTO, sick leave, or unpaid leave options. Employees covered under the Family and Medical Leave Act (FMLA) may be eligible for up to 12 weeks off for family-related illnesses and significant medical events.

However, not every company is required to abide by the FMLA. If you have more than 50 employees within a 75-mile radius, then you are likely required to offer this benefit.

Federal laws aside, HR managers and small business owners should still review local and state laws to ensure that they are completely compliant. For example, Oregon has a paid family leave law and New York offers family leave insurance.

By nature, emergencies can rarely be predicted and you want to have a process that makes requesting and evaluating emergency leave simple for everyone.

You can make it easier to document by creating a simple Leave Notice template. Creating a digital version that an employee just has to modify and sign would make it even easier to receive and evaluate requests quickly, for both parties.

Sample family leave notice template

[Date]

[Employee Name]

[Employee contact phone number and email, accessible during an emergency]

Dear [Supervisor Name]:

I am requesting leave from [Date] to [Date] due to a family emergency, [describe event]. Attached is evidence of the emergency as per company policy.

I will [be working from home / be available for questions / not be available] during this time. I plan to use my [sick leave / PTO leave / FMLA / unpaid leave] for this request.

During my leave, my coworkers will be able to complete my duties. I may be accessible for questions, but I documented my procedures as per normal workflow.

When I return to work on [Date], I will review the progress on current projects and submit another request if more time is needed. You can reach me at the number and email given above.

Thank you for your patience and understanding during this difficult time.

Sincerely,

[Name and Job Title]

What are steps for employers and HR after approving leave?

Once you receive a request, it’s often the best practice to approve an emergency leave. Employees do have a life outside the office. Preventing them from attending to family crises can create distrust across the workplace.

That said, the organization still has tasks that need to be completed. While your employee may try to delegate tasks before leaving, in many cases, there will still be loose ends.

It’s best to review the sudden leave with the team, without divulging personal details, and set up a short-term workflow.

To streamline work while your employee is on leave, follow these steps:

1. Remind the team of their new responsibilities.
2. Ensure that all workers have appropriate access to documents.
3. Ask employees to keep a running list of questions for the worker on leave, which you can send altogether instead of calling the worker for each instance.
4. If the employee is working part-time from home, ensure they have access to software and resources for essential tasks.

You can also go the extra mile and help your employee with a “support box” from the office. This could include gift cards, toiletries, fruits and vegetables, office supplies, and anything else that might be useful for the employee while they are away.

While you don’t need to know everything about the emergency, putting together a helpful package can cement trust and loyalty, not just with this 1 worker, but with the whole office.

The importance of investing in employee well-being

Choosing to approve family leave may temporarily overload the team, but in the long run, you can foster a more inclusive, more collaborative workforce. Feel free to ask for proof, but it should be for legal documentation, not so much for judging the employee.

Employee well-being doesn’t stop at allowing family leave. Employers can boost their staff’s productivity and retention by using a person-centric approach to HR.

To learn more about how focusing on employee well-being can improve your business operations, check out our guide to People Ops and Employee Well-being.

The post Can an Employer Ask for Proof of a Family Emergency? appeared first on Workest.

A popular nationwide chain of Mexican-style fast-food restaurants recently agreed to pay $20 million to settle allegations by New York City authorities that it violated municipal law regarding workers’ rights to predictable schedules and paid sick leave. The agreement is the largest of its kind to date.

The settlement illustrates that employers, especially those with business operations in more than one location, should be aware of the local, state, and federal sick leave laws with which they must comply. Of course, employers with leave policies that are more generous in terms of maximum accrual and reasons for taking leave are viewed as being in compliance with applicable leave laws.

Currently, 22 states and the District of Columbia offer paid sick leave. Two states – Maine and Nevada — offer leave for any reason, as does Bernalillo County in New Mexico. More than 20 cities and counties currently have laws requiring employers to provide paid sick leave to employees. Most of the cities that require paid sick leave are in California.

One of the latest trends in sick leave is the expansion of existing permanent sick leave requirements to include public health emergency leave. Prompted by COVID-19, many states have amended their sick leave laws to include such leave.

This is a survey of sick laws, paid and unpaid, under the city, county, state, and federal law. Many jurisdictions also require family and medical leave, which, under the medical leave part, allows employees to take leave to attend to their own medical conditions. A short description of those laws is included in this list, but more details are provided in “The Definitive List of Leave Laws.”

Federal

While public sector workers get paid sick leave as part of their employment, the United States does not have a similar federal law requiring that the private sector provide paid sick leave unless they are federal contractors.

Unpaid medical leave for an employee’s serious health issue is available under the Family and Medical Leave Act (FMLA). Employees can take up to 12 weeks of unpaid FMLA leave if they have worked for their employer for at least 12 months.

Arizona paid sick leave law

Arizona employers must provide paid sick leave to full-time, part-time, and seasonal employees. The amount of leave depends on the employer’s size. Larger employers must provide 40 hours of leave each year. Smaller employers must provide 24 hours of paid sick leave each year.

Paid time off can be used for:

• A worker’s physical or mental illness.
• The care of a family member
• The care of an individual with whom the worker has the equivalent of a family relationship
• A public health emergency
• Domestic violence, a sexual offense, or stalking where the employee is a victim

California paid sick leave laws

California has several sick leave requirements. All Golden State employers must offer 1 hour of paid sick leave for every 30 hours worked, up to 48 hours.

Permissible uses of leave:

• The employee’s health condition
• The health condition of an employee’s family member
• Reasons related to COVID-19
• Domestic violence, sexual assault, or stalking where the employee is a victim

Supplemental paid leave (an additional 80 hours) for COVID reasons was also available until Sept. 30, 2022. Employers with 26 or more employees must comply.

In addition, California’s OSHA has a regulation in place until Jan. 1, 2023, to prevent COVID in the workplace. Workers can get paid time off when they are not allowed in the workplace because of work-related COVID-19 exposure.

Several cities in California also require that employers provide paid sick leave. In general, employers must comply with the law that offers more leave to employees.

Berkeley paid sick leave

Berkeley, California employers must provide 1 hour of paid sick leave for every 30 hours worked for all employees, including undocumented workers. Employers must provide either 48 or 72 hours of sick leave, depending on their size.

Allowable uses of leave:

• The worker’s physical or mental illness or injury
• The physical or mental condition of a family member

Emeryville paid sick leave

Emeryville, California workers get 1 hour of paid sick leave for every 30 hours worked. Employers must provide 48 or 72 hours of leave, depending on their size.

Permissible uses of leave:

• The worker’s illness or condition
• A family member’s illness or condition
• The care of a service dog
• COVID-19 reasons, such as quarantine
• Instances where the worker is a victim of domestic violence

The City of Los Angeles paid sick leave

Los Angeles employers must provide up to 48 hours of paid sick time per year.

Permissible uses of leave:

• The employee’s care
• The care of a family member
• Public health reasons such as quarantine or the temporary closure of the employee’s workplace

Oakland paid sick leave

Oakland employers must provide employees 1 hour of paid sick leave for every 30 hours worked. Smaller businesses must offer at least 40 hours of paid sick leave, while larger companies must offer 72 hours of paid sick leave.

Permissible uses of leave:

• The worker’s physical or mental illness
• A family member’s physical or mental illness

San Diego paid sick leave

San Diego employers must provide each employee with 1 hour of paid sick leave for every 30 hours worked up to a maximum of 80 hours. Employers can limit the use of the leave to 40 hours a year.

Permissible uses of leave:

• The worker’s medical care
• The medical care of a family member
• Public health emergency
• Domestic violence, a sexual offense, or stalking

San Francisco paid sick leave

Employers must provide 1 hour of paid sick leave to all full-time San Francisco employees. Smaller employers must provide 40 hours of leave, while larger employers must provide 72 hours of leave.

Permissible uses of leave:

• The worker’s physical or mental illness or injury
• The care of a family member
• COVID-19-related reasons, including quarantine or the employer temporarily closing based on a recommendation from a public health official
• Domestic violence, sexual offense, or stalking

San Francisco public health emergency leave requirement

Starting Oct. 1, 2022, Bay Area employers with 100 or more employees worldwide will have to provide 40 hours of paid leave during public health emergencies or when an air quality emergency has been declared. The requirement will increase to 80 hours in 2023. The leave supplements San Francisco paid sick leave.

Santa Monica paid sick leave

Santa Monica employees accrue 1 hour of paid sick leave law for every 30 hours worked up to 40 hours.

Employees can use the leave for:

• The worker’s illness
• A family member’s illness
• Domestic violence, sexual offense, or stalking

West Hollywood, California

Employers in the city of West Hollywood must offer both paid and unpaid leave. Businesses must provide up to 96 hours of paid time off for full-time employees over 12 months. Leave for part-time workers is prorated. Employers must provide an additional 80 hours of unpaid sick leave to full-time employees if the original leave is exhausted.

The paid leave can be taken for illness, vacation, or personal necessity.

Colorado paid sick leave law

Colorado employers must provide two types of paid sick leave:

1. General earned paid sick leave
2. Emergency paid sick leave.

Under the general earned paid sick leave requirement, all employers must provide 1 hour of paid sick leave for every 30 hours worked. Accrual is capped at 48 hours of leave.

Allowable uses of the leave:

• The employee’s physical or mental health
• The care for a family member
• The closure of a business, school, or care facility due to a public health emergency
• Domestic violence, harassment, or sexual abuse of the worker or a family member

Full-time covered workers must be provided with 80 additional hours of sick leave. Part-time workers must be given an additional amount of sick leave that is equivalent to the amount of sick leave they usually receive. Colorado employers must also provide additional emergency paid sick leave when a public health emergency has been declared.

Medical leave

Colorado workers can also take job-protected, paid leave for their own serious health condition under the family and medical leave requirement that goes into effect in 2024. They don’t have to pay the employer portion of the premium, although their employees can choose to participate. There is a partial exemption for employers with fewer than 10 employees.

Connecticut paid sick leave law

Larger employers with more than 50 employees must provide 1 hour of paid sick leave for every 40 hours worked. The law applies to full-time and part-time workers.

Allowable uses of leave:

• A worker’s physical or mental health
• A family member’s physical or mental health
• Family violence or sexual assault, including counseling and civil or criminal proceedings

Connecticut Paid Family Leave

Connecticut workers can also get up to 14 weeks of leave for their care under the state’s paid family leave program. Private sector organizations with one or more employees working in Connecticut, except those in private elementary or secondary schools, must comply.

Delaware paid family leave

Eligible workers can begin taking 12 weeks of paid, job-protected medical leave for a serious health condition in January 2026 as part of the state’s upcoming family and medical leave law. Small businesses do not have to comply.

Illinois Sick Leave Laws

Illinois doesn’t have a state-paid sick leave requirement. However, Chicago and Cook County require paid sick leave.

Chicago paid sick leave

All Chicago employers must provide employees 1 hour of paid sick leave for every 40 hours worked. Workers can take up to 40 hours of leave over 12 months.

The paid sick leave requirement includes:

• Home health care workers
• Day laborers
• Tipped workers
• Domestic employees

Immigration status does not matter.

Permissible uses of leave include:

• The worker’s care
• The care of a family member
• During public health emergencies
• When the employee or family member is the victim of domestic violence or sexual abuse

Cook County paid sick leave

Cook County, Illinois, also has a paid sick leave requirement.

Employees accrue 1 hour of paid sick leave for every 40 hours worked. Workers can take up to 40 hours of leave over 12 months.

Sick leave can be taken for the same reasons allowed under Chicago’s law.

Maine Paid Leave

Maine’s paid leave requirement is slightly different. Paid time off can be taken for any reason. Maine employees earn 1 hour of paid leave for every 40 hours worked. Workers can take up to 40 hours of leave a year. Small businesses don’t have to comply with the law.

Maryland paid sick leave law

Maryland employers must offer paid or unpaid sick leave depending on their size. Smaller employers must offer unpaid sick leave. Larger employers must offer up to 40 hours of paid sick leave.

The leave can be used for:

• The physical or mental health of the employee or a family member
• Maternity or paternity leave
• Domestic violence or sexual assault of the employee or a family member

Montgomery County paid sick leave

Employers in Montgomery County, Maryland, must provide paid sick leave. Employers with five or more employees must provide up to 56 hours per year of paid leave. Smaller employers with fewer than five employees must provide a mix of paid and unpaid leave, up to 56 hours per year.

The time off can be used for:

• An employee’s or a family member’s mental or physical illness or injury
• Parental leave
• Public health emergencies, including childcare and workplace closures
• Matters related to domestic violence, sexual assault, or stalking

Massachusetts paid sick leave law

Massachusetts workers get paid or unpaid sick leave depending on the company’s size. Employers with 11 or more employees must provide up to 40 hours of paid sick time a year. Employers with 10 or fewer employees must provide up to 40 hours of unpaid sick time a year.

The sick time can be used for:

• An employee’s illness
• The care of a family member
• Domestic violence matters

Paid family and medical leave

Massachusetts workers can also qualify for 12 to 26 weeks of paid, job-protected medical leave under the state’s family and medical leave requirement for their own health condition. All employers must comply.

Michigan paid sick leave law

Michigan employers with 50 or more employees nationwide must provide 1 hour of paid sick leave for every 35 hours an employee works up to 40 hours of accumulated leave per year.

Leave can be taken for a variety of reasons, including:

• A worker’s physical or mental illness or that of a family member
• During a public health emergency
• Domestic violence and assault

Minnesota leave laws

Minnesota does not have a state-required paid sick leave requirement. However, three of its cities require that employers provide such leave.

Duluth paid sick leave

Duluth workers earn 1 hour of paid sick leave for every 50 hours worked, up to 64 hours a year. Employers can limit time off to 40 hours a year.

The leave can be taken for:

• The worker’s health issues or those of a family member
• A public health emergency
• Domestic abuse, sexual assault, and stalking

Minneapolis paid sick leave

Minneapolis employees receive paid or unpaid sick leave depending on the company’s size. Employers with 6 or more employees must provide up to 48 hours of paid sick and safe time a year. Employers with 5 or fewer employees must provide up to 48 hours of unpaid ​sick leave a year.

Employees, including undocumented workers, earn 1 hour of sick leave for every 30 hours worked.

The leave can be used for:

• The employee’s care or the care of a family member
• During a public health emergency
• Domestic abuse, sexual assault, or stalking

St. Paul paid sick leave

St. Paul employers must provide 1 hour of paid sick leave for every 30 hours worked, up to 48 hours a year.

The leave can be used for:

• An employee’s illness or that of a family member
• A public health emergency
• Domestic violence, sexual assault, or stalking

Nevada Leave for any reason

Full-time employees qualify for Nevada’s paid leave for any reason benefit. Private employers with 50 or more employees in Nevada must provide 40 hours of paid leave a year.

New Jersey paid sick leave law

New Jersey employers must provide workers with up to 40 hours of paid sick leave a year.

The leave covers:

• A worker’s illness or that of a family member
• Public health emergencies
• Domestic violence, sexual assault, or stalking

New Mexico paid sick leave laws

New Mexico workers can earn up to 64 hours of paid sick leave a year. Private employers with at least one employee working in the state must comply with this law. ‘Employee’ is broadly-defined and includes part-time, seasonal, and temporary workers.

Allowable uses of leave:

• A worker’s illness or that of a family member
• Certain legal and family issues

Bernalillo County, New Mexico

All businesses with 2 employees or more must offer 1 hour of paid time off to all employees for any use for every 32 hours worked, up to a maximum of 56 hours per year over 3 years.

The leave can be used for any reason.

New Mexico’s County was the first to approve such a law. Two other states, Nevada and Maine, have a similar “leave for any reason” law on their books.

New York paid sick leave laws

All private employers in New York must provide sick leave. However, some must provide paid sick leave, while others must provide unpaid sick leave. The size of the employer and its net income are the determining factors for the state leave requirement:

• Paid sick leave must be offered by employers with 5 or more employees or a net income of more than $1 million.
• Unpaid sick leave must be provided by employers with fewer than 5 employees and a net income of $1 million or less.

Workers earn 1 hour of paid sick leave for every 30 hours worked. Accrual is capped at:

• 56 hours for employers with 100 or more employees
• 40 hours for employers with fewer than 100 employees

Allowable uses of leave:

• The employee’s health
• The care for a sick family member
• Matters involving domestic violence, sexual offense, stalking, and human trafficking

New York City paid sick leave

In addition to the state leave requirement, employers in the Big Apple must also provide sick leave. The time off must be paid in most instances.

Leave must be provided as follows:

• Employers with 100 or more employees must provide up to 56 hours of paid leave each calendar year
• Companies with 5 to 99 employees must provide up to 40 hours of paid leave each calendar year
• Businesses with 4 or fewer employees and a net income of less than $1 million must provide up to 40 hours of unpaid leave each calendar year.

Most employees are covered, including domestic and undocumented workers.

Leave can be used for:

• The employee’s mental or physical illness or injury
• A family member’s mental or physical illness or injury
• Domestic violence, unwanted sexual contact, and stalking issues

Unlimited paid sick leave is available for New York first responders and other state employees who developed illnesses after working at the World Trade Center site following the 9/11 terror attacks.

Westchester County paid sick leave

Domestic workers in Westchester County earn up to 40 hours of paid, job-protected sick leave a year.

Allowable uses of leave:

• Recovery from a worker’s physical or mental illness
• Public health emergency
• The care of a family member

Oregon paid sick leave laws

Like many other states, Oregon requires larger employers to provide paid sick leave. However, smaller employers must provide unpaid sick leave. In both instances, the leave must be job-protected.

• All employers with 10 or more employees must provide job-protected, paid leave annually.
• Smaller employers, those with less than 10 employees, must provide unpaid, job-protected leave

Workers earn 1 hour of leave for every 30 hours worked. Employers can limit leave to 40 hours a year.

Permissible uses of leave:

• The worker’s physical or mental illness
• The physical or mental illness of a family member
• Parental leave
• Public health emergency
• Domestic violence, harassment, sexual assault, or stalking
• Air quality emergency as determined by a public health official

Oregon paid family and medical leave

Oregon workers can also use the medical leave portion of the state’s January 2023 family and medical leave requirement to care for their own illnesses. Employees can take up to 12 or 14 weeks off, depending on the reason. All private employers must comply.

Pennsylvania paid sick leave laws

There is no state-required sick leave in the Keystone state for private employers. However, Philadelphia, Pittsburgh, and Allegheny County require that private employers provide paid time off.

Allegheny County

Allegheny County employers with 26 or more employees provide up to 40 hours of sick leave each year. Covered workers earn 1 hour of leave for every 35 hours worked.

Allowable uses of leave:

The leave can be used for:

• A worker’s physical or mental illness
• A family member’s physical or mental illness
• Public health emergency

Philadelphia paid sick leave

Mandatory sick leave is either paid or unpaid depending on the size of the employer in the City of Brotherly Love. Employers with 10 or more employees must provide paid sick leave, while smaller businesses, those with less than 10 employees, must provide unpaid sick leave.

Employees earn sick 1 hour of sick leave for every 40 hours worked during a year up to 40 hours a year.

Permissible uses of leave:

• A worker’s mental or physical illness
• A family member’s mental or physical illness
• Domestic violence, sexual assault, or stalking instances where the worker or a family member is a victim

Philadelphia Covid-19 paid leave

Philadelphia also has an additional COVID-19 sick leave requirement. Employers with 25 or more employees must provide up to 40 hours of immediate, additional paid sick leave to eligible employees when they cannot work for COVID-19 reasons from Mar. 9, 2022, until Dec. 31, 2023.

Pittsburgh paid sick leave

Private employers in Pittsburgh must provide employees 1 hour of paid sick leave for every 35 hours of work. The maximum amount of leave offered depends on the size of the employer. Larger employers can cap leave at 40 hours a year. Smaller employers can cap leave at 24 hours a year.

Leave can be used for:

• A worker’s physical or mental illness
• A family member’s physical or mental illness
• Public health emergencies

Rhode Island paid sick leave law

Rhode Island has a paid and unpaid sick leave requirement depending on the size of the employer. Businesses with 18 or more employees must provide 40 hours a year of paid sick and safe days to workers. Smaller companies with fewer than 18 employees must provide 40 hours of unpaid leave.

Employees earn 1 hour of leave for every 35 hours worked.

Allowable uses of leave:

• A worker’s physical or mental illness
• A family member’s physical or mental illness
• Domestic violence, sexual assault, or stalking issues where the employee or a family member is a victim

Vermont paid sick leave law

All employers in Vermont must provide employees with up to 40 hours of paid sick leave.

The paid time off can be used for:

• A worker’s illness or injury
• A family member’s illness or injury
• Public health emergencies
• Domestic violence, sexual assault, or stalking

Virginia paid sick leave law

State-mandated sick leave is only available to healthcare workers in Virginia. Home health workers in the Old Dominion state who average at least 20 hours per week or 90 hours per month can get up to 40 hours of paid sick leave per year. The workers can use the sick leave to care for themselves or family members.

Washington state paid sick leave laws

Washington employers must provide up to 40 hours of paid sick leave. Most workers are eligible for leave, although it specifically excludes executive managers, doctors, dentists, and lawyers.

The leave can be used for:

• The worker’s care
• The care of a family member
• The closure of a workplace by public officials for health-related reasons
• Domestic violence matters

The cities of Seattle and Tacoma also have leave requirements for private employers.

Seattle paid sick leave

Seattle employers with at least 1 employee working in Seattle must provide paid sick leave. The amount of leave varies, depending on the size of the employer.

Seattle paid sick leave can be used for:

• The worker’s illness or injury
• The illness or injury of a family member
• A public health emergency
• Reasons related to domestic or sexual violence and stalking

Tacoma paid sick leave

Tacoma workers earn 1 hour for every 40 hours worked. All employees who work 80 hours or more inside the city limits must be provided with paid sick leave.

Allowable uses of leave:

• The employee’s illness or injury
• A family member’s illness or injury
• Public health emergency
• Domestic violence or sexual assault
• Bereavement

Washington, D.C. paid sick leave law

District of Columbia employers must provide paid sick leave. The amount depends on the size of the employer and ranges from 3 to 7 days a year.

Workers can use the leave to:

• Care for themselves
• The care of a family member who is ill
• Domestic violence, stalking, or sexual assault matters

Additional paid leave was available until Oct. 1, 2022, for COVID-19 vaccines and boosters.

Washington, D.C. paid family leave

Employees in Washington, D.C. can also use the District’s paid family leave program to care for themselves unless the situation is excluded under the law. Workers can take between 2 to 8 weeks, depending on the reason for leave.

Washington D.C. unpaid family leave

Unpaid family leave is also available to D.C. workers under D.C.’s equivalent to the federal Family and Medical Leave Act. The District of Columbia Family and Medical Leave Act provides up to 16 weeks of medical leave over 2 years for a worker’s serious health condition.

Wisconsin unpaid family leave

Wisconsin employers with at least 50 employees must provide 2 weeks of unpaid leave for an employee’s serious health condition.

Editor’s note: This article is for informational purposes. It is not meant to provide legal, regulatory, accounting, or tax advice. This article was last updated on Jun. 30, 2022.

The post The Definitive List of City and State Sick Leave Laws appeared first on Workest.

Creating a handbook can be a daunting task. Even established businesses will benefit from amending handbook information now and then.

Employee handbooks set foundational expectations for employees. They reduce uncertainty and open the floor for any follow-up questions.

Circumstances change, however, and there may be some sections that require a redo. With the turn of the new year, it could be time to look at applying relevant changes to your employee handbook.

What should you include in an employee handbook?

Every employee handbook should clearly identify procedures necessary for an efficient work environment. The bottom line should be apparent during the discussion of standard topics, including:

Company mission and values

The company handbook is the perfect place to set the stage for the company’s thorough introduction.

This should include the business background, founders, culture, and values. Company mission statements help remind employees of how critical each of their roles are to the business. A letter from leadership personally expressing their gratitude for employees can solidify this.

Code of conduct

The code of conduct is the framework for employee ethics. It’s essentially what outlines the expectations for employee behavior as it pertains to:

• Dress code
• Visitors
• Fraternization
• Internet usage
• Political posters
• Receiving gifts

Each piece of the code of conduct should lay out the appropriate behaviors sought out by employers. They should also include possible disciplinary actions if ethical standards aren’t adhered to. This helps minimize surprises and keeps employees in sync with businesslike appearances.

Important workplace policies

Some policies may be more in-depth and would deserve their place in a separate policy handbook instead. However, specific workplace policies may need a disclosure in the employee handbook.

No-tolerance policies could include anti-harassment and workplace safety procedures. These need upfront disclosures.

Policies like these come with legal requirements used to protect employees and businesses. It could be beneficial for attorneys to look over important information like this to ensure legal compliance.

Working hours and PTO

The expected working hours of an employee are details that get handled during the interview process. Nevertheless, it matters to have all the working hours and leave details in an employee handbook.

Some companies have several types of leave, and there could be strict guidelines for their usage. Employees should know the difference between:

• Holiday leave
• Sick leave
• Bereavement leave
• Military leave
• Child education leave
• Jury duty
• Family medical leave
• Maternity/paternity leave
• Vacation
• And more

Seeing a list like this may be overwhelming for new hires during the employee onboarding process. They need to know the appropriate times to take these leaves and the procedure for requesting them. Employers can lay out any exceptions to avoid any confusion and unexcused absences.

Perks and benefits

Benefits packages potentially change every few years or so. This will require regular updates to an employee handbook. However, a general layout of all employee benefits, retirement, and insurance information is a must.

There should still be standalone documentation detailing the ins and outs of each benefit.

There should still be standalone documentation detailing the ins and outs of each benefit. This could include resources, insurance applications, and application processes.

This way, employers can spend less time with yearly handbook updates. Plus, employees can always have access to the right information.

Compensation and promotions

An employee’s pay is another detail that requires head-on disclosure. After an employee knows how much of a living they’ll make, they’ll want to know what it takes to get a raise. So, an employee handbook should include important information about professional development.

Employees can always reference this section as they try to optimize their performance. They will know about their chain of command and be aware of all the steps necessary to increase their earnings.

Termination and resignation procedures

Many different violations could lead to termination. It helps to tell employees what this process generally looks like.

Whatever the reason for separation, clear offboarding process documentation can clear the air of any confusion or conflicts. Essentially, this section helps employees avoid these situations by knowing what not to do.

Areas for improving your employee handbook in 2023

Employee handbook templates are great for brainstorming appropriate employee handbook guidelines. Still, changes always apply to businesses as they scale.

As the pandemic has proven, changes can happen fast and create plenty of differences in the way businesses operate. In case companies didn’t take heed to the world’s health crisis, now may be the time to deploy some of these upgrades to an existing handbook.

Employee health and wellness benefits

Businesses will do well to keep up with recent mental health trends. The depressing effects of the pandemic left 40% of employees feeling hopeless and burned out. Maintaining a healthy work culture and retaining employees requires awareness in this area.

Adding Employee Assistance Programs and employee wellness programs to the list of employee perks may be a new installment this year. These resources help facilitate a healthier work environment and give staff the support they deserve.

An employee needing help can reference their employee handbook for the best available support outlets. This will help them to thrive and will give them the help they need to become more productive in the workplace.

Work from home policies

Any businesses that have yet to include remote work opportunities should consider them in the new year. Expected procedures for remote or hybrid work should remind employees what their requirements are, even when they’re not on site.

New hires coming from fully on-site jobs need to know the boundaries of working from home. This includes meeting policies, cyber safety and security standards, and time management procedures.

New remote work policies can address expectations for staff members. Many employees find they are more productive in a remote environment. Having an employee handbook to remind them of the best practices for continued productivity is a plus.

Parental leave and accommodations

Schools and daycare facilities have also changed the way they operate due to the pandemic. Many of them will still close due to an infectious child and are stricter about turning away children with fevers. This has led employers to be more lenient with working parents and their need for paid parental leave.

The competitive labor market has created the common policy that paid parental leave is a requirement for hiring the right talent. The inclusion of more flexibility for parents and children facilitates a better company brand. It also shows potential candidates that a company is supportive and understanding.

This information in the employee handbook provides employees with the rules about parental leave. They should be aware of the requirements for parental leave and the consequences of overstepping any boundaries.

Updates are key to successful employee handbooks

Compelling employee handbook creation is only the beginning. An outline of the necessary parts of a positive working relationship is a basic establishment of the bottom line. By maintaining systematic and consistent updates, employers can ensure their handbooks are relevant.

The post Follow This Employee Handbook Checklist for 2023 appeared first on Workest.