To say things have changed in the workplace is an understatement. Make sure your benefits and programs have kept up. Here are total rewards trends to consider for your organization this year.
With the reality that the loss of a loved one can be one of the most difficult challenges a person will ever face, most employers have provided a bereavement benefit consisting of three days (sometimes more) of pay. The historical purpose for this benefit was so an employee could make funeral arrangements but has not historically provided a lot of time for the personal grieving process.
Congress has made another avenue of health coverage more accessible by fully subsidizing the cost of COBRA coverage (or the Consolidated Omnibus Budget Reconciliation Act of 1985) from April 1 - September 30, 2021 for individuals who lost their health coverage due to an involuntary termination or a reduction in hours under the American Rescue Plan Act of 2021 (ARP).
Unemployment requirements are now reverted back to the way it was before the pandemic hit Michigan. Temporary expansions in unemployment eligibility and cost-sharing applicable to state unemployment claims established by Gov. Whitmer’s Executive Order 20-76, and temporarily codified in statute, expired on March 31, 2021. The last week that the flexibilities apply was the week ending March 27, 2021.
Its official. We have survived one year of a global pandemic. While the world tries to navigate this new normal, both at home and in the workplace, employers are faced with an ongoing challenge: How to support employees in an ever-changing business environment. In 2021, compensation and flexibility will be a large part of that support.
Today, March 24, 2021 is Equal Pay Day. Equal Pay Day denotes how far into the new year women must work to be paid what men were paid the previous year. Started by the National Committee on Pay Equity (NCPE) in 1996, the goal was to raise awareness about the gender wage gap. Although there are various analyses of what the gap is, all agree there is a gap.
Last week Congress passed the $1.9 trillion American Rescue Plan (ARP) Act of 2021 and it was signed into law on Friday. The ARP also extends some of the Consolidated Appropriations Act, 2021 (CAA) provisions that were signed into law on December 27, 2020. Below are provisions that will impact employers.
ASE has received many questions regarding the salary history ban many states have enacted recently. A salary history ban prohibits employers from asking applicants about their current or past salaries, benefits, or other compensation.
To no one’s surprise, the Democrats re-introduced a bill that would increase the federal minimum wage from 7.25/hr. first set in 2009 up to $15/hr. over four years. This has been a long-time objective of the Democratic Party. With President Biden now in the White House (Executive Branch) and the Democrats holding the majority in the House and also by a thin margin, the Senate (Legislative Branch), this legislation has the best chance of passing in years.
In a long running audit of Google by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), the two sides came to a settlement agreement just before the administration switched over. It is an interesting agreement and may hold some implications for future audit settlements.
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