Benefits Think

Automation technology can relieve the stress workers experience from bigger workloads as a result of the human labor shortage, and drive enterprise-wide benefits in the process.

Perhaps the single most important aspect of the Act is what it does not cover: it does not provide any paid or protected leave time in the event of a company shut down for any COVID-19-related reason.

It’s estimated that workplace stress now costs employers $500 billion annually in the form of decreased performance at work or absenteeism.

There isn’t a better time than now to review your employee healthcare and wellness benefits.

Managers should make an effort to help employees who are feeling strain from the impact of isolation caused by quarantines.

Be transparent about the challenges you’re facing when you communicate with colleagues and clients and make sure your practice is optimized for a work-from-home situation.

HR managers can help support employees working remotely by recommending how any workspace can be made safe and comfortable, whether employees are working from their own home office or are making calls from the couch.

Employers should be prepared to adjust their plans and communication strategies during the outbreak.

Plan sponsors should realize that now is the time to act and acknowledge that participants, many of whom are unknowingly in heavy equity allocations, will jump out as we hit more realistic volatility cycles.

Employees are likely experiencing information overload right now, and unfortunately, not all of the content is valid.