Supporting Employees Affected by International Crises

Supporting employee well-being is a critical responsibility of HR teams. Unfortunately, this worthwhile endeavor isn’t always straightforward. It can be particularly challenging when it comes to factors stemming from outside the workplace, such as international crises.

Amid these difficult circumstances, employees may be affected in a number of unique ways. It’s important for HR teams to be able to respond with supportive solutions to help ward off employee distress.

This article outlines methods HR teams can use to help support employees during times of international crisis.

Consider Different Employees’ Backgrounds

Employees have unique histories, relationships and personal experiences. Some may have relatives stuck in the middle of an active crisis; others may have served in the military, experienced past trauma or moved from a crisis area. During international crises, employees’ unique backgrounds can trigger feelings of depression and anxiety, even if they aren’t directly involved in the event.

With that in mind, it’s safe to assume at least some employees will be directly or indirectly affected when an international crisis happens. This means employers should be prepared to respond to employee well-being issues whenever international crises emerge, even if the potential effects on a workforce aren’t immediately apparent.

Learn to Spot Emotional Cues

While employee reactions to an international crisis will vary, there are still common emotional signs employers can watch out for. For instance, employers can prepare for upticks in anxiety, stress, depression, irritability and reduced productivity. Managers should be trained to look out for these signals and start dialogues with employees when issues occur. Proactive conversations about well-being can help address employee issues before they worsen.

However, while proactive conversations can help in some cases, they do present potential privacy concerns. In other words, if a manager notices an employee acting out of character during times of crisis, it may not be prudent to pressure the employee into revealing their emotional triggers. Instead, managers can emphasize the confidentiality of available resources, such as professional counseling.

Express a Commitment to Compassion

When an international crisis strikes, it’s important for organizational leadership to respond to the moment. Generally, this involves a CEO or president sending a message about a workplace’s commitment to its employees during these troubling times. More specifically, messaging could elaborate on how the organization intends to support affected employees, such as through mental health counseling sessions.

Provide Safe Discussion Spaces

Employees who are experiencing distress from an international conflict may need to talk about it.

Hosting an employer-sponsored meeting space for employees to discuss their feelings can be a meaningful way to help process emotions. These groups might even be led by crisis counselors or similar professionals.

Alternatively, it can be just as important for employers to provide a space where the international crisis is not discussed at all. Such a space can offer valuable relief to employees who have been inundated with news about the event.

Offer Worthwhile Support Resources

Tangible resources can sometimes make the most difference to employees dealing with the effects of an international crisis. HR teams should communicate all available resources to employees. Potential options include employer-sponsored counseling appointments, scheduling flexibility and mental health-related informational materials.


International crises may not seem directly related to U.S. workplaces, but their effects can compromise employees in unique and unexpected ways. Therefore, it’s critical for HR teams to be able to support employees during these tumultuous periods.

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2022-03-14T16:27:05+00:00March 14th, 2022|Categories: Industry News|

Understanding your Blood Pressure Reading

Live Well, Work Well


High blood pressure, also referred to as hypertension, is known as a “silent killer” because it has no warning signs and can lead to life-threatening conditions like a heart attack or stroke. If left untreated, high blood pressure can dangerously affect your heart and the rest of your body.

The only way to know your blood pressure is to have it tested. A reading by a health care professional can determine whether you’re at risk. Thankfully, if you know your blood pressure numbers are outside the healthy range, you can take measures to get yourself back into good health.

This article explores blood pressure readings and what those numbers exactly mean for your health.

What Is Blood Pressure?

Blood pressure is the amount of force it takes your heart to pump blood through your body. Your blood pressure normally rises and falls throughout the day.

High blood pressure increases your risk of heart attack, stroke and kidney disease. It can also cause damage to your brain, eyes and arteries. There are no signs or symptoms of high blood pressure, so knowing your numbers is key to good health.

You may be able to control high blood pressure through healthy lifestyle changes, including:

  • Getting enough sleep
  • Avoiding smoking
  • Limiting alcohol intake
  • Eating a diet that’s high in potassium, fiber and protein, but low in sodium and saturated fat

If needed, your doctor may prescribe medication to help regulate your blood pressure.

What Do the Numbers Mean?

Blood pressure is measured in millimeters of mercury (mmHg). During a reading, a health care professional will record your blood pressure as two numbers:

  • The first number is your systolic blood pressure. It indicates how much pressure your blood is exerting against your artery walls when your heart beats.
  • The second number is your diastolic blood pressure. It indicates how much pressure your blood is exerting against your artery walls while the heart is resting between beats.

While both numbers are significant, more attention is typically given to the first number—your systolic blood pressure—to figure out your risk for heart disease.

Consider the following blood pressure categories recognized by the American Heart Association:

  • Normal—Less than 120 mmHg systolic and less than 80 mmHg diastolic
  • Elevated—120-129 mmHg systolic and less than 80 mmHg diastolic
  • High blood pressure stage 1—130-139 mmHg systolic or 80-89 mmHg diastolic
  • High blood pressure stage 2—140 mmHg or higher systolic or 90 or higher mmHg diastolic
  • Hypertensive crisis—Higher than 180 mmHg systolic and/or higher than 120 mmHg diastolic

If your numbers are considered high, it’s critical to immediately discuss the results with your doctor. Conversely, your doctor can also evaluate any unusually low blood pressure readings.


It’s critical to get an accurate blood pressure reading to have a clear picture of your risk for heart disease, stroke and other severe conditions. To help keep your blood pressure in a healthy range, you can also practice living healthy habits daily.

The only way to know if you have high blood pressure is to get tested, so schedule a blood pressure reading with a health care professional. Your doctor can also discuss any lifestyle changes, preventive measures or monitoring efforts to improve your overall health.

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2022-03-09T16:19:21+00:00March 9th, 2022|Categories: Industry News|

Benefits Breakdown

Benefits Offerings to Avoid the Great Resignation

Employees are walking away from their employers in record numbers; some are calling it the “Great Resignation.” A Prudential survey conducted toward the end of 2021 found that 46% of workers were actively seeking or considering finding a new job, and labor statistics backed those findings. According to the U.S. Labor Department, approximately 4.5 million workers quit their jobs in November 2021, setting a new record.

This might appear like welcome news for employers looking to hire—greater unemployment means more potential job candidates. However, confoundingly, there were still around 1.5 available jobs for each unemployed person near the end of 2021, according to USA Today. And, for the last six months of the year, job openings posted by employers topped 10 million, according to the U.S. Labor Department.

This information helps illustrate the key problem employers face right now: Workers are willing to quit jobs—and turn down open positions—that don’t satisfy their needs. Expanding employee benefits offerings is one of the best ways employers can show they provide workers with more than just a paycheck. The following are some of the most attractive perks employers are using to strengthen their attraction and retention efforts:

  • Affordable health plan options
  • Retirement benefits
  • Flexible working conditions
  • Personalized well-being resources

Family-oriented Perks That Matter to Employees

Currently, many workers juggle work and caregiving responsibilities, thanks largely to the COVID-19 pandemic. In fact, according to a survey from Boston Consulting Group, 60% of U.S. parents report that they’ve had no outside help with child care during the pandemic. With that in mind, it’s safe to assume there are employee caretakers within virtually every workplace. Thus, employers may want to consider expanding employee offerings that can assist these working families.

Here are some methods that can help:

  • Encourage employees to request flexible work arrangements that allow them to balance work and personal responsibilities.
  • Reassign job duties that employees are unable to perform because of caregiving responsibilities.
  • Post employee schedules as early as possible for positions with changing work schedules.

Balancing work and caregiving responsibilities can be difficult and contribute to decreased productivity, poor mental health and increased stress among employees. But, with meaningful, family-oriented workplace initiatives, employers can help reduce these negative effects.

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2022-02-22T19:31:06+00:00February 22nd, 2022|Categories: Industry News|

Benefits Insights

3 Voluntary Benefits Trends to Watch in 2022

Benefits have always been crucial for attracting and retaining top performers, and voluntary benefits are a great way for employers to round off their offerings. These extra perks allow for more personalization that can help satisfy the unique needs of each worker, especially in today’s multigenerational workforce. Although individual needs vary, some common themes—physical, mental and financial wellness—have surfaced, and employers can help address these pressing issues through expanded voluntary benefits offerings.

A rising number of organizations recognize that voluntary benefits are beneficial to employees and their families—and many come at little to no cost for the employer. This article highlights three voluntary benefits trends to monitor in 2022.

1. Emphasis on Holistic Voluntary Benefits Offerings

The voluntary benefits market has been expanding steadily over the years and will continue to grow in 2022. According to a recent Willis Towers Watson survey, nearly all employers (94%) find voluntary benefits important to their talent and total rewards strategies over the next three years. Back in 2018, just 36% of employers felt that way. It’s expected that more employers this year will offer a wide range of voluntary benefits options to meet the needs of their current and prospective employees.

Dental and vision care continue to be standard voluntary benefits. However, Americans face a different landscape shaped by nearly two years of the coronavirus pandemic. As the pandemic continues to impact workplaces and personal lives, nontraditional offerings like critical illness, hospital indemnity, pet insurance, identity theft and group legal are becoming popular. More employees are looking to protect their health, safety and finances—but might need some help or guidance to get started on their goals.

One of the best perks of voluntary benefits is that they are, in fact, optional, so employees can opt for the coverage that matters most to them. As a result, more organizations may design benefits packages that provide a range of options. Since employees often face unique stressors or challenges, employers can offer a wide array of benefits or services to support their workforces. Supplemental offerings could be precisely what employees need to fill in coverage gaps as the pandemic continues.

2. Increased Financial Wellness Support

Money is a top stressor for employees, and the pandemic has reinforced that fact. Finance-related voluntary benefits have the potential to support employees with much-desired financial guidance and educational resources. Increasingly popular financial wellness benefits include retirement savings plans, safety net insurance, emergency savings funds, student loan repayment, and financial planning or coaching.

When employees experience lower financial stress, employers may see greater employee productivity and morale and lower absenteeism. Economic recovery from the pandemic will take some time, but voluntary benefits could help decrease employees’ financial stress.

3. Expanded Remote Health Services

The pandemic has undoubtedly increased employee stress, depression and anxiety. As a result, many employees need more mental health support than before the pandemic.

On the other hand, employees may have put off preventive care or other health care services during the pandemic.

One way to combat those issues is to help make remote health services more accessible and affordable. To ensure employees receive necessary physical and mental health support, telemedicine or remote health services can help increase accessibility to resources and treatment; they have proven to be a valuable and cost-effective way to receive medical care from the comfort of home. As such, telemedicine is quickly proving to be a game-changer, and employers will want to consider adopting or expanding their current offerings to accommodate it.


Voluntary benefits are helpful add-ons that can round out any benefits package. They help provide value to employees without raising an employer’s costs, making them powerful tools. Voluntary benefits have helped organizations around the country with the multitude of issues brought on by the COVID-19 pandemic. Still, those issues—including financial insecurity, mental health and health care access—are likely to remain in 2022 and beyond. Therefore, employers should consider exploring voluntary benefits to round off their current offerings.

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2022-02-15T20:42:54+00:00February 15th, 2022|Categories: Industry News|

Benefits Buzz – February 2022

Current Status of the Federal Vaccine Mandates

A number of federal vaccine requirements have been imposed, all of which have faced various legal challenges. Highlighted below are two federal vaccine requirements and their current legal statuses.

On Jan. 7, 2022, the U.S. Supreme Court heard oral arguments on two federal vaccine requirements: OSHA’s emergency temporary standard (ETS) and the Centers for Medicare & Medicaid Services (CMS) emergency rule requiring COVID-19 vaccination of certain health care workers.


The ETS established a vaccination-or-testing requirement for private employers with 100 or more employees. These employers were to require employees to be fully vaccinated against COVID-19 or be tested on a weekly basis and wear face coverings at work.

On Jan. 13, 2022, the Supreme Court stayed the OSHA ETS, ruling that OSHA was not given the power to regulate public health more broadly than occupational dangers.

Given this ruling, employers are not required to comply with OSHA’s  ETS at this time. On Jan. 25, 2022, OSHA withdrew its COVID-19 ETS. However, the agency stated that it will continue to pursue the regulation as a proposed permanent rule.

CMS Rule for Health Care Workers

The CMS rule requires Medicare- and Medicaid-certified providers and suppliers to establish a policy requiring covered staff members to be vaccinated against COVID-19 unless they are eligible for an exemption based on recognized medical conditions or religious beliefs.

On Jan. 13, 2022, the Supreme Court dissolved the temporary injunctions blocking enforcement of the CMS emergency rule. As a result, the emergency rule has been reinstated and is now being enforced. CMS has issued guidance on the rule for various state groups (QSO-22-07-ALL, QSO-22-09-ALL and QSO-22-11-ALL).

Coverage of OTC COVID-19 Tests Required

On Jan. 10, 2022, the Depts. of Labor (DOL), Health and Human Services (HHS), and the Treasury issued FAQ guidance regarding the requirements for group health plans and health insurance issuers to cover over-the-counter (OTC) COVID-19 diagnostic tests.

Legal Requirements

Plans and issuers must cover the costs of COVID-19 tests during the COVID-19 public health emergency without imposing cost-sharing requirements, prior authorization or other medical management requirements.

As of Jan. 15, 2022, the cost of these tests must be covered, even if they are obtained without the involvement of a health care provider. However, the FAQs do not require tests to be covered if they are not for individualized diagnosis (such as tests for employment purposes).

Plan Options

Plans and insurance issuers may place some limits on coverage, such as:

  • Requiring individuals to purchase a test and submit a claim for reimbursement.
  • Providing direct coverage through pharmacy networks or direct-to-consumer shipping programs.
  • Limiting the number or frequency of OTC COVID-19 tests that are covered.
  • Taking steps to prevent, detect and address fraud and abuse.
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2022-02-10T21:28:25+00:00February 10th, 2022|Categories: Industry News|

Live Well, Work Well

Live Well, Work Well WHAT IS WELL-BEING?


In our health- and fitness-focused culture, it can be easy to lose sight of what well-being really encompasses. At its most basic level, well-being refers to feeling good and living in a safe and healthy way. It refers to wellness in all aspects of life, including but not limited to physical health, mental health, social health and financial health.  The concept of well-being can have implications on your overall quality of life, health and happiness.


Learn more about four of the tenants of well-being—physical, mental, social and financial—and how you can focus on improving each area.


Physical Well-being


Achieving a state of physical well-being includes leading a healthy lifestyle, avoiding preventable diseases and conditions, and prioritizing your health. To improve your physical well-being, you should focus on:


  • Getting enough exercise—Regularly exercising can improve your fitness level and physical health, reduce your stress (and thereby improve your mental health) and help you keep chronic conditions at bay.
  • Eating a well-balanced diet—You’ll never be able to achieve a state of physical well-being if you don’t fuel your body properly. Eat a balanced diet to be well on your way to leading a healthy life.
  • Prioritizing adequate sleep—Many Americans fail to get the proper amount and quality of sleep. However, doing this is one of the most important things that you can do for your health. Aim to get at least seven hours every night.
  • Avoiding tobacco and alcohol consumption—Tobacco and alcohol can have very negative effects on not just your physical health, but your mental health, too. Avoid or limit your consumption of these substances to improve your physical well-being.
  • Obtaining preventive care services—Taking care of your body involves receiving annual checkups at the doctor. These preventive care services can help you detect potential health problems early, allowing you and your doctor to devise a treatment plan as soon as possible.

Physical well-being is tied to mental, social and financial well-being, too, so focusing on improving those other areas of well-being are crucial.


Mental Well-being


According to the World Health Organization, there’s not a specific definition of mental well-being. However, various studies agree that achieving a state of mental well-being includes being able to:


  • Realize one’s full potential
  • Work productively
  • Cope with the normal stresses of life
  • Contribute meaningfully to one’s community

Mental well-being includes mental health, but goes far beyond treating mental illness. One main roadblock that people face when it comes to their mental well-being is chronic stress, which can lead to lack of sleep, which, in turn, can exacerbate stress.


While it may not be possible to eliminate all of the stressors in your life, there are plenty of ways to reduce stress:


  • Plan and prioritize your most important responsibilities.
  • Take breaks away from your workstation to mentally regroup. Consider going for a short walk to re-energize your mind.
  • Listen to relaxing music to help you calm down.
  • Take time off from work to clear your mind.
  • Get enough sleep.
  • Exercise and eat healthy.

Social Well-being


The concept of social well-being is one that’s commonly forgotten about, mainly because not many are familiar with it. Of course, there’s a social interaction component to social well-being, which involves forming professional relationships and volunteering in the community. Here are some simple ways to improve your social well-being:


  • Volunteering—Giving back to one’s community has been proven to boost your mood. Volunteering can be fun and rewarding, as well as good for team building. There are many different ways to get involved with volunteering.
  • Joining a club or sports team—Humans are inherently social beings, and joining a club or a sports team is a great way to connect with coworkers or other people in your community. Even if you’re not a great soccer player or a fantastic chef, joining such clubs or teams will give you the opportunity to learn new skills and make new friends at the same time.

Financial Well-being


Behind work-related stress, financial stress is the next biggest stressor for American adults. Financial instability can even affect your performance at your workplace. Imagine trying to focus on work when you don’t know how you’ll make your monthly car payment, or how productive you’d be if you had a pile of bills waiting at home. These situations illustrate the impact financial wellness can have on job performance and overall well-being.


Getting into the practice of saving will help you become more financially secure. Plan ahead so you have money waiting for you at retirement and so you can afford unexpected costs along the way. With the right preparation, you won’t have to worry when life throws you a curveball. Here are some tips to help you improve your financial well-being:


  • Take advantage of an individual retirement account (IRA) or other saving mechanisms.
  • Understand the savings options available to you.
  • Know the difference between “Roth” and “traditional” IRAs. Pick the account that works best for you and begin saving.
  • Set money aside in accounts you can access prior to retirement.
  • Speak with a financial professional.



Focusing on overall well-being instead of just individual facets of wellness is a great way to improve your overall health and happiness. It’s never too late to start on your journey to total well-being.


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2022-02-01T17:24:53+00:00February 1st, 2022|Categories: Industry News|

Return to Work Plans Following the COVID-19 Pandemic

The coronavirus (COVID-19) pandemic has interrupted many businesses across the country. While it’s unclear how long COVID-19 will continue to affect organizations, many employers are looking to the future of employees returning to work.

Echoing the sentiments of public health officials, a return to normalcy won’t be like flipping a switch, but rather a gradual effort. In preparation for reopening your business and asking employees to come back to work, it’s imperative that your company thoughtfully constructs a return to work plan for its employees to keep everyone healthy and safe following the COVID-19 pandemic.

Please note that this article should be used for informational purposes only and should not supersede applicable state or local guidance. Additionally, please review any workplace-specific considerations, which could be more involved depending on the industry you operate in, when drafting your return to work plan.

Return to Work Plans: Introduction

A return to work plan is typically created to help reintegrate workers who have been injured or have been on leave. The plan includes details on how the worker will gradually return to work and any job- related specifics. Its purpose is to formalize steps for a safe and quick return to work.

There are many benefits of return to work plans for both the employer and the employee. Employers can enjoy increased employee engagement, proactive cost containment, reduced turnover, increased communication and improved morale with an established return to work plan. And it’s been proven that employees who go through return to work plans are able to get back to work quicker than those who don’t, meaning that employers will see increased productivity following an employee’s return to work.

Employees also benefit from return to work plans, as they feel supported by their employer, which increases their engagement and loyalty to the company. Going through a return to work plan also helps them get back to work faster and increases the likelihood that they feel secure and stable in their role.

The benefits of return to work plans are undeniable. While these plans are typically customized on an individual basis, you can use the basics of a return to work plan to build your company’s approach to asking employees to return to work following the COVID-19 pandemic.

COVID-19 Return to Work Plans

COVID-19 has caused many businesses to shut down or transition their employees to work from home, disrupting daily work life for many. As stay-at-home regulations are scaled back and all businesses are allowed to resume as normal, your employees will be asked to come back to work. While they may not be coming back from an injury or leave, you need

to have a plan in place for all employees to safely and successfully return to work.

While you may need to tailor your organization’s COVID-19 return to work plan to employees’ specific needs (e.g., child care arrangements, caregiving responsibilities and health issues), having a generalized plan in place can help you safely reopen your business.

Your COVID-19 return to work plan should include the following:

  • Anticipated return to work date—With the uncertainty that COVID-19 has brought, it’s important to give clear information and dates when employees are to return to work whenever possible. Be sure to be flexible with your dates, though, as local and state orders are frequently updated.
  • Disinfecting and cleaning measures—Because COVID-19 can remain on surfaces long after they’ve been touched, it’s important that your business frequently cleans and disinfects the facility.
  • Some best practices include:
    • Cleaning and disinfecting all frequently touched surfaces in the workplace, such as workstations, keyboards, telephones, handrails and doorknobs.Discouraging workers from using other workers’ phones, desks, offices, or other tools and equipment, when possible. If necessary, clean and disinfect them before and after use.
    • Providing disposable wipes so that commonly used surfaces can be wiped down by employees before each use.
    • Social distancing protocol—Social distancing is the practice of deliberately increasing the physical space between people to avoid spreading illness.

In terms of COVID-19, social distancing best practices for businesses can include:

  • Avoiding gatherings of 10 or more people
  • Instructing workers to maintain at least 6 feet of distance from other people
  • Hosting meetings virtually when possible
  • Limiting the number of people on the job site to essential personnel only
  • Discouraging people from shaking hands

Employee screening procedures—To keep employees safe, consider conducting screening procedures to identify potentially ill employees before they enter the office. The Equal Employment Opportunity Commission permits employers to measure employees’ body temperatures before allowing them to enter the worksite. Any employee screening should be implemented on a nondiscriminatory basis, and all information gleaned should be treated as confidential medical information under the Americans with Disabilities Act—specifically, the identity of workers exhibiting a fever or other COVID-19 symptoms should only be shared with members of company management with a true need to know. Be sure to notify employees that you will be screening them to avoid any surprises.
Employee safety training—Your return to work plan should include detailed safety training guidance to ensure that all employees understand how they can prevent the spread of COVID-19.

Your plan should discuss the following safety training topics:

  1. Respiratory etiquette and hand hygiene— Businesses should encourage good hygiene to prevent the spread of COVD-19. This can involve:
    • Providing tissues and no-touch disposal receptacles
    • Providing soap and water in the workplace
    • Placing hand sanitizers in multiple locations to encourage hand hygiene
    • Reminding employees to not touch their eyes, nose or mouth
  2. Personal protective equipment (PPE)—PPE is equipment worn by individuals to reduce exposure to a hazard, in this case, CVOID-
    19. Businesses should focus on training workers on proper PPE best practices. Employees should understand how to properly put on, take off and care for PPE. Training material should be easy to understand and must be available in the appropriate language and literacy level for all workers.
  3. Staying home when sick—Encourage employees to err on the side of caution if they’re not feeling well and stay home when they’re sick or are exhibiting common symptoms of COVID-19 (e.g., fever, cough or shortness of breath).
  4. Mental health considerations—The COVID-19 pandemic has increased stress levels of employees across the country. It’s important that your return to work plan includes guidance for managing employee mental health concerns when employees return to work.
  5. Process for individualized requests—Employees will be returning to work and facing different situations at home or with their health. Your return to work plan should include information about how employees can go about making individualized requests for changes to a return to work plan. Some may have underlying health conditions that put them at greater risk of severe illness with COVID-19, meaning they may not be able to fully return to work. Others may be facing unique child care arrangements due to schools and day cares being closed. Be flexible and compassionate in your response to individualized requests.

Your return to work plan should be tailored to your business’s unique needs and should follow local and state regulations.
Reach out to Benefit Analyst, LLC for assistance with creating a unique return to work plan for your organization.

Return to Work Considerations

Returning to work after the COVID-19 pandemic is likely to bring challenges to your organization. Some of the most common challenges that you’ll need to be prepared for include the following:

  • Changing worker priorities—If your organization asked its employees to work from home during the
    COVID-19 pandemic, employees may want to still enjoy work from home arrangements even after the office is reopened. Your organization should be prepared for an increased demand in work from home requests, and you may need to expand your pre-COVID-19 policies to meet this demand. In addition, prospective employees may ask about this benefit when they’re searching for a job within your company.
  • Updating the office layout—Due to social distancing protocols, your organization may need to reconfigure the office’s layout. Per the guidelines, employee workstations should be 6 feet apart to help prevent the spread of COVID-19.
  • Adapting to changing rules and regulations—Due to the nature of the COVID-19 pandemic, rules and regulations are constantly changing. You should be prepared to change your business practices if needed to maintain critical operations. This could involve identifying alternative suppliers, prioritizing existing customers or suspending portions of your operations.
  • Managing reputational effects—Given the scope of the COVID-19 pandemic and how much is still currently unknown about the situation, people may have strong opinions about your decision to reopen your business. You’ll need to be prepared for the reputational effects of reopening your business. By taking the steps to keep your employees and customers safe and healthy, you can manage reputational effects of opening after the pandemic.

Remember, reopening your business after the COVID-19 pandemic isn’t as simple as opening your doors. You’ll need to carefully evaluate each step of your reopening and gradually ask employees to return to work.

Continued Safety

The next phase of responding to the COVID-19 pandemic involves reopening your business. While this task may seem daunting, we’re here to help every step of the way. Contact Benefit Analyst, LLC today to learn what actions you need to take to ensure your employees’ return to work is as seamless as possible.

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2020-05-06T16:27:21+00:00April 28th, 2020|Categories: Industry News|
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