Author Archives: CorpStrat News

A Message from CorpStrat about COVID-19

Dear Clients, Professionals, and Friends,

Certainly, this is the most uncertain of times our country is going through during our lifetimes. First and foremost, we hope you are all staying healthy and safe.

As employers, professionals, and businesses struggle to navigate the current COVID-19 crisis, we wanted to share some of our thoughts and provide guidance on how to manage some core business processes – especially employee health care, and address premium payment concerns, through this challenging time.

First, everyone is scared. The uncertainty is greater than ever, and no one knows what’s going to happen next. It’s crucial that companies step up and provide leadership and optimism.

If you are a business owner, your people will be looking to you to give them clarity and a sense of certainty – it will pay huge dividends for both parties. While It’s true it’s unknown what the future holds, optimism and confidence never hurt anyone.

Secondly, sales and business revenues will almost certainly suffer tremendously, and a lot of employers will be forced to close their doors, left with no choice but to layoff employees, and defer or cancel other business operating expenses. The downward spiral is steep, dark, and scary, but once we get through this, we believe the bounce-back will provide tremendous opportunities for many companies that can weather the storm. Keeping your people close is as important as ever.

Third, there are a few necessities in life right now: shelter, food, and health care. Employees on employer-sponsored health plans need their coverage more than ever. If you lay people off, furlough them, etc. due to income loss, we recommend you do not cancel their health coverage. Extending benefits seems like an ideal way to keep those people “close” – and we’re certain guidance will be available shortly to address this. We’ll call this a “wait and see” approach, as we get more clarity on the “Families First Act“.

If you are an employer and have paid March 2020 insurance premiums, you essentially do not have another payment due until April 30, 2020. If you have not made that payment yet, we strongly urge you to pay it as soon as possible, as we wait for guidance from both the government and the carriers as to what relief will be available.

Insurance carriers are deep in negotiations with the government in developing a plan to help everyone right now. This includes guidance and relief on deferral of premium payments on all types of insurance and financial services, extensions of grace periods, and preclusion on lapsing certain types of insurance coverage. We expect to get guidance in the coming days and will follow up with additional communication.

Companies and professionals will need to adhere to the new “Families First Corona-Virus Act“, and for our CorpStratHR Payroll clients who need to adapt forthcoming payrolls, we are available to help you with all payroll processing. We will work tirelessly to make sure all checks and payrolls are processed.

We want you to know that CorpStrat is working remotely and our staff is available to give you any support you need. Please reach out to us for anything regarding resources, relationships, and guidance. We promise to be responsive and give you the best support possible during these uncertain times.

We are here to help, and we will get through this together. Stay safe and positive.

#TeamCorpStrat

CCPA and Its Effect on the Employment Relationship

Leave a reply

CCPA and the Employment Relationship

Since January 1, 2020, the California Consumer Privacy Act of 2018 (CCPA) has officially been in effect. In short, the CCPA imposes new privacy obligations on businesses that collect personal information of California consumers. But it doesn’t just stop at consumers. With the recent Attorney General-issued revisions, the CCPA applies to the employment relationship as well, including information related to employee benefit plans.

Here is a breakdown of how the CCPA affects the employment relationship.

CCPA and Employees

Under the CCPA, the definition of “consumer” is very broad, providing that any natural person who is a California resident is a “consumer”. Therefore, this broad definition extends to cover employees who are resident in California, no matter the fact that their relationship with the business is as an employee, and not a consumer.

Since the definition of “consumer” is very broad, so is the definition of “personal information.” However, the recent revisions by the Attorney General brought some clarity about what “personal information” constitutes: employment-related information is considered “personal information” under the CCPA. There is no exemption for employment-related personal information stored and maintained by an employer.

As such, similar to consumer information, the CCPA requires employees and applicants to be notified that their personal information is being collected.

Other noteworthy revisions from the Attorney General include:

An employer is not required to provide a link to an online privacy policy to employees and applicants as a method of notice; they can be notified through a paper form or via email.
An employer is allowed to provide a link to an online privacy policy tailored to employee and applicant data, rather than the general online privacy policy which deals with consumers as a whole.

Employment-related Information Under CCPA

The following common types of “employment-related” data are considered “personal information” (and protected) for purposes of the CCPA:

New hire/on-boarding paperwork, including resumes, employee applications (including Social Security Number, drivers’ license, mailing address), background checks, IRS Forms W-4 (withholding), etc.
Payroll information, including employee bank account numbers for direct deposit.
Credit card information provided in connection with expense reports.
Random drug testing paperwork and results.
Documentation of various types of leave, such as sick leave, vacation, paid time off, etc.
Employee benefit plans (to the extent not exempt from the CCPA).
Employee’s online activity on a work computer/system, such as browsing history and search history.

Data from Employee Benefit Plans

Data from employee benefits plans are covered—and protected—under the CCPA. Employee benefit plans collect and use personal information since plans require various types of personal information, such as name, address, Social Security Number, and insurance policy information.

However, certain benefit plans may have varying compliance obligations to the CCPA, especially if they are HIPAA-covered or ERISA-covered.

compliance obligations of certain benefit plans may be: (1) limited by the CCPA’s HIPAA exemption; and (2) potentially preempted by ERISA.

HIPAA Exemption

The CCPA does not apply to “protected health information” (PHI) of a group health plan that is subject to HIPAA or to other personal information protected in the same fashion as PHI. Employer-sponsored HIPAA-covered benefit plans typically include a major medical plan, dental, vision, health flexible spending account, and certain wellness or employee assistance programs. One thing to note is that some information collected by a benefit plan may be personal information under the CCPA, but not PHI under HIPAA, and there may be compliance obligations concerning that information.

ERISA Preemption

The CCPA does not specifically address how it applies to benefit plans not covered by HIPAA. For plans that are subject to the Employee Retirement Income Security Act of 1974 (“ERISA”), there is a possibility that the CCPA could be preempted, or prevented, by ERISA. As such, ERISA-covered benefit plans that are not HIPAA-covered (such as 401(k) plans, long term disability, and AD&D) may be able to successfully argue that personal information collected and used is not subject to the requirements of the CCPA.

The Bottom Line

When dealing with the CCPA regarding employment, an employer should apply the same steps they apply to “personal information” from customers and other consumers to employee data and employee benefit plan data (that may be subject to the CCPA).

Reach out to CorpStrat to learn how we design and manage (compliant) employee benefits at competitive rates so your company can attract, reward, and retain your employees.

Solved: Tracking Time & Attendance in a Remote World

Leave a reply

Timesheets, punch cards, time clocks… it’s one of the very fundamental HR monitoring duties— confirming that employees work the hours for which they are paid. In a COVID-19 affected world where teams are still working remotely, HR departments have been met with the unique challenge of accurately tracking employees’ hours. This is where our Workforce Automation system can make a huge difference. Having an automated system with a powerful mobile app allows your company to easily track your employee’s hours, no matter where they are. Plus, it makes it convenient and accessible for your employees.

Read on for ways utilizing our technology to automate Time & Attendance can save you time & money.

Improved Timekeeping/Absence Management

A fully-integrated HR attendance module can simply make timekeeping better. Timesheets are more accurate and reliable. Accidental errors are avoided, thus having the time and effort needed for corrections. This also ensures that paychecks are accurate, ensuring your company isn’t overpaying for hours not worked, and vice versa.

Scheduling is a Breeze

Nothing’s more frustrating than unintentionally overstaffing or having to fill a shift when there’s a last minute absence. Tracking in real time makes it easier for your company to forecast overstaffing and overtime, communicate quickly and efficiently with staff members, and minimizes the financial impacts of absenteeism.

Built-in Accountability

Complicated issues can be reduced to minor levels, such as time theft and “buddy punching” (one employee clocking in on behalf of another). In turn, payroll errors and the cost associated with correcting them are reduced.

Compliance

With an automated system, paid time off calculations are much less subject to human error and compliance is virtually assured. Plus, you’re able to show your work—companies can easily pull reports that accurately show employee work records and PTO requests.

Data, Data & More Data

As with all HR software, once the data is in the system, it can be dissected in numerous ways. The first advantage of doing this with HR system attendance is that managers receive real-time alerts. Better-informed decisions on workforce deployment can be made on the fly. Beyond basic scheduling benefits, data can be used in more strategic ways with analytics and reporting, giving manager’s insights into trends and patterns.

Remote Portals

We live in a time when physically “punching the clock” simply isn’t a relevant solution. For many organizations, online and mobile access to time and attendance is increasingly essential. This makes it easier for organizations to log on from remote workspaces to punch-in, punch-out, and see basic time and attendance data.

Increased Efficiency

Modern HR system attendance software goes far beyond the old school ways. With integrated data and analytics plus employee and manager self-service, this type of system can greatly enhance the day-to-day efficiency of your organization. This frees you up to focus on the important work of growing your business.

–

To learn more about CorpStrat’s time and labor management solution, please contact us: marketing@www.corpstrat.com

–

Learn more about Workforce Automation

Are you looking for a solution that can help your employees make better decisions, conduct faster enrollments, and make changes on the fly with 24/7 access? If your answer is ‘yes’, then it’s time to go paperless. Learn more

10 Ways to Promote Mental Health in Your Workplace

Leave a reply

Mental Health in the Workplace

With 1 in 6.8 people experiencing mental health problems in the workplace, its never been more important to be proactive about mental health in the workplace. Promoting mental health increases productivity, stimulates morale, and reduces stress, making it an important step to improving your organization.

For those who don’t know where to start, here are 10 ways to improve mental health in your workplace:

1. Discounts to Local Gyms

Offering discounts to local gyms encourages people to be active and socialize outside of work. Since exercise is known to increase endorphins and reduce symptoms of mental health conditions, giving a way as well as a cost incentive for employees to do so can lead to an overall improved mental health in the workplace.

2. Onsite Yoga

Providing yoga classes for your employees during their breaks helps with fitness and mindfulness in the workplace. Through stretches and breathing exercises, yoga combats stress and improves your employees’ overall mental health. It promotes relaxation, which is a key component to a positive mental state.

3. Deskercise

Implementing a “deskercise” routine employees can easily follow is another approach to encouraging mental health in the workplace. A routine that helps employees loosen up, stretch, and fix their posture at their desk is the perfect opportunity for employees to refresh and re-center their minds and bodies. Some simple deskercises include shoulder and spinal stretches and ankle rolls.

4. Flexible Work Hours

As a flexible work hour policy is quickly becoming common, establishing policies that allow employees to work flexible hours or work from home one day a week will help increase productivity and work-life satisfaction. It reduces burnout and allows them to de-stress, fostering a healthier mental wellbeing.

5. Continued Education Workshops

Providing continued education workshops is another way to nurture mental health in your workplace. In addition to increasing employee retention, allowing employees to improve their skills instills a sense of personal achievement, which will motivate them to be proactive both at work and in their personal life.

6. Healthy Office Snacks

The workplace can breed bad eating habits, so supplying health office snacks encourages both physical and mental health. With such a strong link between what we eat and how we feel, having snacks that provide healthy energy for the brain—instead of sugary snacks—can go a long way in producing a positive impact on your employee’s mental health.

7. Catered Lunch

Catering a lunch for your employees works both as an employee appreciation and mental health initiative. Catered lunches create a space where your employees can come together to eat and socialize. Having a nice break like this can break up the monotony of a workday and cultivate a positive outlook (and ultimately healthier mental wellbeing) among employees.

8. Monthly Potluck

Having a monthly potluck, where everyone can contribute, gives employees the opportunity to interact and socialize. Enjoying an afternoon of food, socializing, and fun activities creates a shared positive experience that employees can bond over while also refreshing their outlook towards the workplace.

9. Mindfulness Classes

Offering mindfulness and stress management classes reduces stress and fosters positive emotions. Since the way employees think and feel has a direct impact on productivity and communication, promoting these classes will help them become more aware of their thoughts and feelings, so they are better able to manage them for long-term mental wellness.

10. Wellness Day with Resources

Another employee recognition idea that benefits mental health, organizing a wellness day where employees can learn about mental health and wellness can create awareness within the workplace. Resources, such as health and depression screenings as well as outdoor fitness events, can create a foundation of knowledge and support for mental health in the workplace.

Before implementing any of these 10 wellness initiatives, we first recommend establishing a method of getting feedback. Surveying your employees to find out what is working and what is not will be extremely beneficial in improving your mental wellness programs and reducing the need for unnecessary costs.

Want to know how you can offer quality benefits that help employees become their best selves? Contact CorpStrat for more information on how we design and manage employee benefits at competitive rates.

Importance of Workplace Mental Health Initiatives

Leave a reply

Importance of Workplace Mental Health Initiatives

Did you know that 1 in 6.8 people experience mental health problems in the workplace? And that over 200 million workdays ($16.8 billion in employee productivity) are lost each year due to mental health conditions? With such a drastic impact in the workplace, mental health is no longer a workplace issue that can be sidelined. Large companies like Facebook and Google have already started offering mental wellness initiatives. So, it is now important, more than ever, for small to medium sized companies to take an active interest in employee mental health and create a supportive environment for their employees.

Why should you invest in workplace mental health initiatives?

Workplace wellness is important because poor mental health can affect an employee’s day-to-day work life. Poor mental health can affect an employee’s:

Job performance and productivity;
Engagement with work and coworkers; and
Daily functioning.

As such, workplace mental health initiatives are programs that employers need to invest in. And these wellness programs don’t even need to be costly; simple events like a wellness day require minimal investment but can produce effective results. Supporting mental health programs in the workplace lead to overall improved team performance and employee wellbeing.

Here are three main reasons why employers should promote mental wellness in the workplace:

Increased Employee Productivity and Motivation

When mental health is supported in the workplace, employees are able to perform better. Happy employees have improved decision-making, workflow, and engagement, all of which translate to increased productivity and motivation in the workplace. Employees will feel that they are supported, fostering a sense of loyalty to the company and reducing absenteeism.

Higher Team Morale

Mental wellness programs can lead to higher team morale. When teams engage in wellness initiatives together, both outside and inside work, they start having a shared purpose that builds camaraderie. These shared experiences can go a long way in keeping employees engaged with the team, leading to a positive workplace culture.

Decreased Stress

Work-related stress within employees can become debilitating and costly for a company. So, investing in programs that deal with stress management or mindfulness and meditation can help reduce stress throughout the workplace. Essentially, less stress in the workplace leads to satisfied employees, which, ultimately, creates a positive culture.

Bottom Line

Workplace wellness programs can be a valuable asset for employers and employees. With an increasingly competitive job market, how well a company responds to mental health issues is becoming increasingly important to employees, current and new. To learn how you can leverage wellness programs to the fullest, reach out to CorpStrat and see how comprehensive employee benefits can further attract, reward, and retain new and existing employees.