Category Archives: COVID-19

5 Tips for Bringing Your Team Back to the Office

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After over two years of working remotely, we know a lot of employers are grappling with if and how to bring their teams back into the office. They’re faced with a barrage of questions: Should they bring employees back full time? Keep them remote? Should they offer set hybrid programs or let employees decide their own schedule? The risk of losing great employees by pushing them to return to the office looms large however, full-time remote work doesn’t suit every business.

The answer is there is no right answer. It’s almost impossible to establish a protocol that makes sense for everyone. The bottom line is companies have to get creative with how they balance safety, productivity, and culture as we begin returning to the office. We do think companies will likely employ various hybrid work iterations for the foreseeable future.

Here are our best ideas to help find balance between encouraging company culture while your team is remote and building rapport back in the office:

1. Give Employees Their Own Work Spaces.

Try rewarding employees with their own work spaces as opposed to the shared work spaces that are so popular nowadays. The pandemic has created all sorts of uncertainties about touching other people’s stuff.

2. Offer up free lunches.

We know there’s “no such thing as a free lunch” but we’ve seen companies have tremendous success when they offer their employees meals as a gesture of appreciation. Sending your remote employees a voucher for a food delivery app and an invitation to join a team Zoom hang out is a great way to allow your team to interact more casually. When your team is in the office, providing free lunches allows people to connect with each other. We’ve found that this desire for connection is greater than ever since the pandemic began.

3. Create Memorable Moments to Connect

Try and use culture building opportunities as frequently as possible. This is where employers can really get creative. Consider setting up both remote and in-person fun experiences like an Escape Room or a virtual Pub Quiz. Give away memorable gifts, company merchandise, or a welcome back to the office care package so employees feel that their experience is being valued.

4. Provide Gas Cards

Send gas gift cards to anyone who comes into the office on a regular basis. Gas is expensive right now so this is an easy win because it makes employees feel valued for their efforts.

5. Use Social Media to Show Off Company Culture

Make sure your employees are proud of the team that they’re on and feel included. One way to do this is share notable team experiences on your public Social Media channels and in your internal team communications, like a Slack channel or team newsletter. You’ll be able to show the community being built back up in the office and ease the minds of employees still on the fence about returning to the office.

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Need help creating positive Company Culture? We can help with that. Contact us.

Everything You Need to Know About the American Rescue Plan Act & the COBRA Premium Subsidy

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everything you need to know about the American Rescue Plan Act 2021 + the COBRA Premium Subsidy

On March 11, 2021, President Biden signed the American Rescue Plan Act of 2021, or ARPA. ARPA provides $1.9 trillion in federal stimulus which includes a handful of items directly affecting employers and their employees. Among other provisions, ARPA created a 100% COBRA Premium Subsidy and additional COBRA enrollment rights for certain employees (and their families) who lost group health plan coverage due to an involuntary termination of employment or a reduction of hours. Today, we’ll break down how ARPA will affect employers specifically when it comes to the COBRA Premium Subsidy.

Who qualifies for the COBRA Premium Subsidy?

From April 1, 2021 through September 30, 2021, group health plans providing COBRA continuation coverage must offer a 100% subsidy of COBRA premiums for Assistance Eligible Individuals (AEI) and their qualified beneficiaries. An individual is an AEI if they qualify for COBRA coverage due to an involuntary termination of employment or reduction of hours due to COVID-19. The subsidy requirement applies to major medical, dental, and vision plans offered by employers, but does not apply to Health Flexible Spending Accounts (HFSA). It’s important to note that individuals who qualify for COBRA coverage due to other qualifying events, such as a voluntary termination of employment, are not considered to be AEIs eligible for the premium subsidy.

In addition, the following individuals also qualify for the COBRA Premium Subsidy:

  • Individuals who do not have a COBRA election in effect on April 1, 2021, but who would be AEIs if they did, are also eligible for the subsidy. This means that individuals who experienced an involuntary termination of employment or a reduction of hours so that COBRA would have started sometime within the 18 months prior to April 1, 2021, but who did not timely elect COBRA, may still elect subsidized COBRA coverage.
  • Individuals who had elected COBRA coverage but discontinued such coverage before April 1, 2021 are eligible to re-elect COBRA coverage if they would otherwise be AEIs and are still within their COBRA 18-month maximum coverage period.

Will AEIs be responsible for COBRA taxes?

The amount of the COBRA premium subsidy is not taxable to the AEI. The premium amount is advanced by the employer or plan and will be reimbursed by the federal government through a refundable credit against payroll taxes.

What tax benefit will employers receive?

For self-insured plans and insured plans subject to federal COBRA, the employer will receive the tax credit. For insured plans not subject to COBRA, the insurer will receive the credit. Credit amounts exceeding Medicare taxes will be treated as a refund of a Medicare tax overpayment. Employers, insurers, and administrators will need to implement the ARPA COBRA provisions on very short notice, since subsidies became available beginning April 1, 2021.

The Department of Labor is expected to issue further guidance, but employers should consult with their insurers, third-party administrators, and advisors now to ensure compliance.

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We know this is a lot of information.  Feel free to reach out to us we will help answer any questions.  Email us at marketing@corpstrat.com or call us at 818-377-7260.

5 Things You Need To Get Your HR Policy Ready for 2021!

Happy 2021, from our CorpStrat family to yours! As we dive into the new year full force, it’s incredible to reflect on how much our world has changed. It goes without saying that COVID-19 has transformed our lives and our workplaces by extension. That’s why this year, more than any other, it’s so important to make sure that you’re set up for HR success in 2021. We’re here to help you with that.

Most people only think about HR when there’s a major compliance issue, but this is the worst time to find out your HR policy isn’t properly updated. Don’t let this be you. Here are our top 5 things you should do right now to make sure your HR policy is set up for 2021:

1. Make Sure Your Team Gets Sexual Harassment Training

Recently California enacted a series of laws that strengthened the state’s protections against workplace harassment. California used to require employers with 50+ employees to complete required training every other year, it’s now 5+ employees and the deadline to complete the training was January 1st 2021. If you haven’t completed this training, let’s talk. At CorpStrat, we offer affordable Sexual Harassment Training for every company size, from 3-300+.

2. Update Your Employee Handbooks

Has your handbook been updated or reviewed recently? If not, it may not accurately reflect your company’s policies, leaving room for confusion and major compliance issues. Take the worry out of it, sign up for a free consultation.

3. Learn About Policy Changes Made Due to COVID-19

COVID-19 has changed so many things we may have taken for granted. Are you familiar with the new laws and have your company policies changed in accordance with these laws? If you’re hesitating to answer, schedule a call with us, we can absolutely help you.

4. Get An HR Audit

How can you set up your company policy if you’re not clear on what your exposures are. If you haven’t had an HR audit done in the last year, we’d advise you to get one as soon as possible to avoid red flags.

5. Rethink Your Strategic Initiatives

Are you and your employees up to date on performance reviews, job descriptions, etc.? Talk to one of our HR experts to make sure you’re on track and doing all you can.

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At CorpStrat, our HR experts will guide you through setting up your HR policy for 2021. If you’re interested, let’s talk! Call us at (818) 377- 7260 or email us at marketing@www.corpstrat.com

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SBA and Treasury Simplify Forgiveness for PPP Loans Under $50K

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On October 8th, the U.S. Treasury Department issued new rules simplifying forgiveness for businesses who took out PPP loans of $50K or less. Back in March, Congress passed the CARES Act, which established the Paycheck Protection Program (PPP), an SBA loan designed to help small businesses maintain their workforce during the COVID-19 crisis. It offered SBA-backed loans that could be forgiven as long as the business met conditions such as retaining full-time employees for eight weeks and using a minimum of 60% of the loan towards payroll costs. However, a number of amendments and seemingly conflicting rules have left many business owners confused about how to go about getting their loans forgiven.

Prior to last week, no loan forgiveness applications were being approved by the SBA. This past Thursday night, a new forgiveness application, Form 3508S, and a new Interim Final Rule regarding loan forgiveness was unveiled.

What this means:

The SBA and the Treasury Department intends that this new application will simplify the forgiveness and loan review process. Under the new rule, PPP borrowers of $50,000 or less won’t have the amount of their loan forgiveness reduced based on reductions in full-time-equivalents or reductions in employee salary or wages. This means that borrowers who received small PPP loans likely won’t be penalized for laying off staff members or cutting employee hours due to financial hardship. The changes are estimated to cover approximately 9 million forgiveness applications. It should be noted that even with the new rule, borrowers are still required to provide additional information to the lender, certify how it’s reviewed, and calculate their payroll and non-payroll costs .

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Have questions about your PPP Loan Forgiveness? Call us at (818) 377-7260 or email us at marketing@www.corpstrat.com

8 Things to Include in Your Work From Home Benefits Plan

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If your team has gone remote due to COVID-19, you already know how difficult it can be to make sure employees are feeling valued and appreciated. Even though employees are saving time on their commute, studies have shown that, on average, the lockdown workday is 48.5 minutes longer. Which means it’s more important than ever for employers to get creative when it comes to commending their team’s hard work. Including a Work From Home Plan as part of your benefits package can help you make sure your remote employees are being rewarded for their efforts.

Here are 8 things to include in your Work From Home Benefits Plan:

1. Monthly Lunch Stipend for Managers

Pre-COVID, many companies would have perks like free lunches a few times a month. Company-wide lunches aren’t feasible in the current climate however, giving managers a monthly lunch stipend to treat their team to take-out or delivery meals is a great way to ensure team members feel appreciated.

2. Delivery Lunch for Employee of the Month

In the same vein, you may not be able to take your star employees out for a one-on-one meal but you could surprise them with a Postmates or UberEats gift card so they can treat themselves.

3. Monthly Coffee & Tea Stipend

Gearing up for the day by sipping on coffee with your co-workers is a delightful aspect of working in an office. Keep the caffeinated delight going by sending employees monthly credit to a coffee shop or coffee bean subscription service.

4. Virtual Gym Membership

It’s easy to get so overloaded when working from home that employees aren’t incentivized to move, which can be detrimental to their overall health. Since most gyms are currently closed or limited, offering a virtual gym membership can help keep your team healthy and happy. Hosting a group Zoom class with a certified instructor could be a fun way to keep each other motivated and give employees permission to step away from their emails in order to work out.

5. Mental Health App Subscription

Lockdown can be especially difficult for people who are living alone—people across the country are struggling with feeling isolated and depressed. Long-term, this can mean employees feel unmotivated, listless, and less productive. Including a mental health app like TalkSpace for therapy or Headspace for meditation in your Work From Home plan will help employees stay on top of their mental health.

6. Telemedicine and Wellness Checks

Telemedicine has been growing in popularity the past few years, for good reason—it can reduce medical costs and save patients a trip to the clinic or hospital. Now with the pandemic in full swing in the US, telemedicine has exploded in popularity and it’s helping people across the country keep hospital waiting rooms clear for COVID-19 patients while limiting their own exposure to the virus.

7. Wifi or Cell Phone Bill Reimbursement

Instead of using a company phone line or logging onto office internet, employees are taking on the burden of these expenses themselves. Consider offering reimbursement for a percentage of their home internet or cell phone bill to offset the expenditure.

8. Send a Care Package

When it comes to care packages, a little bit of thought goes a long way. Whether you’re sending special company swag or a customized basket of their favorite snacks, getting a little something at their door can help employees feel connected to company culture even when they’re working from home.

BONUS

If your employees live locally, take a few hours to show up (masked-up, of course) to their door with a thoughtful physical gift or care package. The personal touch of seeing their boss in person, even from a distance, can be incredibly meaningful.

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Need help doing an Employee Benefits Audit? Email us at marketing@www.corpstrat.com.