Trump Signs Executive Order to Lower Medicare Drug Prices

On Sunday, Sept. 13, 2020, President Donald Trump signed an executive order aimed at lowering drug costs for Medicare recipients.

Live Well, Work Well - September 2020 Newsletter

Choosing an Effective Hand Sanitizer

Hand hygiene is an important response to the COVID-19 pandemic. The Centers for Disease Control and Prevention (CDC) recommends washing hands with soap and water. If those aren’t available, using a hand sanitizer can help you avoid getting sick and spreading germs.

Trump Signs Executive Order Permanently Expanding Telehealth Benefits

President Donald Trump recently signed an executive order aimed to improve telemedicine and rural health care access. The order expands telehealth benefits for Medicare recipients past the public health emergency (PHE) declaration for the coronavirus (COVID-19) pandemic, particularly addressing health care access in rural communities.

HR Brief Newsletter- August 2020

Preparing for a Second Wave of COVID-19

The coronavirus (COVID-19) pandemic is still going on, despite businesses reopening. Moreover, public health officials and experts are warning of a potential second wave of COVID-19 cases.

Of course, no one knows if or when a second wave of infection will strike—or whether it will be as bad as or worse than the first wave. As such, businesses across the country should start planning today to properly prepare for a second wave of COVID-19 cases.

Here are three ways organizations can prepare:

1. Review Federal, State and Local Guidance

Businesses in one region may be able to remain open, while businesses in other regions may need to close or adjust for a second time. As such, it’s critical to understand and continually review all relevant state and local orders to determine if your business needs to take action in the face of a second wave of COVID-19 cases.

2. Review Your Organizational Risks

Even if there aren’t federal, state or local recommendations to close your business, that doesn’t mean your organization is safe from the coronavirus.  Similar to conducting a risk assessment for planning to reopen following the first wave of COVID-19 cases, your organization should conduct a risk assessment in preparation for a reemergence of COVID-19 cases.

3. Maintain Workplace Safety and Communicate With Employees

There is a variety of guidance from official sources, like OSHA, to help employers maintain health and safety, and keep employees informed.

Speak with Better Business Planning, Inc. for more workplace guidance.

Determining Whether a COVID-19 Case Is Work-related

Even as businesses reopen and employees return to their new normal, the risk of becoming exposed to and ill with COVID-19 is still present. When an employee reports they have COVID-19, employers are faced with the difficult task of determining whether the employee’s illness is work-related.

As is the case with all inherently legal issues, employers are strongly recommended to seek the guidance of legal counsel when faced with these sorts of situations.

OSHA Guidance on Work-relatedness

An injury or illness is work-related if an event or exposure in the work environment either caused or contributed to the resulting condition or significantly aggravated a preexisting injury or illness. Work-relatedness is presumed for events or exposures in the work environment.

Unfortunately, because the coronavirus is so widespread, determining whether an employee’s illness is work-related can be difficult and should be evaluated on a case-by-case basis.

Employers should ask probing questions to reveal the potential exposure of COVID-19 in their workplaces. Employers should consult with legal counsel if they are concerned about what kinds of questions they may ask.

After conducting a review, employers will need to record the incident and report it to OSHA.

Speak with us for more information related to this process.

 

DOL Releases More Q&As on Workplace Laws and Coronavirus

On July 20, 2020, the U.S. Department of Labor (DOL) announced the agency’s publication of additional guidance on applying federal employment laws in the context of the COVID-19 pandemic. The guidance is in the form of questions and answers added to sets of Q&As the agency issued earlier in the year about the operation of the federal Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA) and the Families First Coronavirus Response Act (FFCRA) in workplace situations involving COVID-19.

10 Pandemic-Related Challenges Likely to Plague Employers in the Future

While employees and employers alike have been eager (for months now) to get back to work as it used to be, the reality is that the workplace has changed — and possibly for the long term. Speculation abounds that this “new normal” will persist until there is a widely available and effective vaccine. This leaves employers in limbo — juggling the new day-to-day legal concerns and practical difficulties, such as enforcing proper social distancing and addressing refusals to return to work, while trying to maintain productivity and profitability to keep businesses afloat.

Application Deadline for Small Business Loans Extended

Congress has passed legislation to extend the application deadline for a Paycheck Protection Program (PPP) loan through Aug. 8, 2020. Prior to the extension, the deadline to apply for these funds was June 30, 2020. The extension enables eligible small businesses to apply for funding for five more weeks. The legislation has been sent to President Trump, who is expected to sign the measure into law.

Hospitals Lose Bid to Keep Secret the Rates they Negotiate with Insurers

(CNN) -- A coalition of hospital groups lost their attempt to block the Trump administration from requiring hospitals to disclose the prices they privately negotiate with insurers.

Why Employee Experience Shouldn't Stop Short of Health Benefits

Employee experience matters. It creates more engaged and productive employees, better customer experiences, and more innovative and profitable organizations. Research from KennedyFitch’s EX Leaders Network reports that 90% of companies said employee experience (EX) will increase in importance within their organizations in the next one to two years, and 50% said they set aside budget to execute their EX strategy this year.

DOL Revises the Fluctuating Workweek Overtime Method

The U.S. Department of Labor (DOL) recently announced a final rule that allows employers to pay bonuses or other incentive-based pay to salaried, nonexempt employees whose hours vary from week to week. The final rule clarifies that payments, in addition to the fixed salary, are compatible with the use of the fluctuating workweek method under the Fair Labor Standards Act (FLSA).

President Trump Signs Bill Amending PPP Into Law

Since being established as part of the Coronavirus Aid, Relief and Economic Security Act in March 2020, the Paycheck Protection Program (PPP) has been the subject of additional stimulus bills, legal guidance and interim final rules. In the latest development, Congress passed the Paycheck Protection Program Flexibility Act of 2020, which is a bill that provides borrowers with greater flexibility in spending PPP funds without compromising forgiveness eligibility. President Donald Trump signed the bill into law on Friday, June 5, 2020.  

What is included in the bill?

The bill, which passed with a bipartisan vote, makes the following amendments to the PPP to provide relief to borrowers:

·         Loan repayment terms—The bill extends the minimum loan term for unforgiven PPP loans from two years to five years.

·         Payroll costs vs. nonpayroll costs— For forgiveness eligibility, the bill reduces the portion of PPP funds that must be spent on payroll costs from 75% to 60%, and raises the nonpayroll cost limitation from 25% to 40%.

·         Covered period extension—The bill extends the covered period during which borrowers must spend the PPP funds to be eligible for forgiveness from eight weeks to 24 weeks from the date of origination of the loan.

·         Payroll tax deferment—The bill permits borrowers to defer payroll taxes without being penalized while still remaining eligible for loan forgiveness.

·         Extension of rehiring safe harbor—The bill extends the rehiring safe harbor by six months to provide borrowers with additional time to restore payroll levels or rehire employees without facing a reduction in the amount of forgiveness for which they are eligible. The original date was June 30, 2020, and the new date is Dec. 31, 2020.

In addition to the provisions above, the bill provides loan forgiveness eligibility exemptions for borrowers that are not able to rehire an employee or a replacement. There are also exemptions for loan forgiveness eligibility for borrowers that are not able to return to the same level of business due to complying with COVID-19-related orders or circumstances.

What’s next?

Borrowers should review the bill carefully and speak to their lender should they have any questions. In addition, borrowers should direct any questions regarding their PPP loan to their lender.

We will continue to monitor any additional developments regarding the PPP and deliver updates as necessary. For more information about the PPP, contact Better Business Planning, Inc..

Source: Zywave, 2020. 

SBA Issues Two Additional PPP Final Interim Rules

The Small Business Administration (SBA) recently released two additional final interim rules to provide further guidance for Paycheck Protection Program (PPP) loan borrowers and lenders. Specifically, the two rules provide guidance for loan review procedures, loan forgiveness, and borrower and lender responsibilities.  

Accommodating At-risk Employees Amid COVID-19

The Americans with Disabilities Act (ADA) compels employers to provide reasonable accommodations to employees who need it. These accommodations can be straightforward and may include installing a wheelchair ramp or adding text-to-voice software on a computer. In many cases, the accommodation needed for an employee to perform their job is obvious.

Handling the Influx of Remote Work Requests

Before the coronavirus (COVID-19) pandemic, the merits and pitfalls of working remotely were often debated. As states went into lockdown to help stop the spread of the coronavirus, many workforces were forced to go online and quickly adapt to a remote-only work environment. Now, as the pandemic evolves and offices and worksites reopen, employers are likely to experience an influx of requests from employees to continue telecommuting.

Is This the New Normal?

Life lately has been far from business as usual. During lockdown, we’ve experienced a paradigm shift. Remote working—or telecommuting—may no longer be seen as a workflex arrangement for select employees. As businesses reopen, it’s not as simple as flipping a switch. Every company and industry is unique and will have to decide what’s best for their business, employees and customers.

For many companies, prolonging a remote work policy is not just a safety measure. As summer approaches, it’s a logical approach to help employees with young children. With daycares, schools and after-school or recreation programs closed, parents are figuring out how to entertain young children at home while still working. Continuing remote work policies can also provide management some more time to reconfigure office floor plans and procedures to be a safer environment. Some companies may extend working from home for employees simply because it’s been working out well.

 

Requests Start Rolling In

As the decision is made for employees to come back to the office, employees may begin to have remote work requests. Likewise, companies may be more accepting of those requests than prior to the pandemic. Some companies could even make their entire operations remote as a new way to manage facility costs.

Employees may have personal reasons for requesting to work from home instead of coming into the office every day. Keep in mind the following common reasons:

·         Fearing contraction and spread of COVID-19 to family members or their household

·         Caring for children or other family members

·         Complying with social distancing mandates

·         Saving on commute time

·         Being more productive

Lastly, employees also may have quickly acclimated to working from home and would like to simply continue that work situation. As states start opening up again, employers should have a plan to address the post-pandemic workplace and workforce.

Know Your Benefits: Managing Your Chronic Condition During the COVID-19 Pandemic

If you’re one of the 133 million Americans with a chronic condition, you’ve probably experienced disruptions to how you manage your condition due to the coronavirus (COVID-19) pandemic.

Despite the challenges presented by the COVID-19 pandemic, managing your chronic condition shouldn’t be put on the back burner.

Following the Doctor’s Orders Has Never Been More Important

Patients who do not follow their doctors’ orders, especially patients with chronic conditions, may experience health complications, rapid disease progression, decreased quality of life and even premature death.

Not following orders can include not filling a prescription, not taking medication as directed and not attending or scheduling a follow-up appointment. Fortunately, there are some simple ways you can manage your condition during quarantine:

• Use telehealth services—Telemedicine makes it possible for you to talk to a doctor about your condition, receive a prescription and obtain treatment recommendations from the comfort and safety of your home. As a reminder, telemedicine shouldn’t be used for emergency care situations.
• Don't forget to fill or take prescribed medication—Keeping up with prescribed medications is essential for successfully managing a chronic condition. If you’re unable to go or uncomfortable going into a pharmacy to fill or pick up a prescription, transfer your prescription to a pharmacy that has a drive-thru option. You may also be able to sign up for a mail-order pharmacy service to get your medicine delivered to your doorstep.
• Lead a healthy lifestyle—Combining a healthy lifestyle with your treatment may be able to help you better manage your condition. Some simple things you can do during the pandemic include eating a well-balanced diet, exercising, reducing stress and avoiding tobacco and excessive alcohol consumption.

Prioritize Your Health

Failing to keep up with your chronic condition treatment can put you at risk for long-term consequences. Using telemedicine, drive-thru and mail-order pharmacy services, and leading a healthy lifestyle throughout the pandemic can help you prioritize your health. 

Pre-employment Screening Amid COVID-19

The coronavirus pandemic and its disease, COVID-19, have disrupted HR departments across the country. Essential tasks are now getting bogged down due to staffing shortages and shelter-in-place orders. This can make it even harder for the businesses still managing to operate during the pandemic, especially when it comes to hiring.

What To Do After Receiving a PPP Loan

In response to the debilitating effect the coronavirus (COVID-19) pandemic has had on small businesses across the country, the federal government funded a program under the Coronavirus Aid, Relief and Economic Security Act (CARES Act) called the Paycheck Protection Program (PPP).

Business Travel After COVID-19

Travel—for both business and leisure—worldwide has virtually come to a standstill during the coronavirus pandemic. At this point, nobody knows when it will come back. Whenever that time comes though, travel will certainly be different than it was before. Airports, airlines, hotels and car rental companies will likely be taking new precautions as companies start greenlighting travel for business purposes.

Managing Your Post-coronavirus Reputation

There’s no denying that the COVID-19 pandemic has been disrupting businesses, both small and large, across the globe. Businesses have had to drastically adjust their operations.

Once the threat of the coronavirus declines, your business may be ready to open up and return to normal operations. Whether your business had to close its doors or you had to set up your employees to work remotely, it’s important to recognize the global pandemic and continue protecting your company’s reputation.

CARES Act Allows Tax-free Student Loan Assistance

Among other measures aimed at easing student loan burdens during the coronavirus pandemic, the Coronavirus Aid, Relief and Economic Security Act (CARES Act) includes a provision that temporarily allows employers to make tax-free payments of up to $5,250 toward their employees’ student loans.