HR Industry Brief

Paid family and medical leave (PFML) laws are gaining traction in several states. Whether or not PFML has come to your state, here are some key points to understand:

• If you have employees working in multiple states, you’ll need to know and account for laws that apply in each state.
• Have clear definitions of eligibility. Generally, state regs define it as a minimum number of hours worked for the previous four quarters. However, there are separate considerations for 1099 contractors.
• Take a fresh look at your short-term disability plan. This coverage complements PFML benefits by ensuring workers don’t take leave for periods of time without income protection.
• Determine if you will use the state’s plan or a private offering. Decide which benefits you want to offer employees while complying with state laws.
• Make sure you meet your compliance requirements. States typically post deadlines for and other information about these … [Read more...] about (11/18) 8 Things to Know about Paid Family Leave Laws

A federal judge has overturned a Trump administration rule designed to allow individuals and organizations receiving federal funds to refuse performing certain healthcare services because of religious or moral objections. These services would have included abortion, sterilization, and assisted suicide. Among the details of the decision:

• The judge concluded that the U.S. Department of Health and Human Services (HHS) lacked the rulemaking authority to create “significant portions” of the rule regarding “conscience provisions.” It was also determined that HHS’s penalty’s for violating one or more of the provisions, i.e., a loss of departmental funding, overstepped the agency’s authority.
• The judge called the rule “arbitrary and capricious” and said it didn’t respond to any documented problem.
• At the beginning of 2019, federal judges issued preliminary injunctions stopping two HHS rules aimed at allowing employers to opt out of the Affordable Care … [Read more...] about (11/15) Court Vacates Religious Exemption for Healthcare Workers

From imaging to frailty assessments, innovations in machine learning hold great promise for improving healthcare. Yet some myths remain that hold organizational leaders, practitioners, caregivers, and others from embracing this technology. Understand these myths and the realities behind them:

• Myth 1: Machine learning can do much of what doctors (and other practitioners) do. Applications are designed to supplement, improve, enhance, or support the work of practitioners. For instance, machine learning algorithms have proven useful in making difficult diagnoses and identifying disease risks. Machine learning will never replace practitioners.
• Myth 2: Big data and brilliant data scientists are always a recipe for success. In fact, more data isn’t necessarily better. The key is having the right data and team members who can analyze this information and apply it effectively to specific patients and care settings.
• Myth 3: Successful algorithms will be … [Read more...] about (11/14) 3 Myths about Machine Learning in Health Care

The U.S. Department of Labor (DOL), like other agencies in the current administration, is prioritizing deregulation and making processes less burdensome for business and industry leaders. Toward that end, watch for action on the following issues in 2020:

• Defending the new overtime rule. There is still much debate about changes to the federal Fair Labor Standard’s Act’s (FLSA) “white-collar” exemptions from overtime pay, and worker advocates say that the threshold still isn’t high enough.
• Expanding apprenticeship programs. A new rule would create a process to establish apprenticeship programs available to certified industry groups, schools, nonprofit organizations, and unions. These would be mostly free from regulatory oversight.
• Updating fluctuating workweek rules. DOL recently opened proposed updates for public comment. The comment period ends on December 5.
• Updating “regular rate” calculations. A proposed FLSA update would change the … [Read more...] about (11/13) 7 Labor Department Priorities for 2020

Giving company morale a boost doesn’t have to put a big dent your budget. There are small but powerful things you can do to enhance employee engagement and satisfaction. These include:

• Giving employees a voice. Consider establishing an engagement committee that enable workers to plan special events, social activities, and even community service projects.
• Encourage friendly competition. Games or contests, such as tug-of-war or trivia contests, can let teams join together for fun, small prizes, and bragging rights.
• Promote healthy living. Offer nutritious snacks and have fun events such as “Fruit Fridays,” where there are free apples or oranges for employees.
• Get employees moving. Encourage employees to join a lunchtime walking or after-work running group and track their steps or mileage. Other fun events might include a mini-golf tournament, paper airplane contest, or dance party.
• Communicate clear goals. Display company goals … [Read more...] about (11/12) 7 Affordable Ways to Boost Morale

Depression causes up to 200 million lost workdays annually and costs employers as much as $44 billion. You can have a healthier, more productive workforce if you have processes in place to identify and help employees who experience depression. Among the most useful steps:

• Create a supportive workplace that destigmatizes depression and encourages employees to get help.
• Create a culture where employees feel safe sharing their feelings. Employee resource groups can help reduce the stigma around depression and offer awareness and training.
• Train supervisors to recognize depression.
• Offer depression-recognition screening.
• Use employee assistance programs (EAPs) to promote greater awareness of depression.
• Provide health insurance benefits that give employees access to psychiatric and other mental health care and services.

When it comes to sexual harassment training, there is a serious disconnect. According to one study, 71% of HR professionals say their company conducts sexual harassment prevention training, while 44% of employees say better training is needed to address this problem. Consider these tips to improving the effectiveness of your sexual harassment prevention training:

• Expand the topics covered. Include topics such as diversity, inclusion, and how witnesses can speak up.
• Include both didactic and interactive content, including videos, quizzes, and small group and case discussions.
• Deliver a personalized learning experience that is tailored to your employees.
• Connect sexual harassment training to your performance management processes.

Researchers have identified several elements of company culture that are most important in today’s job market:

• Companies need to be flexible and able to seize opportunities and adapt quickly to change.
• When employees are cohesive and productive, the whole organization functions better.
• Customer-oriented. Companies need to take pride in listening to customers and creating value for them.
• There needs to be a place for everyone in your organization.
• It is important to emphasize behaviors such as taking personal accountability for results and delivering on commitments.Valuing and encouraging creativity and experimentation drives improvement, greater employment engagement, and enhanced efficiency.Companies need strong codes of honesty and ethics.Companies must recognize performance and reward results.Employees, managers, and leaders should be courteous, considerate, and respectful to each other.      [Read more...] about (11/7) What Aspects of Company Culture Matter Most in Today’s Job Economy

HR leaders looked into their crystal ball and identified several benefits that employees and job candidates will be clambering for in 2020. These include:

• Caregiver support such as a caregiver leave policy and/or employee resource/support groups.
• More unpaid leave options.
• Student loan repayment.
• Health benefits, including Health Savings Accounts.
• 401(k) plans.
• Access to mental/behavioral health services/supports.
• An employee-centric workplace where workers feel valued, engaged, and cared for.
• Financial wellness services such as free access to financial consultants.
• Child care.

Already weak hiring in skilled nursing facilities (SNFs) took a hit last month, and this is being attributed to the impact of the new Patient Driven Payment Model (PDPM):

• The healthcare industry added just 14,600 in October, 61% fewer than in September.
• The ambulatory sector added 7,800 new jobs, down from a preliminary estimate of 18,700 in September.
• Home health added 4,200 jobs in October, down 26% from September.
• Hospitals made 2,100 new hires last month, down about 6,000 from September.
• Community care facilities for the elderly actually added 4,600 jobs, a big change from the loss of 300 positions in September.