Employers are asking what measures should be implemented in response to the Coronavirus – COVID-19 outbreak. Some are even questioning if they need a separate Coronavirus policy for their employees. Consider instead utilizing the employment laws and established Human Resources tools already in place, and supplementing with additional policies applicable to this crisis and future health care crises, only as needed. The Coronavirus has caused some 3,800 deaths as of this writing; and continues to spread causing wide-spread concern inside and outside of the workplace. Employers can and should implement positive steps, without causing panic. Kathy Speaker MacNett recommends consideration...
Name three things you can do right now to prepare for COVID-19. Michael Karst has four, so just go ahead and use his list.
“I want to assure everyone that the public health care system in Arizona is well prepared to respond to the spread of COVID-19.”
Cara Christ, the director of the state’s Department of Health Services
Victoria Harker lays it all out, including what, why and how, including:
- why the state of Arizona is in good hands
- steps for you, your employees and your business to take
- what to do if you suspect illness
- no need to wear a mask or stockpile food and water
- don't panic.
The Setting Every Community Up for Retirement Enhancement Act (SECURE Act) does not in fact secure your or your employees' retirement. What it does do is make a lot of changes, some of them required, some of them optional, some impacting employers and some only employees. Wesley Covert and Chad DeGroot highlight notable changes and remind you that the IRS Code and ERISA may not be the only things needing amending. (Talking about spending some quality time amending your plan and Summary Plan Descriptions. Go team.)
Federal crime: to manufacture, posses or distribute marijuana.
New Jersey's Jake Honig Compassionate Use Medical [Marijuana] Cannabis Act: ". . . the purpose of this act is to protect from arrest, prosecution, property forfeiture, and criminal and other penalties, those patients who use [marijuana] cannabis to alleviate suffering from [debilitating] qualifying medical conditions, as well as their [physicians] health care practitioners, [primary] designated caregivers, institutional caregivers, and those who are authorized to produce [marijuana] cannabis for medical purposes."
Who pays: the insurance company (for the marijuana), the employer (for breaking a law), the employee (with pain and an opioid addiction)?
Alexander Castelli lays out the background,...