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Hazard Pay Although not currently mandated by federal law, hazard pay—extra pay for doing dangerous work—might be appropriate for an employer to offer to essential workers. If hazard pay is offered, similarly situated employees should be treated the same. Otherwise, the employer risks facing a discrimination claim. Companies with multistate operations may have legitimate reasons for offering hazard pay to employees working at locations with a high risk of exposure and not where the risk is minimal. Hazard pay might be a good choice for public-facing jobs, where employees may not be able to observe social distancing. (Source: What to Do When Scared Workers Don't Report to Work Due to COVID-19 SHRM | Apr 2020) A March 24 WorldatWork poll asked about hazard pay incentives, such as spot bonuses, for employees who are required to work onsite during the pandemic. The findings, drawn from responses from 267 organizations, revealed that 26 percent plan to provide hazard pay, either as a flat-dollar cash incentive; a cash incentive tied to hours and shifts worked; or bonuses based on a different formula, such as a percentage of salary. Meanwhile, 65 percent of respondents with workers onsite said they were not planning on offering extra hazard pay but instead would provide perks such as free meals. Similarly, the Willis Towers Watson survey of large U.S. companies found that many were offering compensation to employees who continued to work during the pandemic: Pay premiums for critical employees. Eight percent were providing pay premiums (typically 10 percent above baseline compensation) for mission-critical employees and employees who must be present at work and have increased risk. About one-third of respondents either will or might do the same. Subsidies for working remotely. Nearly 17 percent of employers are providing subsidies to manage the cost of working remotely, including for Wi-Fi, child care, borrowed office equipment, and heat and electricity. Almost a quarter (23 percent) either will do so or are considering doing so in the future. (Source: Pandemic Forces Employers to Cut Pay SHRM | Mar 2020) Hazardous Duty Pay Policy: By Position and Location SHRM Sample** Are companies providing additional pay to
** On average, regardless of method of payment, what percentage of additional
pay is being provided to the majority of eligible employees?
(See the section titled On-site Employee Support)
In the United States, how are companies
adapting to the COVID-19 business and workforce environment?
Mercer | May 2020 How Organizations Are Handling Rewards and Hazard Pay Decisions in a COVID-19 World WorldatWork | Apr 2020 Hazard Pay During COVID-19 – Who May Be Entitled And What To Do Next McManis Faulkner | Apr 2020PPP Expansion Signed into Law. Is
Hazard Pay Next?
Obermayer | Apr 2020 Worker Exposure Risk to COVID-19 OSHARelated ReadingHazard Pay Proposed in Heroes Act7 Facts On Essential Workers Hazard Pay
That You Need To Know Now
Forbes | May 20, 2020 Incentives PepsiCo is among a growing number of companies across the country that are boosting pay for front-line workers, continuing to pay those who are unable to work because of COVID-19, and offering other assistance to employees who are impacted by the coronavirus pandemic. Implementing such measures is important because employees "are the backbone of our company," said Patrick McLaughlin, chief human resources officer of PepsiCo Foods North America. These Companies Put Employees First During Pandemic SHRM | Apr 2020Lowe's to give 'special payment' of
$300 to all full-time workers in May, $150 to seasonal and part-time workers
Market Watch | May 2020 Companies offer employee bonuses during COVID-19 pandemic Food Engineering Magazine | Mar 2020 Bonuses in the Time of COVID: Avoiding California Pitfalls Seyfarth | Apr 2020
Index of COVID-19/Coronavirus Express Requests Reopening Your WorkplaceReopening Your Workplace: OverviewsRecalling/Rehiring EmployeesWhen Employees Refuse to Return to WorkAddressing Fears About Returning to the
WorkplaceMasks/Face Coverings in the WorkplaceTesting/Screening for COVID-19Antibody Testing (or Not)Testing Employees for COVID-19Taking Employee TemperaturesEmployee RelationsAccommodating Workers at Higher Risk for
Severe IllnessCOVID-19 Myth BustersResponding to Employee's COVID-19 DiagnosisContact-Tracing in the WorkplaceEEOC Updates Coronavirus-Related GuidanceCommunicating with EmployeesDeath of an EmployeeHow to Support a Grieving EmployeeTalent AcquisitionPreemployment Background Checks During COVID-19Completing Form I-9 for Remote WorkersDocumenting an Expired Driver's License on I-9 and E-VerifyFamilies First Coronavirus Response Act (FFCRA)General (Overviews, DOL Resources, More)Summer Child CareEmployers' Frequently Asked QuestionsIRS FAQs on Tax Credits & Required DocumentationDecision Flow ChartsValuing Health Plan Costs for Tax CreditsHealth Care Provider/Emergency Responder (Employee) ExclusionCoronavirus Aid, Relief and Economic Security (CARES) ActOverviews of Implications for EmployersEmployee Retention Tax CreditBusiness & Nonprofit ReliefDirect Payments to Individuals (Stimulus Checks/Direct Deposit)Employee Benefit Plan ProvisionsPaycheck Protection Program (SBA loans) Paycheck Protection Program (Loan Forgiveness)Unemployment Expansion & ExtensionPotential Relief for Government ContractorsValuing Health Plan Costs for Tax CreditsEssential Businesses and WorkersEssential Business DesignationEssential Workers: IdentifyingEssential Workers: Hazard Pay and IncentivesCompensation and BenefitsCOBRA Deadlines Temporarily Extended
Various Benefit Plan Deadline
ExtensionsSurvey Reports: Pay Adjustments Amid
COVID-19Families First Coronavirus Response Act (Paid Leave; Enhanced FMLA; More)USERRA and COVID-19Reducing Employer's Retirement Plan Contribution/MatchU.S. Wage and Hour IssuesMaking Tax-Favored Disaster Relief Payments to EmployeesLeave Donation ProgramsIRS Relaxes HDHP RulesRemote WorkersAllowing TeleworkEngaging Remote WorkersRemote Work & State Tax IssuesMonitoring Remote WorkersLayoffs and Alternatives to LayoffsPay ReductionsShared-Work/Work Share ProgramsLayoff AlternativesWorker Adjustment and Retraining Notification (WARN) ActCalifornia EDD Work Sharing ProgramPlease also see under CARES Act (above):Employee Retention CreditPaycheck Protection ProgramGeneralNew OSHA Guidance on Recording COVID-19
Cases Effective May 26Employer Resource Centers (U.S. and Global)Preparedness PlanBeware Phishing ScamsSURVEY: Tell us what you think about the Express Request service in four quick questions.
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