Ways Employers Can Support Employees After a Disaster

Ways Employers Can Support Employees After a Disaster

by | Jan 13, 2025 | Human Resources

As of this writing, there are still three active wildfires in Southern California, 24 lives have been lost to the fires in the Los Angeles area, nearly 180,000 people have been displaced and thousands of structures have been destroyed. Our hearts go out to all those affected by the fires. This article is a timely reminder of how employers can offer immediate assistance to employees who may be impacted by disasters.

In the aftermath of a disaster — whether natural or man-made — employees face immense emotional, physical, and financial challenges. From hurricanes and wildfires to pandemics and mass layoffs, these events can significantly disrupt lives. For employers, supporting employees after a disaster is not just a matter of corporate responsibility; it’s a critical investment in the well-being of their workforce and the long-term stability of their organization.

In this article, we explore ways employers can provide meaningful support to employees after a disaster.

1. Prioritize Immediate Communication and Safety Checks

The first priority for employers is to reach out to employees to ensure their safety and well-being. Communication is crucial during this time to provide reassurance and guidance.

How to Do It:

  • Conduct safety checks: Use phone calls, emails, messaging platforms, emergency contact phone trees and social platforms to check in on employees and their families. A variety of communication channels may be needed, especially in areas that may have limited to no power or internet.
  • Establish a central communication hub: Create a dedicated platform (like a hotline or internal portal) where employees can find up-to-date information about company resources and policies.
  • Provide clear and empathetic messaging: Use compassionate language to show care and support, and avoid corporate jargon.

Example:
“We are deeply concerned about everyone affected by this disaster. Our priority is your safety and well-being. Please let us know if you need immediate assistance.”

Tip:
Clearly communicate expectations. Where should employees turn for the latest information? How often should they check in with their supervisors? Is there anything they need to know about the status of the office and surrounding area (power outages, unsafe areas, road conditions or travel obstructions)?

2. Offer Financial Assistance and Paid Leave

Disasters can have severe financial impacts on employees. Employers can help ease this burden by offering financial assistance, paid leave, or flexible work arrangements.

Ways to Provide Financial Support:

  • Disaster relief funds: Set up a relief fund to provide grants or low-interest loans to affected employees.
  • Emergency stipends: Offer one-time emergency payments to help cover immediate expenses like housing, food, or medical bills.
  • Paid leave: Provide paid leave to allow employees time to recover and address personal matters.

Example:
After Hurricane Harvey, many companies, including JPMorgan Chase and Home Depot, provided financial aid and paid leave to employees affected by the storm.

3. Provide Emotional and Mental Health Support

Disasters often leave lasting emotional scars. Employers should ensure employees have access to mental health resources to help them cope with trauma and stress.

How to Support Mental Health:

  • Employee Assistance Programs (EAPs): Ensure your EAP offers counseling services and crisis intervention and that your employees know where to turn for help through your EAP.
  • On-site or virtual counseling: Partner with mental health professionals to provide therapy sessions. Ensure this help is accessible remotely as some employees may be displaced by emergencies or unable to get to physical locations for therapy.
  • Peer support groups: Create safe spaces for employees to share their experiences and offer mutual support.

Tip:
Encourage leaders and managers to be compassionate listeners and recognize signs of trauma in their teams.

4. Create Flexible Work Options

In the aftermath of a disaster, employees may struggle to return to their regular work routines. Offering flexibility can reduce stress and help them balance recovery efforts with work responsibilities.

Flexible Work Arrangements:

  • Remote work options: Allow employees to work from home if their commute or local infrastructure is affected.
  • Flexible hours: Offer adjustable work schedules to accommodate personal recovery needs.
  • Reduced workload: Temporarily reduce workloads to prevent burnout.

Example:
During the COVID-19 pandemic, many companies adopted flexible work policies to help employees manage caregiving responsibilities and personal health. With school closures, some employers temporarily loosened policies that did not allow children to be brought to the office.

5. Assist with Basic Needs and Resources

Disasters can disrupt access to basic necessities like housing, food, and medical care. Employers can step in to provide essential support.

Practical Assistance:

  • Temporary housing: Partner with local organizations to offer temporary housing for displaced employees.
  • Food and supplies: Organize food drives or distribute care packages with essential supplies.
  • Medical support: Provide access to healthcare services, including vaccinations and medications.

Example:
A care management company based in Tampa provided employees who were without power following a major hurricane with portable generators. Employees volunteered to load trucks that transported food, water and other essential supplies to fellow employees who were in need.

6. Rebuild Together: Involve the Community

Encouraging employees to participate in community rebuilding efforts can provide a sense of purpose and unity after a disaster.

How to Foster Community Engagement:

  • Volunteer programs: Organize company-sponsored volunteer initiatives to assist in local recovery efforts.
  • Fundraising drives: Launch fundraising campaigns to support affected employees and their communities.
  • Match employee donations: Offer to match employee donations to disaster relief funds.

Tip:
Consider collaborating with nonprofit organizations to enhance your disaster response efforts.

7. Implement Long-Term Recovery Plans

While immediate relief is essential, long-term recovery support is equally important. Employers should have policies and programs in place to assist employees over time.

Long-Term Recovery Support:

  • Job security assurances: Assure affected employees they will be able to return to their jobs after a disaster.
  • Retraining programs: Provide retraining or upskilling opportunities for employees whose roles may have been impacted.
  • Wellness programs: Establish wellness initiatives to promote ongoing physical and mental health.

Example:
During the COVID-19 pandemic, many companies that allowed employees to work from home determined some jobs could remain remote permanently. Some companies closed certain office locations or became “remote-first” or “remote-only” companies.

8. Foster a Culture of Preparedness

Similarly to how good planning helps individuals navigate a crisis, the best way to support employees after a disaster is to be prepared before one occurs. Proactive planning can reduce the impact of future disasters.

Steps to Build Preparedness:

  • Disaster response plans: Develop and communicate clear disaster response protocols.
  • Emergency contacts: Keep updated emergency contact information for all employees. Put a hotline in place for employees to report in during an emergency.
  • Regular training: Conduct regular disaster preparedness training sessions for employees.

Example:
Tech companies like Google and Facebook have comprehensive disaster preparedness plans, including emergency communication systems and backup work arrangements.

Tip:
Consider outsourcing risk and safety management services. Experts can identify the processes and programs to keep employees safer while mitigating the risk of emergencies crippling your business.

Commit to Supporting Employees After a Disaster

Supporting employees after a disaster is more than just a compassionate gesture. It demonstrates your commitment to employees and helps maintain morale, loyalty, and productivity. By taking proactive and empathetic steps to assist employees through difficult times, employers can foster a resilient and better prepared workforce.

Strategies to Improve Employee Engagement

Strategies to Improve Employee Engagement

by | Oct 15, 2024 | Human Resources

For employee engagement to thrive and last, everyone in the company plays a part – from HR managers to senior leadership, from employees to executives. In this article, we share a breakdown of responsibilities and provide tips to take action and start improving employee engagement now.

The Role of Senior Leadership

A helpful infographic from DecisionWise provides a breakdown of responsibilities for employee engagement by individual roles in the company. According to the infographic, senior leadership must:

  • Demonstrate their commitment to employee engagement by fostering trust, celebrating successes and listening
  • Set the tone and priorities for the company
  • Communicate the mission, values and company strategy

Tips for implementation

In an article for Rasmussen University, writer Ashley Brooks shared employee engagement strategies from HR managers. They suggested leadership could improve employee engagement in the following ways:

  • Offer a competitive salary
  • Ask for employees’ suggestions
  • Be transparent
  • Get creative with benefits
    • Subsidized childcare or elder care
    • Options to bring your child to work if your original childcare falls through
    • Free credit counseling services
    • Onsite yoga or meditation
    • Paid time off for volunteering
  • Ensure employees get respect
  • Listen to employee concerns
  • Celebrate successes
  • Prioritize mental and physical well-being
  • Invest in employees’ futures
  • Create opportunities for employees to use and develop relevant skills
  • Create an inviting workspace

Additional ways you might enhance your office space or promote the well-being of your employees include:

  • Playing instrumental music
  • Providing snacks
  • Offering relaxation areas
  • Scheduling team-building activities
  • Encouraging breaks
  • Offering discounts on wellness services or providing on-site access

The Role of Human Resources

DecisionWise says the human resources department bears responsibility to:

  • Provide employees with the resources they need and support for success
  • Structure opportunities for internal growth and development
  • Create policies and programs that support employee engagement

Tips for implementation

Supporting the success of employees begins with providing inspirational and educational onboarding experiences, and following through with ongoing initiatives that boost employee satisfaction and thorough training (including the essentials for their primary role, but also training that fills them in on the company as a whole, explains the company’s values and goals and their role in executing them, clarifies employee benefits, and details the value of other employee-related programs), and career development planning.

It’s important that, whenever possible, the strategies implemented to improve employee satisfaction and engagement extend to your remote employees. Teams in diverse locations need to “still feel connected and able to voice any concerns,” wrote Brooks. “Scheduling regular one-on-one feedback sessions, hosting virtual team game nights or offering a stipend for memberships to at-home exercise programs” could be ways to make remote workers feel included and heard.

How Managers and Employees Contribute to Strong Employee Engagement

Of course, no implementation of employee engagement strategies is complete or successful without the ongoing support of management and the adoption and participation of individual employees.

According to DecisionWise, to help ensure sustained employee engagement, managers need to:

  • Coach employees and create opportunities for growth and development
  • Provide clear goals, expectations and frequent feedback to employees
  • Create a positive team culture and perception of the organization as a whole

And to amplify and encourage employee engagement, employees should be willing to:

  • Bring their unique set of values, priorities, needs and expectations to work
  • Choose to engage (or not) based on their individual needs and expectations
  • Be willing to take responsibility for personal growth and development

Tips for implementation

Take stock of your current strategies and identify areas for improvement. Is your onboarding experience exciting? Are your training programs thorough? Do employees feel safe at work or are there improvements you could be making? Do you talk about a company culture or do you encourage and exemplify it? If you have remote employees, do they feel included?

How are you encouraging employee engagement, satisfaction and retention? Does your employee benefits package go beyond the essentials/expected to show how much you care about your employees’ mental and financial health and well-being? Could you be doing more to protect your employees, properties, or cashflow? Learn more about the employEZ family of PEOs and reach out to see how we can help: info@employ-ez.com.

 

Providing Better Work-Life Balance for Employees

Providing Better Work-Life Balance for Employees

by | Jul 25, 2024 | Employee Benefits, Human Resources

While many employees leave a job for a better salary, some leave in search of better work-life balance. Perhaps they’re trying to leave a toxic work environment that is adding undue stress. Some may feel their employer doesn’t respect their time off or make them feel like they can take time off. Others don’t feel appreciated or that their work has meaning.

Work-Life Balance Matters

Whatever the reason for the disharmony between work and home life, the desire to find harmony is high. Results from a workplace health and well-being survey conducted by The American Psychological Association showed:

  • 92% of workers said it is very (57%) or somewhat (35%) important to them to work for an organization that values their emotional and psychological well-being.
  • 92% find it important to work for an organization that provides support for employee mental health.
  • 95% said it was important they feel respected at work.
  • 95% said it was important for their employer to respect the boundaries between work and nonwork time.

In the same survey, 33% of workers said they do not have enough control over when, where and how they do their work. 32% said they don’t have enough flexibility at work to keep their work life and personal life in balance. And 26% said their employer doesn’t respect their personal boundaries.

Strategies to Improve Work-Life Balance for Employees

To improve work-life balance for your employees, consider these options where possible:

More Time

  • Shorter work days. Recent articles in Forbes and Time tout the benefits of working four days per week. Employees are often happier and healthier (thanks to factors like better sleep and more time for exercise). Companies are rewarded with greater productivity and employee retention.
  • Generous paid time off opportunities. Create a workplace culture where rest and adequate time off is encouraged, supported and respected. The benefits of taking time off include improved productivity, lower stress and better mental health. And according to The Human Capital Hub, “When employees have flexibility with time off, they are less likely to call in unexpectedly, allowing for more consistent coverage of responsibilities.”
  • Flexible work schedules/remote work arrangements. “A flexible working arrangement is a top three motivator for finding a new job,” reports McKinsey & Company. Their study found the most common reasons for job hunting were, in this order:
    • A desire for greater pay or more hours
    • Better career opportunities
    • A flexible work arrangement (e.g., remote work)

More Resources

  • Mental health/well-being benefits, whether as part of their healthcare package and/or as support programs. Offering such benefits has been shown to help the employee and the company. The World Health Organization estimates that for every dollar US employers spend treating common mental health issues, they receive a return of $4 in improved health and productivity.
  • Stress reduction programs. According to OSHA, 83% of US workers suffer from work-related stress and 54% report work stress affects their home life. But the benefits of reducing stress in the workplace include improved morale, increased productivity, better focus, fewer workplace injuries, fewer sick days, and better physical health (e.g., lower blood pressure, stronger immune system). OSHA offers a Workplace Stress Sample Survey to help companies gauge what workers need to support their mental health and reduce workplace stress. They also provide a myth buster sheet employers can post to encourage workers to speak up about workplace stress.
  • Learning opportunities and programs that incorporate strategies for improving employee financial, physical and mental health. Consider providing access to:
    • Education on topics like personal finances (free credit counseling services, ways to save for retirement, how to budget effectively), healthy eating habits and maintaining work-life balance
    • Smoking cessation and weight loss programs
    • Incentivized wellness programs.

What Steps Are You Taking?

Improving work-life balance starts with offering a great employee benefits package. Did you know a Professional Employer Organization (PEO) can help you offer affordable benefits to your employees? Benefit offerings include health insurance, life, dental, vision, 401(k) and more. Ask the employEZ family of PEOs how we make it EZ!

 

Top HR Concerns in Healthcare – An Infographic

Top HR Concerns in Healthcare – An Infographic

by | May 13, 2024 | Human Resources

What’s keeping healthcare leaders up at night? Talent shortages and what the CDC calls “a mental health crisis” are some of the top HR concerns in healthcare. What else tops the list? Download our free infographic for insights into HR issues in healthcare and strategies to overcome them.

Overcoming the Top HR Concerns in Healthcare

Healthcare leaders, from small medical practices to large health systems, are managing stressed and overworked team members. They’re facing staffing and funding shortages. And they’re navigating complex business, regulatory and administrative challenges.

That’s not easy… but here’s what is:

Getting help from the employEZ family of Professional Employer Organizations (PEOs).

employEZ offers a full suite of HR outsourcing services to help your healthcare company:

Let’s discuss how we can help you overcome your top HR concerns. Reach out here to learn more.

 

 

 

HR Outsourcing is a Model for Business Success

HR Outsourcing is a Model for Business Success

by | Apr 18, 2024 | Benefits of a PEO, Human Resources

There’s nothing more exciting than venturing out on your own, creating a business, and watching it grow. Soon, you’re attracting more customers to what you have to offer, and looking for more talent to help you deliver it. That’s great. But the bigger your company gets, the more you spend time managing it. That’s not a model for success. Here’s what is: Outsourcing HR-related services like HR administration, payroll processing, workers’ compensation, and employee benefits to a Professional Employer Organization (PEO).

Success with HR Outsourcing

That’s where we come in. The employEZ family of PEOs provides HR solutions and services that fit your business size and needs. Count on us to:

  • Manage payroll processing and payroll tax reporting
  • Provide claims management
  • Stabilize your workers’ compensation costs
  • Eliminate time-consuming HR administrative tasks
  • Assist you with compliance in labor laws, OSHA, and other regulations
  • Provide access to funding sources for your payroll
  • Help you attract and retain top talent with comprehensive employee benefit packages, including healthcare insurance, dental, vision, and 401(k)

You’ll benefit from the relationships we’ve made with top companies, our purchasing power and our collective expertise.

Get Our Free Guide to HR Outsourcing

Want to know more about HR outsourcing through a PEO and the types of services they provide? Curious how companies like yours can benefit from having a co-employment relationship with a trusted PEO from the employEZ family of PEOs? Contact us today and request your free copy of our guide to HR outsourcing for small business success here: info.employ-ez.com/hr4smb.

Best Practices for Workers’ Compensation Claims

Best Practices for Workers’ Compensation Claims

by | Jan 18, 2024 | Human Resources, Workers' Compensation

Mastering workers’ compensation claims is crucial for businesses to effectively manage workplace injuries while controlling costs. By implementing best practices, businesses can ensure prompt reporting, effective documentation, and support for injured employees. Additionally, conducting thorough claims investigations, ensuring legal compliance, fostering open communication, and implementing cost control measures are essential for successful claims management. Here are some crucial best practices that businesses can adopt to excel in workers’ compensation claims management, fostering a secure and supportive work environment for their valued employees.

 

Encourage Prompt Reporting and Documentation

 

Encourage employees to promptly report workplace injuries or incidents. By doing so, businesses can ensure swift medical intervention and accurate claims processing. Maintaining comprehensive documentation, including incident reports, witness statements and medical records, supports the claims process and helps prevent potential fraudulent claims.

 

Provide Employee Assistance

 

Support injured employees by providing guidance on reporting procedures, available benefits, and their rights under workers’ compensation laws. Offering assistance in navigating the claims process and connecting them with appropriate medical providers fosters trust between the employer and employees, making the process more manageable for everyone involved.

 

Implement Return-to-Work Programs

 

Establish effective return-to-work programs that facilitate the injured employee’s transition back to suitable work. Providing modified duties or transitional tasks not only benefits employees by allowing them to contribute while recovering, but also minimizes the impact of absences on business operations and productivity.

 

Conduct Thorough Claims Investigations

 

Thoroughly investigate each workers’ compensation claim, gathering relevant facts, interviewing witnesses and reviewing documentation. Prompt investigations help identify potential red flags and protect the business from unnecessary costs, while enabling the implementation of corrective measures to prevent similar incidents in the future.

 

Ensure Legal Compliance

 

Stay informed about workers’ compensation laws and regulations. Adhering to reporting obligations and cooperating fully with the insurance carrier and regulatory authorities is essential to avoid fines, penalties and potential litigation.

 

Promote Effective Communication

 

Maintain open and transparent communication with all stakeholders. Keeping injured employees updated on their claim status and working closely with the insurance carrier to provide the necessary information and follow their guidance helps build trust, reduces misunderstandings, and ensures a smoother claims process.

 

Implement Cost Control Measures

 

Implement cost control measures, such as safety training programs, regular inspections, and employee safety awareness, to reduce the frequency and severity of workplace injuries. Proactive safety measures not only protect employees, but also contribute to lower workers’ compensation costs over time.

 

Mastering workers’ compensation claims is crucial for businesses to effectively manage workplace injuries while controlling costs. By adopting best practices such as prompt reporting, documentation, employee assistance, return-to-work programs, claims investigation, legal compliance, communication, and cost control measures, businesses can navigate the claims process efficiently and prioritize employee well-being. Implementing these practices establishes a safe and supportive work environment, benefiting both employees and the overall success of the business.

 

At employEZ, we understand the complexities of workers’ compensation claims and can help you implement best practices for such claims. We offer cost-effective workers’ compensation insurance and claims management. Our expert guidance and comprehensive solutions are designed to ensure that your business remains compliant, and your employees receive the support they need. Contact us today to empower your employees and safeguard your business with competitive workers’ compensation insurance rates and expert claims management.

 

For more insights on workers’ compensation regulations, visit your state’s Workers’ Compensation Board website.

 


You also might be interested in: https://employ-ez.com/workers-compensation-fraud-red-flags/