Season one

March 18, 2022

To close out the first season of the HR Trends podcast, Clare Morin welcomes futurist Ravin Jesuthasan, co-author of the new book Work without Jobs, and Greg Till, EVP and Chief People Officer of Providence Health Systems. They discuss how the pandemic has accelerated ten years of transformation in two years, and what the future holds for workers and employers.

Key Takeaways

• The pandemic put the tech-fueled transformation of the workplace on hyperdrive. "Alvin Toffler wrote about in 1970 that we'd soon all be living in electronic cottages, liberated from the offices," Jesuthasan says. "Yet as of March 2020, only 6% of jobs were being done remotely full time. That number went to 56% overnight." [4:40]
• The new focus is on flexibility, resilience, and agility. "We talk about these black swan events as though they're the rarest of beasts, but we've had at least three major shocks the past 20 years — we had 9/11, we had the financial crisis, and COVID. [There's a need] to be prepared for both shocks and opportunities, that's what we see as really being at the heart of this pivot toward agility." [8:30]
• Predictive hiring lets you get ahead of the labor market. "We can predict our hiring needs based on patient volumes and revenues with about 90–95% accuracy," says Till. "It typically takes five months to fill an ICU nurse role, and we can open up the requisition five months in advance of someone leaving." [14:30]
• Reducing the dull and the dangerous through automation. Nurse scheduling, which would take a human hours to complete, can be done in about ten seconds using artificial intelligence and machine learning — while considering employee preferences and accommodating flexibility. It's saved Providence Health an estimated $130 million. [15:00]
• Fluidity will create a more human-centered enterprise. "We've gone from very structured approaches to work, where people/humans were cogs in the machine," says Jesuthasan. "Tight and precise job definitions, job architectures that were tied to the way processes were executed, one-to-one relationship between person and role." [18:31]
• Businesses shouldn't be intimidated by the scale of possible change. "Don't let it be daunting," says Till. "A lot of things in Ravin's book — in healthcare, because we're highly regulated, we can't implement wholesale. We're taking some really pragmatic aspects of a visionary philosophy and applying it in reality. Saving 130 million dollars and staffing more effectively to meet our community's needs." [28:00]

Featured speakers

• Ravin Jesuthasan, Global Leader for Transformation Services, Mercer
• Greg Till, Chief People Officer, Providence Health Systems

January 26, 2022

On the heels of the Supreme Court's stay of the private employer vaccine mandate, OSHA has withdrawn its Emergency Temporary Standard (ETS) while it works on a permanent rule. In the meantime, employers remain responsible for keeping employees safe from COVID-19 at work. Ellen McCann joins guest host Nate Smith to discuss this latest development.

OSHA withdrew the ETS but has not abandoned the idea of an employer mandate. On January 25, the Occupational Safety and Health Administration (OSHA) announced it was withdrawing its ETS, thereby making the litigation in the 6th Circuit moot. Instead it will focus on crafting a proposed permanent rule, based on public comments and likely what it has gleaned from the January 13 Supreme Court ruling that stayed the ETS.

What might the permanent rule look like? OSHA asked some specific questions in its request for public comments, which may provide some clues about what the agency will consider when crafting the permanent rule.

Does this change the CMS health care mandate? No. That mandate, which was issued by the Centers for Medicare and Medicaid Services (CMS) not OSHA, goes forward, although it is still being challenged in a lower court.

Are any state or local laws affected by the OSHA decision? Since OSHA withdrew the ETS, it has no impact on state or local laws. Employers should be aware of the patchwork of city and state laws out there — both requiring and prohibiting vaccine mandates.

What should employers do next, in the midst of all this confusion? Employers should bear in mind that there is still a "general duty" clause under the Occupational Safety and Health Act which requires employers to provide their employees with a safe work environment. They should work with their counsel to determine how to fulfill this responsibility.

Featured speaker

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

January 25, 2022

What should employers know about federal COVID-19 vaccine and testing mandates, after the January 13 Supreme Court ruling? Recorded on January 14, legal expert Ellen McCann walks HR listeners through the current status of the three federal mandates and what employers should do now to ensure a safe workplace.

• Background: The three federal mandates. They are (1) the Occupational Safety and Health Administration (OSHA) Emergency Temporary Standard (ETS) or private employer mandate, (2) the Centers for Medicare & Medicaid Services (CMS) or health care worker mandate, and (3) the federal contractor mandate. All three have been tied up in litigation. On January 13, the Supreme Court weighed in on the private employer and health care worker mandates. [1:19]
• What does the Supreme Court ruling mean for the private employer mandate? For now the ETS is paused, which means OSHA cannot enforce it. It is not actually struck down, although the Supreme Court's reasoning suggests that it may eventually be declared unconstitutional. [3:27]
• What does this mean for employers? Employers who are only subject to the ETS have a little bit of breathing room as OSHA cannot enforce this mandate for now. The Supreme Court ruling does not prevent employers from instituting their own vaccine or test requirements. Employers should work with their legal counsel to see if they are subject to any state or local laws requiring or preventing implementation of their own program to keep employees safe at work. [5:25]
• What happened with the health care worker mandate?The Supreme Court lifted the stay on this mandate, meaning most health care workers are now required to get vaccinated before coming to their workplace. The deadlines have been moved for workers in states where the healthcare mandate had previously been stayed (Alabama, Alaska, Arizona, Arkansas, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Missouri, Montana, Nebraska, New Hampshire, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Utah, West Virginia, and Wyoming). In the states where there had been a stay, workers now need their first shot by February 13 and their second shot by March 15. Deadlines for workers in Texas, where a lawsuit against the mandate was dismissed on January 19, have not yet been announced. Although there is no option to offer testing instead, employers must consider valid religious and medical exemption requests. Workers in the remaining states must receive their first shot by January 27, 2022, and their second shot by February 28, 2022. All health care employers will want to begin working with counsel to develop a vaccination policy if they haven't done so already. [8:44]
• What can employers do to handle the complexity of this new HR burden? The pandemic in general and the vaccine mandate have created a record level of complexity for HR teams. Technology solutions like Unum Vaccine Verifier™ can help. Unum Vaccine Verifier™ is designed to address the most complex aspects of vaccine-or-test mandates in that it not only provides a way to track vaccine status and testing compliance, it helps guide employers through the sensitive process of managing exemption requests. [10:31]
• Where does the federal contractor mandate stand? This mandate was stayed earlier in lower courts, so employers will need to wait and see whether it ever takes effect. But again, the stay doesn't stop employers from adopting their own policies to protect their employees at work. Unum Vaccine Verifier and other technology solutions are available to help organize and enforce whatever policies employers have, while keeping all documentation in one secure place. [13:47]
• Where should employers focus in the coming weeks, now that the Supreme Court has ruled? Sit down with your legal counsel and senior leaders and decide how you want to show up for your employees. What's your corporate philosophy and culture about keeping your workplace safe and helping employees feel comfortable coming back to the work site, if that's your goal? Also, as we saw on January 13, rules can change in a minute, so use your legal counsel to help you stay up to date and make sure they are on board with any policy you adopt. [14:55]

Featured speaker

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

January 4, 2022

To ring in the new year, CEOs from the American Psychological Association and MaineHealth join host Clare Morin to discuss why investing in behavioral health in 2022 is not just good for your employees but also good for your business.

• The psychological fallout of the pandemic has only just begun. The pandemic unleashed a tsunami of stress that will continue to be felt even once COVID-19 is gone. [3:50]
• This is a long-term project for employers. Military studies have shown that people who experience traumatic events often don’t show signs of stress and anxiety until 18 months after the event had taken place. [5:40] “This is going to go on for years.” (7:00)
• Behavioral health is a huge factor in retention. Employees who report feeling stressed at work are three times more likely to look for other jobs than those who do not report feeling stressed. [8:00]
• Leaders should set the tone. It’s important for leaders to create space for employees to seek help by sharing their own struggles and showing vulnerability. [10:25]
• Make resources easy to find. For resources to be effective, employees must be able to use them. Ensure they are accessible, intuitive and ideally available on demand. [12:00]
• Early intervention saves lives and money. Mental health is a continuum and it’s more humane and more cost-effective to intervene before an employee is in crisis. [13:15]
• Ensure employees feel heard when making major decisions. Mental health problems are often caused by a feeling of a lack of control. Giving employees choices and input into decisions reduces stress. [14:40]
• Showing care can help employers compete. “It’s a huge strategic opportunity for employers to demonstrate genuine and authentic caring as a retention, as a recruitment, as a development opportunity,” says Dr. Andrew Mueller, CEO of MaineHealth. [18:40]
• This crisis is manageable. “If we create work environments that are supportive of mental health, making sure they have access to services when they need them, it can make all the difference for your employees,” says Dr. Evans. [20:15]

Featured speakers

• Arthur C. Evans Jr., PhD, Chief Executive Officer and Executive Vice President, American Psychological Association
• Andrew T. Mueller, MD, Chief Executive Officer, MaineHealth

November 11, 2021

As a follow-up to Episode 34 on the federal vaccine mandate, Unum employment law and compliance expert Ellen McCann joins guest host Nate Smith with updates for employers on OSHA’s most recent guidance, outlining what employers need to know, what clarifications occurred with OSHA’s guidance and important timelines to consider.*

• Employers with 100 or more employees will need to choose which route to take. Under OSHA’s Emergency Temporary Standard, employers can choose between requiring 1) All employees to be vaccinated 2) Employees to choose between weekly testing or full vaccination. [3:15]
• The mandate plan has several components that relate to different type of employees. For example, employees who work exclusively from home will not be subject to this mandate. In this case, they will need to be tested before coming into the workplace. [4:58]
• These new requirements are set to go into effect in the near future. OSHA has published a chart on their website that shows compliance dates and requirements. [7:05]
• No matter which route employers take, precise record-keeping will be critical. Supportive solutions will help employers manage the complex requirements, from proof of vaccination status to testing results to vaccination exemptions. [8:41]
• The right technology solution can help employers. Systems like Unum Vaccine Verifier make it easy for employers to maintain an accurate, up-to-date vaccination and test result roster in one place. [15:43]**
• How do recent court rulings impact employers? The 5th Circuit Court of Appeals has issued an injunction, halting the mandate for the time being. Be on the lookout for more information as the case proceeds. [19:24]
• Additional resources: How the federal vaccine mandate may affect employers.

*Currently subject to a temporary stay by the 5th Circuit Court of Appeals.

** Unum Vaccine Verifier is no longer available for sale.

Featured speaker

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

November 1, 2021

Enrollment season is upon us — and perhaps has never been more important. There is an increased demand for better benefits, and an enrollment experience that integrates innovative technology with authentic, individualized and human connection. In this episode, HR technology and enrollment experts share their top recommendations, including:

• Personalized benefits are trending. Steve Boese shares insights from his role as Program Chair of the HR Technology Conference. Organizations should prioritize employee development, skill identification and an enriched career path. [2:00]
• There must be a balance between technology and human interaction. A successful enrollment season will need to include innovative ways to connect with individual employees. [5:24]
• There are generational differences in benefits enrollment needs and preferences. Millennials, now ranging in age from 25–40, have been challenged by the pandemic more than any other age demographic. [6:45]
• Benefits are top of mind. A recent survey found that 8 in 10 employers believe the pandemic has made employees more aware of available benefits. [8:00]
• To make a real difference in the employee experience, education is key. A robust benefits offering is ineffective if employees are not well-informed. [11:28]
• Today’s employees expect varied benefits education methods. Survey results show value in both online and in-person enrollment support. [13:03]
• Use benefits to support recruitment and retention. The tight labor market and increased employee interest should encourage all employers to prioritize promoting the current benefits offering. [18:28]
• Additional resources: Webinar: Enrollment strategies for the new world of work.

Featured speakers

• Steve Boese, Co-founder, H3 HR Advisors
• Julie Schwetz, Assistant Vice President and Product Manager, Unum

September 15, 2021

Unum employment law and compliance expert Ellen McCann joins guest host Nate Smith to explore what we know about the President’s vaccine mandate so far. She discusses which employees are covered, how the mandate will be implemented, prospects for litigation and what it all means for employers.

• The basics of President Biden’s plan. Many American workers will have to be vaccinated against COVID-19 to come to work. Some will have the option to be tested instead. (1:20)
• How the mandate applies to different employee segments. Employees at private companies with more than 100 workers will have to have proof of vaccination or submit to COVID-19 testing at least weekly to report to work. Federal executive branch employees, employees of federal contractors and most health care workers do not have the option to choose testing instead of vaccination. (2:36)
• What employers will have to do, specifically, to comply. Specifics will come from OSHA (the Occupational Safety and Health Administration), the Centers for Medicare and Medicaid Services (CMS) and a task force that has been established to develop rules for federal contractors. (4:58)
• What are the major outstanding questions and what do they mean for the employer response? A lot of questions remain unanswered right now. For example, if an employee has just had COVID-19, do they still have to be vaccinated or tested? (6:45)
• How will the ADA come into play? We expect to see a lot of requests for exemptions, which will generally be handled as requests for ADA accommodations. Employers will need to understand the ADA accommodation process, including accommodations based on sincerely held religious belief. (8:50)
• Are there any standards on how to evaluate requests based on religious belief? There are standards laid out in guidance from the EEOC (Equal Employment Opportunity Commission) as part of Title VII of the Civil Rights Act of 1964. (10:50)
• What do we know about the paid leave requirements in the President’s mandate? We don’t know exactly what the paid leave requirements for getting vaccinated or recovering from side effects will look like, but many states have enacted their own mandates and we expect to see some similar rules. (12:00)
• Is litigation expected? Yes. But employers will need to be ready to comply with some form of mandate, especially since states and municipalities have begun implementing their own mandates, or may be poised to do so if a federal mandate fails. (13:00)
• What considerations should employers think about when looking for solutions to help comply? Choose a trusted, reliable partner to help with this, one that has deep experience with federal compliance, especially concerning confidentiality of medical information. Compliance will be tricky, with numerous intersecting issues. Determining the validity of a disability or religious exemption is complicated, so you need more than a tracking solution, you need to partner with someone who has been in the industry for quite some time. (14:23)
• Additional resources: How the federal vaccine mandate may affect employers.

Featured speaker

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

September 9, 2021 

The pandemic continues to disrupt daily lives as the Delta variant of COVID-19 sweeps through the country. The rate of stress-related disorders has also started to rise again amid ongoing unpredictability. In this episode, we speak to two behavioral health experts on how employers can best support employees this fall. 

• Employers play a vital role in supporting employee mental health. Providing support may look different in hybrid and remote working situations, but it’s all the more important and in even greater demand. [5:00]
• Clear communication is key. Studies show that one of the largest sources of stress is unpredictability. Clarity, patience and flexibility are critical in these times. [7:35]
• Make resources easy to find. It can be stressful for employees to have to search for support. Streamline mental health resources in one central hub to support employees, rather than overwhelm. [9:37]
• The pandemic has accelerated virtual access. With the rise of digital access, care and support can be accessed at almost any time from nearly any location with no drive-time required. [11:10]
• Create a culture of trust. Provide a safe place for people to open up and be vulnerable about what they’re feeling to promote understanding and enhance team building. [13:42]
• Leaders set the tone. Prioritize executive education so that employees are encouraged to access resources by seeing examples and role models among the leadership. [15:57]
• We remain in challenging times: all hands on deck are needed. Resources like Mental Health First Aid empower employees to become advocates for organizational well-being. [17:20]
• Additional resources: Webinar, Supporting behavioral health at work.

Featured speakers

• Kerry Ressler, M.D., Ph.D., Chief Scientific Officer, McLean Hospital and Professor, Harvard Medical School
• Swapnil Prabha, Vice President, Workforce Wellness Solutions — Unum Group

August 16, 2021

Tech is transforming every aspect of today’s business world, and this now includes leave and absence management. In this episode, two of Unum’s top leave experts discuss how innovations have and will continue to fundamentally transform the employee and employer experience.

• A perfect storm for today’s HR teams. Changing conditions have been building around HR complexities, leading to a need for digital transformation. [2:15]
• Navigating the growing complexities. With 65% of calls being claim- or leave related at Unum, it’s clear this is a top priority for employees and clients alike. This sheer volume and complexity of requests is across the board in the industry. [3:30]
• Demand for the real-time support everyone expects. Technological advancements keep employees and HR teams on the same page. [5:17]
• Employer goals for leave are changing. Trends in leave and absence management are evolving from solely compliance-centered to recruitment- and retention-focused. [6:45]
• A state-of-the-art and modern ecosystem is needed. Multiple capabilities must be integrated and automated to better meet the needs of HR and employees. [8:30]
• Additional resources: Webinar, How tech is transforming leave management.

Featured speakers

• Zory Harter, Vice President, Absence Management Experience, Unum
• Susan Stowell, Vice President, Absence Management Offering, Unum

July 14, 2021

As we move into a tight labor market in the second half of 2021, organizations will need a strong employee benefits messaging strategy to recruit and retain talent. However, for this strategy to work, organizations must educate their workforce about their benefits offering.

In this podcast episode, Chris Bernadine Sr., Chief Enrollment Officer at Meridio, and Rob Quell, a Vice President at Colonial Life, discuss the importance of year-round benefits education and provide tactical tips for employers to maintain benefits communications throughout the year.

• The correlation between retention and employee satisfaction. Current data shows the direct connection between how well companies are educating employees on benefits to overall employee satisfaction and retention levels. [01:58]
• Employee benefits is a recruitment and retention technique. We look at the top three reasons why employees choose to work for an employer and why they stay. [03:38]
• Take a year-round approach to benefits education. For most organizations, enrollment happens during the fourth quarter, with benefits education squeezed into that short period before open enrollment. However, organizations that communicate to employees throughout the year tend to be more successful with their benefits strategy. [05:02]
• Major life changes and events. Individual circumstances and lives are constantly changing. Employers need to remind employees to re-evaluate their benefits selection and those parts with time sensitivity during life events. [11:25]
• Six tips for year-round benefits communication. Best practices and tactical tips for employers to improve benefits education. [14:03]
• Additional resources: SHRM webinar, The power of benefits education all year round.

Featured speakers

• Christopher Bernardine Sr., Chief Enrollment Officer, Meridio
• Rob Quell, ice President of Broker and Special Market Development, Colonial Life

June 09, 2021

Unum employment law experts Daris Freeman and Tamika Newson join Clare Morin in the HR Trends studio to update employers on legal considerations for leave, the Americans With Disabilities Act (ADA) and other issues as employees begin returning to offices and worksites after the pandemic.

• Challenges from rise of remote/hybrid work:
  • Most leave laws don’t address the complexities of remote or hybrid work. With more people working away from the company’s physical location, employers are struggling to determine which leave laws apply to which employees. Some states have provided clear guidance, while others have not. Checking with your legal counsel is the wisest course of action for making correct, consistent decisions. (1:30)
  • With workers scattered to different cities, states and even countries since the beginning of the pandemic, it’s even more important for leave administrators to ensure that employee information is up to date. They also need to put clear parameters around their policies — most will not want to administer leave for workers living in foreign countries, for example. (5:00)
• ADA and vaccinations:
  • Employers who decide to mandate vaccinations may face ADA discrimination claims from those who aren’t vaccinated. On the other hand, vaccinated employees may not feel safe returning to work with unvaccinated co-workers and may have claims of their own. (6:30)
  • Guidance on this issue is evolving daily, so employers should stay engaged to be sure they are following the latest regulations. (8:19)
  • Note: After this podcast was recorded, the Equal Employment Opportunity Commission (EEOC) issued new guidance reaffirming that federal equal employment opportunity laws do not prohibit employers from requiring or incentivizing vaccination, provided they comply with ADA and other accommodation provisions.
• Return to work best practices:
  • To help employees feel safe, employers can implement in-work accommodations such as mask requirements and six-foot spacing between desks. The Centers for Disease Control (CDC) and Occupational Safety and Health Administration (OSHA) have outlined some guidance in this area. (8:50)
  • Temporary work from home can also be considered an accommodation, but be sure the basis for requiring a return to the workplace is clear. Also revisit relevant job descriptions to make clear that being in the workplace is an essential job function. Consistent practices are important. (9:58)
  • For positions that transition to permanent work from home, formal standards for remote work should be implemented, such as requiring that employees have a dedicated workspace free of distractions. (11:05)
• Additional resources: Human Resource Executive Live Event — Revisiting COVID-19, Paid Leave and the ADA: Ask the Legal Experts

Featured speakers

• Daris Freeman, Assistant Vice President, Legal Counsel, Unum's employment law group
• Tamika Newson, Assistant Vice President and Legal Counsel, Unum's Employment Law Group

May 10, 2021

Listen in as Dr. Philip Levendusky of the world-renowned McLean Hospital joins Unum’s Swapnil Prabha, to discuss the worsening mental health crisis in the U.S. and how innovative employer behavioral health programs can help remove the barriers to care. 

• A continuing trend. Mental health issues have been on the rise for the past five years. The pandemic worsened the trend by robbing people of their feeling of control. Pandemic-prompted remote work caused many people to suffer anxiety and depression – and neglect healthy physical habits. [2:18]
• Gen Z suffering most. People aged 18 to 24 accounted for 56% of those reporting symptoms of anxiety disorder and/or depressive disorders during the pandemic. As the generation soon to be the largest in the workplace, they need support from employers to help deal with what will be long-term mental health issues. [8:21]
• Access is major difficulty. Inpatient psychological treatment, in short supply before the pandemic, reached critical scarcity, with some young people spending as much as seven days in the emergency room waiting to be admitted. [13:17]
• Stigma is continuing barrier. Employers need to take the weight off the people in their organizations by making it clear that needing and seeking help is OK.  [14:10]
• Digital benefits can help solve for access. By directing people with less serious issues to digital and self-help tools, innovative behavioral health programs can help with demand management. [16:30]
• Employee advocacy is critical. From training to policies to making sure behavioral health providers are transparent and accountable, employers have a big role to play in helping employees take advantage of the behavioral health benefits offered at work. [18:00]
• Returning to the workplace Returning to work will have issues of its own, which employers can combat with clear communications, small steps and promotion of resources to help. Going into a new reality with wellness front and center will solve problems that have been lurking since well before the pandemic. [19:45]
• Additional resources: Webinar, Supporting behavioral health at work.

Featured speakers

• Dr. Philip Levendusky, Director of Psychology, McLean Hospital; Associate Professor of Psychology, Harvard Medical School
• Swapnil Prabha, Vice President, Workforce Wellness Solutions — Unum Group

April 6, 2021

The world-renowned HR thought leader Josh Bersin joins Mike Simonds, COO of Unum Group, and Swapnil Prabha, Unum’s VP of Digital Offerings, in a discussion about the fundamental changes wrought by the pandemic – and how those changes are driving benefits tech trends. 

• Post-pandemic economic boom. As we slowly emerge from the pandemic, many experts are predicting an economic boom. Signs are pointing to a dynamic economy with a lot of opportunities for businesses and HR professionals. [03:28]
• A greater appreciation of work. This past year, many workers experienced the stress of balancing personal and professional responsibilities from home. Yet, many people gained a greater appreciation of the value of work, finding a purpose and refuge from the pandemic, according to The Business Resilience: The Global COVID-19 Pandemic Response Study. [08:49] 
• The employee experience and technology. At the beginning of the pandemic, many leaders doubted the capabilities and productivity of employees working from home. A year later, there’s a completely new way of thinking about work technology and the employee experience. [10:16] 
• Real-time integrations with HRIS platforms. Unum has accelerated work of building technology that integrates with popular HRIS platforms for a seamless experience for employers and employees alike. Intuitive technology like this helps employers overcome administration challenges and focus more on the employee experience. [12:58] 
• Benefits are essentials. Now is the time for the benefits industry to start thinking about how to deliver a digital, consumer-like experience to employees. What was once viewed as optional benefits are now seen as essential parts of the work experience and employee productivity. [15:48] 
• HR tech objectives. In 2021, innovations in HR technology are trying to get HR teams back at what they do best and where they have the biggest business impacts – with simplistic and thoughtful designs and solutions. [18:00] 
• Mental health is critically important. As more employers adopt mental health programs, employers and leaders can promote mental and emotional well-being by incorporating it into the workplace culture while technology can help easily deliver access to the appropriate support and care. [20:40] 
• Additional resources: Webinar, The future of the employee benefits experience. 

Featured speakers

• Josh Bersin, Global Industry Analyst, Dean, Josh Bersin Academy
• Mike Simonds, Executive Vice President, Chief Operating Officer, Unum Group
• Swapnil Prabha, Vice President, Workforce Wellness Solutions — Unum Group

March 23, 2021

The ongoing pandemic has put a spotlight on people’s physical and mental health – and on the critical role employers have in safeguarding their employees’ overall well-being. As the vaccine efforts continue across the U.S., we discuss the role employers should play in terms of the vaccination roll out. Dr. Dora Anne Mills, Chief Health Improvement Officer at MaineHealth, and Rob Hecker from Unum discuss how employers — of all sizes — can help with vaccination efforts to end the COVID-19 pandemic.

• It’s a race against time. Vaccinations are the single most important thing we can do for the health our communities right now. COVID-19 variants are emerging – some which are more contagious and sometimes more fatal. [02:00]
• Why employers should play a role. Vaccines are the fastest way for employees to return to some sort of normalcy and return to the office, and employers can play a critical role. Early in the pandemic, employers emerged as a trusted source of information. Encourage employees to get vaccinated when it’s available to them, as part of your organization’s commitment to employee physical and emotional wellbeing. [03:17]
• Make it easy. It can be difficult for some people to get vaccinated, especially if the facility doesn’t allow children or if there are long lines. Employers can make it easier by allowing time during work hours to get vaccinated. [05:14]
• Develop a strategic plan. Talk to experts, be flexible and rethink what you’re doing based upon what you learn. Most importantly, be transparent with everything – even what you don’t know. It’s really just about communicating, staying close to the experts, and tapping into the resources that are readily available. [07:37]
• It’s all hands on deck. This is the largest vaccine campaign in history. Local businesses can provide trusted non-medical volunteers to help local clinics and healthcare facilities. Employees find it fulfilling, and it accomplishes a similar goal to end the pandemic. [14:18]
• Additional resources. Click here for additional resources.

Featured speakers

• Dora Anne Mills, MD, MPD, FAAP, Chief Health Improvement Officer, MaineHealth
• Rob Hecker, Vice President, Global Total Rewards, Unum

March 2, 2021

The ongoing pandemic has left a huge impact on the public sector, from budget cuts to complex operational needs in state, local and municipality governments, public agencies and schools. Employee benefits has become a critical retention strategy, but also an added challenge. We talk to two benefits experts with vast experience in the public sector: Donna Nixon, Vice President of Pierce Group Benefits, and Steven Vermette, Vice President at Colonial Life, about the trends and best practices they’re seeing in public sector employee benefits.  

• Employee benefits is key to public sector’s competition for talent: Employee benefits are vital to a recruitment and retention strategy, as public sector employers compete against private sector jobs amid a wave of Baby Boomer generation retirements. [03.45]
• Time to catch up: Public sector employers have been slower to adopt the hardware and software that other industries have utilized – that offered a way to quickly pivot to remote or virtual work. However, public entities are now putting a lot of time and effort to implement and utilize this technology. [05:32]
• Going digital for virtual enrollment: The pandemic has been a rapid accelerant for the public sector to shift to virtual enrollments of benefits, including moving from paper-based methods to digital methods. [07:08]
• Importance of benefits education: Now more than ever, employees are paying attention to the benefits coverage they have and the coverage they need. Take the time to allow employees to understand what they’re being offered. This will cause employees to be better protected and more fully appreciate what your organization is doing for them. [09:18]
• Additional public sector resources: SHRM webinar on Public Sector Benefits, Governing, International Public Managers Association for Human Resources, Center for State and Local Government Excellence, and Colonial Life’s Public Sector Virtual Enrollment Guide.

Featured speakers

• Donna Nixon, Pierce Group Benefits, Vice President
• Steven Vermette, National Sales Leader, Public Sector, Colonial Life

January 25, 2021

Two founders of HR firms and industry podcast leaders – Lars Schmidt and Joey Price – talk about how businesses are adapting their wellness and benefits packages in 2021. We focus on employers with 250 employees or less and the data from a new report. Lars and Joey offer practical advice on everything from benefits communication to how sole HR practitioners can lean on a wider community, as well as the urgency of implementing HR technology and process digitization.

• Customize employee benefits packages: Benefits are more important than ever, and companies are starting to broaden beyond what they traditionally viewed as a benefits suite, such as student loan repayments and a new urgency on mental health. (02:26)
• Strive for “digital by default:” It’s time to ditch the manual processes and adopt HR technology and digital solutions – to reflect a modern workplace. Top talent will judge you if you are still using manual processes. (06:05)
• You may be overspending already: Don’t shy away from HR tech because of cost. When you account for the time spent on manual processes or creating workarounds, you might find you may already have the budget to invest in digital tools. (08:45)
• Survey your employees: If you’re having to cut costs due to cash flow issues, engage your employees to co-create choices. Or, survey them to determine what they find valuable. You can also lean on your broker and carrier relationships to help you find cost solutions without cutting desirable benefits. (09:54)
• Benefits communication is key: Articulate the tangible benefits for the employee and educate everyone on the value of the benefits. You can also go a step further by weaving your culture into the story. (12:45)
• Are you an HR practitioner of one? Reach out to your HR communities and forums online to ask questions. See what your peers are doing and leverage their expertise to bring collective wisdom into your organization. (14:09)
• Access the recent report: Small Business Benefit Trends Report 2021
• Check out the new book Redefining HR by Lars Schmidt.

Featured speakers

• Lars Schmidt, Founder, Amplify and Author and Podcast Host, Redefining HR
• Joey Price, MS HRMD, Founder, Jumpstart:HR and Host, Business, Life, and Coffee Podcast

January 20, 2021

We speak to Scott Omelianuk, Editor-in-Chief of Inc. Magazine, and Jill Sasso, Vice President of Human Resources, Governance & Programs at the Women’s Business Enterprise National Council (WBENC) about how small businesses are shifting their 2021 employee benefits planning. We discuss the new small business survey from Unum, how leading companies are adapting, and key insights for keeping women, in particular, in the workforce.

• Industries have been hit by the pandemic in vastly different ways: Roughly half of small businesses are hiring back employees or hiring new employees, while the other half are needing to cut hours, layoffs and furloughs. (01:44)
• Cashflow, well-being and business continuity are leading concerns for many small businesses. (03:53)
• People are small businesses’ most vital resources – with a much greater focus on health and well-being of their people in 2021. Lead with empathy, be nimble in your policies, and offer flexibility. (06:14)
• What constitutes the workplace and culture has changed during the pandemic. People are looking for the safety net they need to survive during times like these. (07:56)
• Focusing on your employees is going to make you an employer of choice. (11:47)
• To keep women in the workforce: Provide flexible options and adequate health and wellness programs. Make sure employees are also getting career development. And prioritize your workplace culture. What we do now to support women, in particular, is going to have far-reaching effects for women in the workforce. (16:09)

Featured speakers

• Scott Omelianuk, Editor in Chief, Inc.
• Jill Sasso, SHRM-SCP, Vice President, Human Resources, Governance & Programs, WBENC

December 2, 2020

Today’s workforce is faced with extraordinary challenges in balancing work and family obligations. Women in particular are exiting the workforce in unprecedented numbers during the pandemic to care for children and elderly family members. In this episode, the international leave and absence expert, Anna Steffeney, discusses why the employee experience is critical to leave and absence planning, why deliberate strategies are necessary for both leave and employee reintegration, and the critical need for accessible information for employees considering leave.

• HR departments need the tools to make information easily accessible for employees to make educated leave decisions. (4:00)
• There are operational considerations for employee support in a leave program, such as what is offered, how long, who is covered, and most importantly, how the programs are implemented, including expanding your existing program or launching a new one. (5:18)
• Employers should be deliberate in measuring the ROI of their leave offerings—including benchmarking against competitors, surveying candidates and publicizing policies—to determine how their leave strategy comes into play around the retention of current employees and the attraction of new talent. (7:14)
• Lengthening parental leave has a positive effect on employee retention. A global study by KPMG, commissioned by Vodafone, showed that implementing a 16-week policy could save employers $19 billion globally by avoiding the hiring and training expenses necessary to replace employees who leave. (9:10)
• Life events change employees and returning to work can be a jarring experience. It’s critical for employers to be deliberate in planning for leave and embracing returning employees. (11:25)

Featured speaker

• Anna Steffeney, Vice President, Digital Ventures & Transformation, Leave & Absence, Unum

November 18, 2020

Yesterday’s leave and absence management programs aren’t working for today’s workforce – or the workforce of the future. Employers face significant challenges managing employee leave and HR compliance, from evolving complex regulations, to competition for highly skilled employees and an ongoing global health crisis. In this episode, leave and absence management experts Matthew Howes of Aon and Susan Stowell and Marci Cyr from Unum explore these challenges and share the fundamentals of building a modern strategy.

• The need for companies to have a strategic leave and absence management program has increased over recent years – and only been exacerbated by the pandemic. Employees are looking for employers with comprehensive time-away programs, allowing them to meet their responsibilities at home and achieve their goals in the workplace. (02:30)
• Most employers are unaware of how leave programs work together as a whole system or the costs associated with these programs. As a result, many companies struggle to have a comprehensive approach or strategy, negatively impacting their balance sheets. (03:53)
• In today’s market, many employers are looking to solve their leave management pain points involving: (05:58)
  • Maintaining regulatory compliance
  • Managing intermittent leaves or absences
  • Maximizing workforce productivity
• There are three different major categories to fundamentally transform a leave and absence management approach: (08:12)
  • Finding an efficient and effective compliance solution
  • Aligning and redesigning programs to make sure they work holistically versus fragmented parts
  • Creating a program to compete in the marketplace for top talent
• Leave programs are a major part of a company’s brand and corporate culture that reflect internally with employees and externally with the market. Employers need competitive leave programs for recruiting and retaining skilled employees as work-life balance continues to be a major priority for today’s workforce. (09:31)
• When it comes to corporate leave policies and programs, employers should take a holistic view to make sure the entire program is working efficiently and effectively – and take a more proactive approach to leave strategy planning and understanding the different components of paid leave. (10:29)

Featured speakers

• Matthew Howes, Vice President, Time Away & Life Solutions Practice, Aon
• Susan Stowell, Vice President, Absence Management Offering, Unum
• Marci Cyr, Assistant Vice President, Leave Transformation, Unum

October 13, 2020

HR compliance is more complex than ever, particularly with leave and absence management. In this episode, Daris Freeman and Ellen McCann give an overview of paid leave laws, both pre-pandemic and those being signed into law amid the ongoing coronavirus pandemic.  

• Prior to the pandemic, many states and jurisdictions had existing employer-mandated paid leave laws. 16 states and more than 20 municipalities had laws that applied to a situation where the employee or employee’s family member was ill or seeking care or due to a quarantine or closure. (01:25)
• States and local jurisdictions have stepped up to provide paid leave for workers due to COVID-related reasons. These fall into two key areas: 1) Protections for employees in organizations with more than 500 employees that are not subject to the federal FFCRA and 2) States, such as California, that have passed broader legislation that applies to all employers and employees. (04:30)
• States and jurisdictions are passing laws to provide paid leave to those impacted by COVID-19. This is an active space with nearly one new law appearing every week. (05:30)
• Colorado has passed three laws in one: 1) The federal FFCRA equivalent for 2020 for larger employers and 2) A broader paid leave provision that has two components: a) paid leave for employees or family members who have an illness and school closures, and b) up to two weeks of additional leave if there is a public health emergency. (05:55)
• There is also an unpaid leave dimension to this, as several states have amended existing laws to provide job protected, unpaid leave. Employers need to understand any applicable unpaid leave obligations, as well as paid leave obligations, to be compliant with all employment laws and regulations. (07:55)
• Best practices: At Unum we have policies that address state-level paid leave laws where employees work. We have supplemented that with a COVID-19 specific policy that incorporates all the different jurisdictions and states that have specific COVID-19 requirements for leave. (09:57) 
• Laws change almost weekly. One of your best resources are state and city webpages, as these are always up to date. Consult with your own legal counsel also to make sure you are capturing all the obligations and remain in compliance with all applicable laws. (11:13)

Featured speakers

• Daris Freeman, Assistant Vice President, Legal Counsel, Unum's employment law group
• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

September 24, 2020

A new survey shows that with the ongoing pandemic and complexities caused by school closures this fall, employers are expecting a rise in mental health challenges for their employees. In this episode, two world-renowned mental health experts from Harvard Medical School and McLean Hospital, Dr. Kerry Ressler and Dr. Lisa Coyne, join Unum’s employee benefits and well-being strategy expert, Robert Hecker, to discuss the survey’s findings and how employers can support their employees. 

• Employers are expecting a big rise in mental health issues. 85% of employers surveyed are very or somewhat concerned about their employees’ mental health or wellness needs. (02:21)
• The stress people are experiencing is not new. However, the pandemic and other environmental factors have made these issues more acute, and employees are exhibiting higher levels of stress. The challenge is figuring out the right action to take to support employees in a meaningful way. (03:28)
• Employers can encourage healthy behaviors and preventive measures that will help keep most people healthy and resilient. Additionally, employers should watch for behaviors and symptoms that suggest professional help is needed. (05:39)
• Parents with children who are different ages or have behavioral health issues will be likely to experience even more draining demands. All parents with children will be at risk of burnout. (09:30)
• Employers should help parents be aware of resources for their or their kids’ mental health and consider offering flexible work schedules. (10:23)

Additional resources

• Webinar: How employers can mitigate a looming mental health crisis
• McLean resource library: COVID-19: mental health resources 
• McLean article: How to deal with ongoing stress caused by working from home
• McLean article: How mindfulness helps families cope with stress 

Featured speakers

• Kerry Ressler, M.D., Ph.D., Chief Scientific Officer, McLean Hospital and Professor, Harvard Medical School
• Lisa Coyne, Ph.D, Founder and Senior Clinical Consultant of the OCD Institute for Children and Adolescents, McLean Hospital, and Assistant Professor, Harvard Medical School
• Rob Hecker, Vice President, Global Total Rewards, Unum

August 18, 2020

A New York federal court recently struck down parts of the U.S. Department of Labor’s (DOL’s) rule interpreting employee paid sick and extended FMLA leave components of the Families First Coronavirus Response Act (FFCRA). Two national employment law experts, Jeff Nowak and Ellen McCann, discuss the court’s decision and its implications for the future of FFCRA leave – and employers. 

• On April 1, 2020, when the scope of the pandemic first became apparent, Congress passed the FFCRA. DOL quickly issued regulations for implementing this new federal statute. (01:23)
• The State of New York filed suit against DOL, claiming the agency’s regulations 1) unlawfully denied FFCRA leave to otherwise eligible employees and 2) exceeded the DOL’s authority. As a result of the proceedings, the New York federal court invalidated several DOL regulations interpreting the new federal law:
  • The requirement that employees be scheduled to work in order to take a leave of absence. (02:52)
  • The part of the intermittent leave provision requiring the employer’s permission when an employee is caring for a child due to public health concerns, such as COVID-19-related closures of schools or unavailable childcare. (07:30)
  • DOL’s expansive definition of healthcare provider and leave entitlement exemptions. (09:44)
  • The timing of when employees must submit leave documentation to their employers. (15:20)
• The scope of the court’s decisions remains uncertain, but one thing remains clear: DOL must address the court’s decision. That means employers should continue to monitor the situation and look for DOL updates. (17:07)
• Employers can also reduce compliance risks by examining their leave exemptions, application of intermittent leave, stances on work availability, and current leave administration and documentation. (18:39)
• Additional resources: Check out Jeff Nowak on the highly regarded FMLA Insights blog for information on changes to FMLA notices and regulations. You can also take an in-depth look at the New York federal court’s decision on the DOL rule regarding paid sick and expanded FMLA leave under FFCRA.
• Watch our webinar with four national experts discussing leave-management in a post-pandemic world.
  

Featured speakers

• Jeff Nowak, Shareholder, Littler Mendelson
• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

August 4, 2020

With the social-distancing needs of the COVID-19 pandemic, employers may be wondering what benefits enrollment will look like in 2020. For many employers, virtual enrollment methods are replacing face-to-face meetings. According to a recent employer survey, virtual enrollment is expected to double this year. In this episode, benefits experts Shawn Ferguson and Richard Shaffer provide insights for employers starting or expanding virtual-enrollment capabilities, and discuss how to engage and educate employees in virtual environments. 

• Before implementing a virtual enrollment strategy, make sure your organization has an online platform and a plan to engage employees on this platform. [03:45]
• Mandatory group enrollment meetings can be held virtually using a variety of methods. These meetings are important for educating employees about their benefits offering, including additions or changes to coverage. [04:02]
• Employees are more likely to research and learn about their benefits when an active decision-making process is applied. [05:01]
• Present a comprehensive benefits package in a logical order, and make sure employees have a consistent experience in all benefits communications and across platforms. [05:33]
• Employees will have very specific questions this enrollment season, as the pandemic has made workers more worried about their financial fragility. [08:00]
• Virtual tools have seen rapid adoption since the COVID-19 outbreak. Some insurance carriers and brokers have retooled and reinvented benefits communication and enrollment to approximate a face-to-face experience in a virtual ecosystem. [09:03] 
• For the average American worker, benefits enrollment and selection is going to be the one of the most — if not the most — significant financial decision they make over the course of the year. The goal of enrollment meetings should be benefits education, making sure your employees understand the offerings and their financial decisions. [13:21]

Featured speakers

• Shawn Ferguson, Senior Vice President, Voluntary Benefits, Acrisure
• Richard Shaffer, Senior Vice President, Field and Market Development, Colonial Life

July 21, 2020

Unum surveyed 400+ employers in early June to ask how the pandemic was impacting their benefits, leave and enrollment planning. We found that big changes are coming — and they could be permanent. In today’s episode, Sharlyn Lauby, Rob Hecker and Ellen McCann discuss the survey findings, and how the pandemic is fundamentally reshaping the workplace and employee benefits.

• 56% of employers will allow flexibility to work from home even after the pandemic. Employers are starting to ask paradigm-shifting questions like, “What does work from home 2.0 look like? What are the implications for our culture and how we innovate?” [02:05]
• Paid leave is on the rise: 44% of employers probably or definitely will expand paid leave benefits in the coming year. Employers have learned that unpaid FMLA leave was insufficient to meet the magnitude of the COVID-19 emergency. [06:00]
• More than half of employers are changing their benefits plan. As the pandemic proceeds, we can expect behavioral health issues to emerge around anxiety, depression, issues of isolation, elder or child care, and financial stresses. Employers are starting to plan, by developing programs and services to help employees better cope — and even thrive. [08:11]
• Mental health claims and leave requests may be on the rise. Employers should not feel that “it’s business as usual now.” They should understand that, while employees may have been able to juggle things for the last few months, they may not be able to do that for long. Employers have to remain flexible and nimble. [12:33]
• Read the report here. 

Featured speakers

• Sharlyn Lauby, President, ITM Group Inc., author of HR Bartender
• Rob Hecker, Vice President, Global Total Rewards, Unum
• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

June 16, 2020

Melissa K. Peters, Special Counsel at Littler Mendelson, shares key insights into the law firm’s recent COVID-19 Return-to-Work Survey of 1,000 employers across the U.S. She discusses best practices and key strategies for employers to keep in mind as they build and implement a return-to-work plan.

• The CDC has been the default guidance throughout this time, but businesses should also carefully follow and adhere to any regulations or orders from the state, county or city where they are located. [01:55]
• Employers have a key concern around leave of absence entitlements. Summer brings childcare issues and this will likely impact employees who need to return. [03:41]
• The “general duty” clause is the primary OSHA regulation employers are following. OSHA requires employers to provide a safe and healthy environment and to protect against a “serious hazard” — i.e., exposure to COVID-19. [05:25]
• Employers should keep rigorous notes on all the measures they are taking to keep employees safe — keeping contact tracing logs, cleaning logs, and so on. They should also consider implementing a daily walkaround. High-hazard industries do “site walks,” which can be as simple as walking around the office or facility to make sure all the social distancing measures are being put in place, with an eye on potential lawsuits or liabilities. [07:17]
• Learn more about the Littler Mendelson survey report here.

Featured speaker

• Melissa K. Peters, Special Counsel at Littler Mendelson

June 2, 2020

We have pivoted our program this week to address the situation unfolding in the U.S. right now and the social injustices that have been part of our society for centuries. This is a traumatic time for people of color in the workplace, and it requires all of us to engage. How can we lead by example in inclusion and diversity? What courageous conversations can we or should we be having?

• The three Es of inclusion are: 1) Equitable: Be fair, 2) Engaging: Be inviting, and 3) Exemplary: Be an example. Having a diverse organization is not enough; leaders must be inclusive when providing opportunities to contribute and succeed. [03:50]
• Reverse mentoring is a powerful way to spark courageous conversations within organizations. [08:08]
• Leaders and managers need to face uncomfortable conversations. To allow breakthroughs, be vulnerable and allow teammates the psychological safety they need to learn and take risks. [09:09]
• Be mindful of the trauma people are going through in the workplace. Ben-Saba Hasan, Chief Diversity & Inclusion Officer of Walmart, equates mental trauma with physical trauma. If we can make a psychologically safe space at work, we can also create a space for healing. [10:19]
• Lean into this and take ownership. Employees are watching and expecting accountability. [11:56]
• Start today, take small steps. It doesn’t have to be perfect, but those small decisions will make all the difference. [16:36]

• Start with your employees: Look internally for opportunities like reverse mentoring, building employee resource groups, or reaching out to new people to engage with.
• CEO Action for Diversity & Inclusion
• Code Switch podcast by NPR
• Inclusion: Diversity, The New Workplace & The Will to Change, Jennifer Brown
• Between the World and Me, Ta-Nehisi Coates
• The Fire Next Time, James Baldwin
• The Hate U Give, Angie Thomas
• What If?: Short Stories to Spark Diversity Dialogue, Steve L. Robbins
• Simple Justice: The History of Brown v. Board of Education and Black America's Struggle for Equality, Richard Kluger

Featured speakers

• Wade A. Hinton, Vice President, Global Inclusion and Diversity at Unum
• Tim Arnold, President & CEO, Colonial Life and Executive Vice President, Voluntary Benefits, Unum Group

May 26, 2020

What can HR organizations do to help employees with their emotional well-being? In Part 2 of our conversation, two wellness experts — Dr. Kristen Lee, Ed.D., LICSW, an award-winning behavioral science professor, clinician and author, and Unum’s Laurie Mitchell — discuss how organizations can help inspire a culture of resilience. 

• Have you listened to Part 1 yet? Listen here.
• Before the coronavirus pandemic, there were many concerning indicators around mental health globally. Lifestyle and stress-related illnesses were surpassing communicable diseases, and burnout was being reclassified by the World Health Organization as a workplace condition and occupational risk rather than a health condition. The current COVID-19 health crisis is only exacerbating these risks.
• Research is showing that resilience happens within a community. Organizations can create “a culture of health thinking and health giving,” where each person feels they are cared for.
• In the Strong Minds at Work Report published by Unum last year, a disconnect emerged. When asked “what mental health resources are available at your company?” 93% of employers said they offered employee assistance programs (EAPs), yet only 38% of employees realized EAPs were available. It’s critical to have a strong communication plan.
• Role modeling can be a powerful way to educate about mental health. Employees and leaders are encouraged to share their stories.
• Mental health first-aid training programs, by organizations such as the National Alliance on Mental Illness (NAMI), are another way to provide support for the workforce.

• Book: Mentalligence: A New Psychology of Thinking: Learn What It Takes to Be More Agile, Mindful and Connected in Today's World, 50% off affinity discount for podcast listeners. Select the "Buy from us" button and type in code “Resilience2020.” 
• Report (PDF download): Mental Health in the Workplace, May 2020 Update
• Active Minds
• Caring for Coronavirus Anxiety, a project by Shine
• Harvard/McLean Hospital, mental health resources
• American Society of Suicide Prevention

Featured speakers

• Kristen Lee, Behavioral science professor, clinician and author
• Laurie Mitchell, Assistant Vice President, Global Wellbeing & Health Management at Unum

May 19, 2020

Dr. Kristen Lee, Ed.D., LICSW, is an award-winning behavioral science professor, clinician and author. To coincide with Mental Health Awareness Month, we bring together Dr. Lee and Unum’s Laurie Mitchell for a two-part discussion about mental well-being and resilience. 

• The World Health Organization has classified “burnout” not just as a mental health issue but as a workplace condition. The uncertainty of the current pandemic is making burnout even more of a risk. [02:17]
• In resilience research, the term “protective factors” is used to explain practices in our daily lives that nourish and edify us. Many of these routines have been disrupted during the coronavirus pandemic. [04:47]
• Despite the challenges, modern brain science shows we are a species wired for adaption. We have a lot within our control that can help us, such as nutrition, hydration, proper sleep and getting out in nature. [06:25]
• Be aware of your “reserve capacity.” We need what are called “break rituals.” Scientifically grounded self-care is about deliberate attention to mind and body. All these actions have a cumulative effect. Make deposits of self-care into your own bank to sustain yourself through complexity. [09:12]
• Employers should encourage this personal self-care, but also make sure employees are aware of the resources available to them, such as employee assistance programs (EAPs), counseling, apps that can support traditional care, and behavioral health teleservices. [14:52]
• On May 26, tune in to Part 2 of this episode: Organizational approaches to mental well-being.

• Book: Mentalligence: A New Psychology of Thinking: Learn What it Takes to Be More Agile, Mindful and Connected in Today's World, 50% off affinity discount for podcast listeners. Select the "Buy from us" button and type in code “Resilience2020.” 
• Report (PDF download): Mental Health in the Workplace, May 2020 Update
• Active Minds
• Caring for Coronavirus Anxiety, a project by Shine
• Harvard/McLean Hospital, mental health resources
• American Society of Suicide Prevention

Featured speakers

• Kristen Lee, Behavioral science professor, clinician and author
• Laurie Mitchell, Assistant Vice President, Global Wellbeing & Health Management at Unum

May 12, 2020

Jeff Nowak is one of the leading employment attorneys in the United States and the author of the highly regarded FMLA Insights blog. He joins Unum’s Ellen McCann to walk employers through key considerations for maximizing health and safety when building a return-to-work strategy. We discuss everything from creating a health assessment, to flexibility, masks, and the importance of building a robust communication plan.

• Health assessments are a non-invasive way of having a conversation with your employees about their ability to return to work. You can ask about symptoms, positive tests, their proximity to or whether they are caring for someone with symptoms or a diagnosis. You can also ask about recent travel. [01:42]
• You have many important decisions to make: Are you going to do assessments before employees come back to work, or before they set foot on the property? How will you administer tests? How can you do this in a way that most protects your employees’ privacy? [04:00]
• You should expect some apprehension from your employees. Remember, this event is the first of its kind in a lifetime. Accept that fact — and engage in discussions with your employees. Let employees know what you’ve done to ensure a safe environment and share this in your communication plan. [06:12]
• Even though people are going back to work, social distancing is still required. Very few workplaces are going back at 100% capacity. This means employers may be able to be more flexible in offering remote work options than in past. [09:16]
• From a practical and legal standpoint, it’s important to follow state or local requirements when it comes to face coverings or masks. For employees who can’t wear masks, engage in a discussion of what you could do to help them perform their job. [11:21]
• Prepare a robust return-to-work communication plan. Focus on the physical spacing of the workplace and what’s required of the employee in terms of masks, hand washing, social distancing, and so on. [13:52]
• Check out Jeff Nowak’s blog, FMLA Insights, for more great guidance.

Featured speakers

• Jeff Nowak, Shareholder, Littler Mendelson
• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

May 5, 2020

Legal experts Ellen McCann and Daris Freeman break down state and municipal considerations when planning return-to-work amid the COVID-19 crisis. Many states are in the process of opening up for non-essential work and have issued some strict guidelines around how employers should go about bringing employees back. Certain cities and counties also have their own requirements. Be sure to do your homework – and check out the resources we link to below. 

• Make sure you’re up to date with all the government mandates or requirements. States have various laws that will govern how you bring employees back. And don’t stop just to look at the state; certain cities and counties have their own requirements. [01:38]
• Keep other considerations in mind. For example, the Warn Act requires employers to give certain notices to employees who are going to be laid off. There are state versions, as well. These laws have been changed in the face of COVID-19. [03:18]
• Look at changes in the Workers Comp arena for essential businesses. [04:28]
• What are the wage and hour requirements that will apply to you as you bring employees back? Are you obligated under state law to pay for personal protective equipment? Are you obligated to pay employees to do health screenings at home or when they get to your worksite? Know the wage and hour implications. [04:59]
• Several states and individual jurisdictions have passed leave laws specific to COVID-19. Many are in response to what happened at a federal level — for example, San Francisco, Los Angeles, and San Jose passed laws related to larger employers not subject to the new federal law. Some are specific to certain industries. [06:31]
• Many of the states that have existing paid sick laws have issued guidance or amended existing laws — for unpaid leave as well as paid sick leave. That guidance provides additional leave that was not provided before. Employers need to look into these laws and know how they can be applied. [08:02]
• Unum has state leave law updates on our website. Law firms are also putting up free summaries. Ellen McCann references the resources that the law firm Littler Mendelson has created for employers, viewable here. [09:41]

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group
• Daris Freeman, Assistant Vice President, Legal Counsel, Unum's employment law group

April 28, 2020

As many U.S. organizations plan for the return of employees to worksites, legal experts Ellen McCann and Tamika Newson weigh in on various legal considerations. We review recent statistics from a Unum survey that shows how employers are facing this issue, with a third of employers saying they do not yet have a plan in place. We then dive into regulatory considerations, practical questions and contingency planning.

• As recently as April 23, the Equal Employment Opportunity Commission (EEOC) shared guidance stating that employers can ask for a COVID-19 test before they allow workers to return. Employers can also require fitness-for-duty tests, ask workers to wear masks or ask them to stay at home if they are unwell. [05:01]
• Consider your documentation strategy: If you are going to ask a series of questions, such as symptoms or family exposure or recent travel, where is that documented? It needs to be confidential. [07:03]
• Who will ask these questions? Do you want it to be HR, a dedicated response team or a third-party vendor? [07:42]
• Build a game plan for all the scenarios that could come out of this. Do you want to do testing? What sort of testing? What will you do if employees don’t take a test? Or if they test positive but refuse to leave the worksite? [08:08]
• What are you going to require for each individual to return to work — and how are you going to ensure it is consistent? Be wary of making assumptions about employees, such as saying we’ll only bring back “young and healthy” people first. [08:59]
• Best practices include building a dedicated response team that will deal with return to work. It’s advisable to have someone on that team who can give employment law advice. You’ll need to address issues with testing and consistency in how you treat employees, while taking into consideration all the other applicable laws, such as Title VII and local governmental orders. [10:49]
• Read about key takeaways in the April 2020 Unum Group Employer Survey.

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group
• Tamika Newson, Assistant Vice President and Legal Counsel, Unum's Employment Law Group

April 23, 2020

Investment expert Carl Gagnon discusses how HR teams can talk about financial well-being with employees during the COVID-19 pandemic. As AVP of Financial Wellbeing and Retirement Programs at Unum and a thought leader who regularly speaks at industry conferences, Carl brings decades of expertise and a calm perspective. He reminds us of the importance of seeing the big picture and explains how employers can talk to employees about their available resources, such as a 401(k) provider or their own benefits portal.

• Employers who have a 401(k) or financial well-being program have built those with care. Now is the time to share those resources with your employees. [01:22]
• Don’t make investment choices based on emotion or reactions to the market. [03:00]
• If you’re close to retirement age, and if your employer offers tools and resources — especially third parties — reach out to them. They have financial planners who can help you work through this. [04:56]
• Lean into the volatility. Some employees may be saving money by not driving to work, eating out, etc. Take some of that excess money and reinvest or build some emergency savings. [07:18]
• If you have reduced income, use the resources available to you. Take stock of what you have and talk to your creditors and vendors about deferring payments. There are programs available to help. For example, Defined Contribution programs may have loan features. Student loan forgiveness programs may be available, including federal student loan deferment. [08:40]

Featured speaker

• Carl Gagnon, Assistant Vice President Financial Wellbeing & Retirement Programs, Unum

April 21, 2020

National legal experts Tamika Newson and Ellen McCann discuss recent guidance from the U.S. Equal Employment Opportunity Commission (EEOC) on how the Americans With Disabilities Act (ADA) impacts employers in the COVID-19 environment. Early on, the EEOC declared COVID-19 as a “direct threat” to the workplace. This means if an employee with COVID-19 presents themselves in the workplace, employers have an opportunity under the ADA to ask specific questions about their symptoms, direct them to not come to the workplace, and monitor when and how they return to work. We discuss this new guidance and best practices for granting accommodations under the ADA during the pandemic.

• In its recent guidance, the EEOC addressed underlying health conditions, and mental health in particular, noting that this may be an area where potential exposure will require employers to provide accommodations. [03:33]
• The EEOC recently clarified that employers are permitted to ask for medical information in response to the COVID-19 pandemic. However, it acknowledged that employers may not be able to get the same records as in normal times and encourages employers to make reasonable decisions. [04:34]
• Employers cannot make assumptions based on who they think is vulnerable — such as people 65 and older or pregnant women. Employees, however, can let their employers know if they have concerns and ask for accommodations. [06:51]
• What constitutes a reasonable accommodation? The EEOC is encouraging employers to make any accommodations they can to keep people with disabilities in the workforce, but the Commission is also being reasonable in its definition of undue hardship in this economic environment. [08:13]
• Accommodations granted during this time can be made on a temporary basis. Employers can revisit determinations as the pandemic situation changes. [10:23]
• For more information, visit these EEOC resources:
  • Pandemic Preparedness in the Workplace and the Americans With Disabilities Act.
  • What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.

Featured speakers

• Tamika Newson, Assistant Vice President and Legal Counsel, Unum's Employment Law Group
• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

April 14, 2020

Laurie Mitchell is a national thought leader on well-being and health management. She discusses how Unum’s HR organization is helping to foster employee well-being during the coronavirus pandemic. We discuss resources organizations can tap into to support their workforce and how leadership can communicate in humanizing ways.

• The foundation for emotional and physical resilience is self-care. Be intentional and deliberate around building your own wellness: from your diet and regular meals, to physical activity and sleep. [03:38]
• Don’t underestimate the importance of social support. Employees will appreciate hearing from leaders in personal and humanizing ways — explore informal gatherings as well as company updates. [06:00]
• Businesses with smaller HR functions have access to important resources: Start with your medical plan — what resources can you tap into there? An employee assistance program (EAP) can also provide resources for mental health or emotional support. Finally, organizations can look to community resources through their state’s 211 program. [12:10]
• For all your communications, aim to use a designated HR point of contact. This ensures that all employees get consistent information. [14:02]

Featured speaker

• Laurie Mitchell, Assistant Vice President, Global Wellbeing & Health Management at Unum

April 9, 2020

National leave expert Ellen McCann takes us on a deep dive into the latest guidance around Emergency Paid Sick Leave. The Emergency Paid Sick Leave Act (EPSLA) is one of two key components in the Families First Coronavirus Response Act (FFCRA). It applies to organizations with less than 500 employees and public agencies.

• The measurement period for determining number of employees is as of the time the employee is going to be using the paid sick leave. [02:40]
• An employee is entitled to two weeks of their normal schedule. If an employee is normally scheduled to work 40 hours a week, they would be entitled to 80 hours. [03:39]
• There are six reasons for leave – and these fall into two key categories of reasons for employees taking this form of paid leave. [04:57]
• For an employee to access Emergency Paid Sick Leave, they either need to be subject to a quarantine order (including a shelter in place order if it prevents them from working) or be under the advisement of their medical provider to self-quarantine. The employee can also take this leave if they have symptoms and are seeking a diagnosis. [05:58]
• This form of leave does not apply to employees who are furloughed. [08:53]
• Additionally, an employee can take Emergency Paid Sick Leave to care for a son or daughter whose school or place of care is closed, or to care for an individual who is subject to a quarantine order/doctor’s order to self-quarantine. [09:26]
• The Department of Labor has offered further guidance on the FFCRA – check their FAQ page.

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

April 5, 2020

As the COVID-19 pandemic continues to disrupt life and businesses in the U.S., we explore two key federal resources for organizations with fewer than 500 employees. Ellen McCann offers recent legislative updates to the Families First Coronavirus Response Act (FFCRA). Laura Kilmartin then unpacks the Paycheck Protection Program, a Small Business Administration (SBA) lending program designed to encourage businesses to keep their employees on the payroll.

Top takeaways

• The Department of Labor has offered further guidance on the Families First Coronavirus Response Act – check their FAQ page. On April 9, we will release a special episode to cover the key updates. [02:55]
• The Paycheck Protection Program (PPP), administered by the SBA, is applicable to any small business with fewer than 500 employees, including sole proprietorships, independent contractors, self-employed persons and tax-exempt non-profits and veterans’ organizations. Several other employer types are designated by the SBA as small businesses even if they have more than 500 employees — check their website for updates. [05:17]
• A loan under the PPP has a two-year maturity and 1% interest rate. However, it is intended to act like a grant and will be forgiven if all employees are kept on the payroll for eight weeks and the money is only used for authorized purposes. [07:21]
• The rules are fairly simple: Loan proceeds must be used for payroll costs, including insurance premiums; mortgage interest; rent; and utilities. A total of 75% of the forgiven amount must have been used for those costs, and forgiveness is based on the employer maintaining or quickly rehiring all employees and maintaining salary levels. [10:02]
• Any SBA lender or federally insured bank or credit union is eligible to issue loans through this program. Check with your local lender to see if they are participating in the program. Fill out a loan application before June 30, 2020, but the sooner the better — limited funds are available. [14:07]
• Check the Small Business Administration website for more information.

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group
• Laura Kilmartin, Assistant Vice President, Government Affairs, Unum

Part 2

March 31, 2020

As the COVID-19 pandemic continues to disrupt life and businesses in the U.S., we explore two key federal resources for organizations with fewer than 500 employees. Ellen McCann offers recent legislative updates to the Families First Coronavirus Response Act (FFCRA). Laura Kilmartin then unpacks the Paycheck Protection Program, a Small Business Administration (SBA) lending program designed to encourage businesses to keep their employees on the payroll. 

Top takeaways

• The Department of Labor has offered further guidance on the Families First Coronavirus Response Act – check their FAQ page. On April 9, we will release a special episode to cover the key updates. [02:55]
• The Paycheck Protection Program (PPP), administered by the SBA, is applicable to any small business with fewer than 500 employees, including sole proprietorships, independent contractors, self-employed persons and tax-exempt non-profits and veterans’ organizations. Several other employer types are designated by the SBA as small businesses even if they have more than 500 employees — check their website for updates. [05:17]
• A loan under the PPP has a two-year maturity and 1% interest rate. However, it is intended to act like a grant and will be forgiven if all employees are kept on the payroll for eight weeks and the money is only used for authorized purposes. [07:21]
• The rules are fairly simple: Loan proceeds must be used for payroll costs, including insurance premiums; mortgage interest; rent; and utilities. A total of 75% of the forgiven amount must have been used for those costs, and forgiveness is based on the employer maintaining or quickly rehiring all employees and maintaining salary levels. [10:02]
• Any SBA lender or federally insured bank or credit union is eligible to issue loans through this program. Check with your local lender to see if they are participating in the program. Fill out a loan application before June 30, 2020, but the sooner the better — limited funds are available. [14:07]
• Check the Small Business Administration website for more information.

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

Part 1

March 24, 2020

In response to the COVID-19 pandemic, our upcoming episodes will be offering updates on the fast-changing legislation around leave management. In this episode, Ellen McCann explains the Families First Coronavirus Response Act (FFCRA), which was passed by the U.S. Senate. She unpacks the two key components of the law: Emergency Paid Sick Leave and Emergency FMLA.

Top takeaways

• The law only applies to employers with fewer than 500 employees. This is different from the traditional FMLA threshold of 50 employees. [02:02]
• All employees who work for a covered employer can take Emergency Paid Leave. Employees who have been employed for 30 days can take Emergency FMLA. [05:26]
• Update: After recording this episode, the Department of Labor issued further guidance. They released the mandatory poster and also offered guidance on how the tax credit will work. Keep checking the DOL website for updates.
• Listen to Part 2 of this show, recorded March 31, 2020, where we discuss further guidance from the Department of Labor.

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

March 3, 2020

In this episode, Ellen McCann explains how employers often incorrectly deem eligibility for the Family Medical Leave Act in two major ways. She offers best practices and advice on what to do if you’re unable to deem employees eligible for FMLA

Top takeaways

• Employers tend to violate this rule in two major ways: 1) Deeming an employee eligible who hasn’t met those strict eligibility requirements, and 2) saying a leave event is FMLA when it isn’t covered [03:34]
• If you wish to be more generous for employee eligibility or types of leave, the solution is to craft a corporate leave policy. [04:25]
• Make sure you’re doing the employee evaluation for all employees applying for FMLA: Resist the temptation to be more generous without doing your homework. Count the hours worked, the number of employees in the office the employee is reporting into. [07:18]

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group

February 25, 2020

Ellen McCann, a national expert on leave management, gives an overview to the Family Medical Leave Act (FMLA). She unpacks the most common eligibility errors that employers make while administering the FMLA – and why correctly determining eligibility is such a crucial first step.

Top takeaways

• Once an employer is covered for one year, they’re covered for two years. Check your math: Did you have at least 50 employees on your payroll for at least 20 weeks this year or last year? [04:03]
• The only employees you don’t count are expats and independent contractors. You do need to count temps. [05:20]
• Remember there are different standards for covered employers and covered employees. You may have no covered employees, but as an employer you may still have obligations. [06:34]
• You don’t have to count leaves of absence in your hours worked, apart from instances of military leave. However, be careful to count hours worked by temp workers. [10:05]

Featured speakers

• Ellen McCann, Assistant Vice President, Leave Solutions — Unum Group