It shouldn’t surprise you that the road to recovery and the 2021/2022 compliance roadmap intersect.
And again, no surprises here, there’s going to be some juggling involved.
As employers work to chart their road to recovery and find themselves addressing previously un-encountered issues, they must also navigate a series of evolving regulations. Strategic planning and employee engagement and communication will continue to be critical as employers steer their organizations through the new post-pandemic landscape.
Among the new and developing areas employers must plan for are:
The EEOC recently updated their technical guidance related to vaccines and returning to work and employers should check out this guidance for useful information related to this issue. While employers may be able to require vaccinations to return to the office, accommodations likely would be required in certain instances. Employers should protect themselves, and their workers, by reviewing the guidance.
My friend and colleague Ben Conley (Partner, at Seyfarth Shaw) will be speaking about this on an upcoming webinar hosted by Businessolver. I encourage everyone to check this out and ensure you are ready for these new rules. For links to the Transparency Rule, and the No Surprises Act.
In addition to the above, there have been a lot of changes made over the last year as a result of COVID that will continue to impact us into 2022. Among the key areas of employee benefits that saw changes were the following:
There has been a lot of change, to say the least. Employers have had to develop new communication tools, new benefits, and new procedures to support their employees during this tumultuous time.
For more insights on how to support, engage, and innovate in 2022, check out the Annual Enrollment 2022, Benefits for a Recovering Workforce Webinar for more insights.