unum

Jest zima, zbliżają się wyjazdy narciarskie, a to niesie za sobą pewne ryzyka. Dlatego też w porę warto pomyśleć o ubezpieczeniu. Ubezpieczeniu, które nie tylko zapewni nam finansowanie w razie problemu na stoku, opłaci nierzadko drogie akcje ratunkowe w górach, sfinansuje pomoc w szpitalu czy transport do domu. Ubezpieczeniu, które w razie uszkodzeń ciała pozwoli nie być zależnym od finansowania nfzetowego, pozwoli na mam wybrać w jaki sposób i jak szybko chcemy się leczyć. 

 Zaprosiłem do rozmowy agenta ubezpieczeniowego, z którego usług korzystam od lat i muszę przyznać, że kilka razy już skorzystałem z dobrodziejstwa bycia ubezpieczonym.

Articles featured on pages 8, 10, 11 and 12 of The Carlow Nationalist on November 2nd 2021.

In this episode we talk about the cost of living in Portland Maine. We did research and found where Maine ranks in the national average for rent, healthcare, food, utilities, transportation, salary, and real estate. We want to answer all of your questions about how expensive Portland Maine is compared to the rest of the country and Maine as a whole. If you have anything to add or want to learn more drop a comment down below! If you Make Maine Your Home, you don’t have to do it alone!

View the blog post on my website...  

 https://www.makemaineyourhome.com/How EXPENSIVE is Portland Maine /

To checkout listings all over southern Maine visit: https://www.makemaineyourhome.realest...​

You can listen to the audio podcast on any podcast app.  Just search for Make Maine Your Home. Be sure to subscribe, like, share and tell your friends.  

To contact Doug you can call or text to 207-838-5593, email to doug@makemaineyourhome.com or check out http://www.MakeMaineYourHome.com​.

#mainepodcast​ #mainevideopodcast​ #realestate​ #liveinmaine​ #maine​ #lovemaine​ #portlandmaine​ #southportlandmaine​ #capeelizabeth​ #mainevideo​ #buyahome​ #sellahome​ #homesforsale​ #homevalue​ #homeprices​ #whatsmyhouseworth​ #mainecoast​ #gorhammaine​ #sacomaine​ #movetomaine​ #maineincome​ #newengland​ #realestateagent​ #costofliving​ #foodexpenses​ #mainecostofliving​ #movingtomainewhattoexpect​ #livinginmaine​ #movetomaine​ #mainerealestate​ #costoflivinginmaine​ #movingtomainecost​ #livingincoastalmaine​ #livinginmaineusa​ #movingtomainewhattoexpect​ #unum​ #idexx​ #mainehealth​ #mainemedicalcenter​ #mercy​ #tylertechnologies

Articles featured on pages 2, 3 and 5 of The Carlow Nationalist on November 24th 2020

In this Episode, Lauren McNair and Paige Petersen discuss how to use the Instagram Algorithm to your advantage when creating eye-catching posts. 

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. 

Key takeaways:

• Prior to the pandemic, many states and jurisdictions had existing employer-mandated paid leave laws. (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 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)

Daris Freeman
Assistant Vice President, Legal Counsel, Unum's Employment Law Group 

As Assistant Vice President, Legal Counsel for Unum, Daris’s primary responsibility is to support Unum’s Absence Management Center which administers FMLA, paid leave, ADA and over 200 complementary state laws. Daris partners with the operation and their clients to develop compliant solutions for their unique absence management challenges. 

 Ellen McCann
Assistant Vice President, Legal Counsel, Unum's Employment Law Group 

Ellen McCann is an acclaimed national speaker on leave management issues, including the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA). She is also a certified trainer for the Society for Human Resources Management (SHRM) and continuing education (CE) credit. 

More resources:
Ep. 16: Best practices in COVID-19 return-to-work planning
Melissa K. Peters, Special Counsel at Littler Mendelson, shares key insights from Littler’s COVID-19 Return-to-Work Survey of 1,000 U.S. employers with best practices and key strategies to help employers build and implement a return-to-work plan.

Read now

Webinar: Leave management in a post-pandemic world
As employers update or expand their leave benefits for the new future formed by the coronavirus pandemic, what key best practices should they keep in mind?

Watch now

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. 

Key takeaways

• 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. [1:23]
• 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. [2:52]
  • 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. [7:30]
  • DOL’s expansive definition of healthcare provider and leave entitlement exemptions. [9:44]
  • 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]

Jeff Nowak, Shareholder, Littler Mendelson 

Jeff Nowak is a shareholder for Littler Mendelson, P.C., the world’s largest employment practice representing employers. He is a recognized leader on FMLA and ADA issues, helping employers develop comprehensive strategies to achieve compliance with employee leave and accommodation issues.

 Ellen McCann
Assistant Vice President, Legal Counsel at Unum’s Employment Law Group 

Ellen McCann is an acclaimed national speaker on leave management issues including FMLA and ADA. 

More resources: 

Ep. 12: Practical advice for return-to-work safety
Listen now

Webinar: A roadmap for navigating COVID-19 leave laws
Watch now

Ep. 16: Best practices in COVID-19 return-to-work planning.  Ep 16 link: https://www.unum.com/employers/resources/hr-trends/episode-16-return-to-work-best-practices

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. 

Top takeaways

• Have you listened to Part 1 yet? Listen here.
• Before the coronavirus pandemic, there were many concerning indicators around mental health globally. [02:21]
• 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. [04:06]
• 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,”  [06:56]
• Role modeling can be a powerful way to educate about mental health. [12:21]
• 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. [13:22]

 Resources:

• 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.” 
• Course:Cultivating Resilience Through Crisis, free and on demand during May 2020
• 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
Dr. Kristen Lee
Behavioral science professor, clinician and author

Dr. Kristen Lee, Ed.D., LICSW, known as “Dr. Kris,” is an award-winning behavioral science professor, clinician and author. As the Lead Faculty for Behavioral Science at Northeastern University, Dr. Kris’s clinical, research and teaching interests include individual and organizational well-being and resilience. She is the author of RESET: Make the Most of Your Stress, winner of the Next Generation Indie Book Awards Motivational Book of 2015, and Mentalligence: A New Psychology of Thinking: Learn What it Takes to Be More Agile, Mindful and Connected in Today's World. She is the host of Mentalligence Radio and her Ted talk, The Risk You Must Take,has over 309,000 views.

More resources:
Ep. 13: Mental well-being in the age of COVID-19, Part 1
Listen now. 

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. 

Key takeaways

• 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), counselling, apps that can support traditional care, and behavioral health teleservices. [14:52]

Resources: 

• 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.” 
• Course: Cultivating Resilience Through Crisis, free and on demand during May 2020
• Report[A1] (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
• On May 26, tune in to Part 2 of this episode: Organizational approaches to mental well-being.

 Dr. Kristen Lee
Behavioral science professor, clinician and author

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

More resources:
Report: Mental Health in the Workplace, May 2020 Update 

Ep. 9: Improving financial wellness during COVID-19
Listen now

Get in touch:
hrtrends@unum.com
(207) 200-6685

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.

Key takeaways

• 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. 

 Jeff Nowak, Shareholder, Littler Mendelson 

Jeff Nowak is a shareholder for Littler Mendelson, P.C., the world’s largest employment practice representing employers. He is a recognized leader on FMLA and ADA issues, helping employers develop comprehensive strategies to achieve compliance with employee leave and accommodation issues. He is also the author of the highly regarded FMLA Insights blog, which has earned him entry into the ABA Journal’s Blogger Hall of Fame. Nowak is a highly sought-after speaker on FMLA/ADA issues, most notably serving on the faculty of the National Employment Law Institute (NELI) and a frequent speaker for the Disability Management Employer Coalition (DMEC).

 More resources: 

Ep. 11: State and municipal legal considerations for COVID-19 return-to-work
Listen now

Ep. 10: The ADA, COVID-19 and return-to-work planning
Listen now

Get in touch:
hrtrends@unum.com
(207) 200-6685

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. 

Key takeaways

• 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]

Daris Freeman
Assistant Vice President, Legal Counsel, Unum 

As Assistant Vice President, Legal Counsel for Unum, Ms. Freeman’s primary responsibility is to support Unum’s Absence Management Center, which administers FMLA, paid leave, ADA and over 200 complementary state laws. Ms. Freeman partners with the operation and their clients to develop compliant solutions for their unique absence management challenges. Most recently, Ms. Freeman’s time has been dedicated to the paid leave landscape, implementing solutions for customers and working with state agencies on development of their programs.

 More resources:
State Leave Laws Updates
Read more

Ep. 8: How does COVID-19 impact the ADA?
Listen now

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. 

Key takeaways

• As recently as April 23, the 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]

Ellen McCann
Assistant Vice President, Legal Counsel at Unum’s Employment Law Group

Tamika Newson
Assistant Vice President and Legal Counsel, Unum's Employment Law Group

 
More resources: 

EEOC Guidelines

Check out the latest FAQs from the EEOC.
Read more

 Ep. 8: How does COVID-19 impact the ADA?
Listen now

Get in touch:
hrtrends@unum.com
(207) 200-6685

Investment expert Carl Gagnon discusses how HR teams can discuss financial wellbeing 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 a calm perspective and decades of expertise. He reminds us of the big picture vision and explains how employers can talk to employees about the resources available to them, such as a 401K provider or their own benefits portal. 

Key takeaways

• 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]

Carl Gagnon
AVP Financial Wellbeing & Retirement Programs, Unum

Carl Gagnon is responsible for the day-to-day operations, regulatory oversight and compliance of the Unum global financial well-being and retirement programs which include their Defined Benefit, Defined Contribution and Non-Qualified retirement plans and various flex benefit programs within its international operations. Unum employs approximately 11,000 employees worldwide with key U.S. locations in Chattanooga, TN; Columbia, SC; Portland, ME and Worcester, MA. Globally, Unum has operations in England, Ireland and Poland. Carl is also involved with developing, implementing and aligning these global retirement program designs with the overall business objectives of Unum and serves as a key partner in the implementation of the strategy, design and investment structure for these financial benefit programs. Carl has 25 years’ experience in various HR and Benefit positions, including benefit strategy, managing corporate benefit programs as well as implementing administrative systems to manage these plans. Prior to joining Unum in 2005, Carl worked in similar roles with Apogent Technologies, Thermo Fisher Scientific and in the Taft Hartley benefit field. He holds a CEBS certification, is a Fellow in the American College of Healthcare Administrators and is a member of Society for Human Resources Management and the International Foundation of Employee Benefit Plans.

More resources:
Making Remote Work
Navigating well-being and productivity during a global pandemic. Download. 

Get in touch:
hrtrends@unum.com
(207) 200-6685 

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. 

Key takeaways

• 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

Tamika Newson
Assistant Vice President and Legal Counsel, Unum's Law Group

Tamika Newson joined Unum after 22 years of employment law counseling and litigation as a Partner in several large law firms. Prior to joining Unum, she litigated employment matters nationwide. Tamika advises Human Resources on all employment-related legal issues, with particular emphasis on FMLA, ADA, leaves of absence, wage/hour compliance, military leaves, restrictive covenants and employee-relations issues. She also provides daily legal support to Unum's Leave Management Center and its ADA Services Center. Tamika received her BA from DePauw University and her JD from Hamline University School of Law (now Mitchell Hamline). She is a certified trainer for CE credit and is a frequent national speaker on FMLA and ADA. She has been selected as a “Best Lawyer in America” in the area of employment law every year from 2013 to 2019.    

More resources: 

EEOC Guidelines 

Check out the latest FAQs from the EEOC. Read more.

ADA Handbook 

Read Unum’s popular guidebook to the ADA

Get in touch:
hrtrends@unum.com
(207) 200-6685

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 also cover resources organizations can tap into to support their workforce and how leadership can communicate in humanizing ways.

Key takeaways

• 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] 

Laurie Mitchell
AVP, Global Wellbeing & Health Management at Unum

 Laurie Mitchell took a slightly nontraditional career path for a registered dietitian nutritionist and has been leading comprehensive employer-sponsored population health and well-being strategy for more than 22 years. Her work focuses on actively engaging employees in their well-being through a mix of innovative programs, benefits, policies and health-forward environmental approaches. Before joining Unum, she held similar positions at MaineHealth, an integrated health care delivery system in Maine; Public Service Enterprise Group, an energy company in New Jersey; and Beth Israel Medical Center in New York City. She also had a private nutrition practice in NYC.

 
Resources:
Unum Mental Health Report [A1]
Help your employees navigate the coronavirus quarantine

Get in touch:
hrtrends@unum.com
(207) 200-6685

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 fewer than 500 employees and public agencies.

Key takeaways

• The measurement period for determining number of employees is as of the date the employee is going to be using the paid sick leave. [02:40]
• An employee is entitled to leave equivalent 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, in two key categories. [04:57]
• For an employee to access Emergency Paid Sick Leave, they need to be either subject to a quarantine order (including a shelter in place order if it prevents them from working) or advised by 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 their child 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 Families First Coronavirus Response Act — check their FAQ page. 

Ellen McCann
Assistant Vice President, Legal Counsel at Unum’s Employment Law Group 

Ellen McCann is an acclaimed national speaker on leave management issues including FMLA and ADA. She is also a certified trainer for SHRM and CE credit. As Assistant Vice President, Legal Counsel for Unum’s Employment Law Group, Ellen advises Human Resources on all employment-related legal issues. She also provides legal support to Unum’s Absence Management Center, which provides leave administration services to its customers. Presently, Unum’s leave administration product includes administration of close to 200 state leave laws in addition to FMLA and covers over 2.2 million lives. 

Resources: 

Families First Coronavirus Response Act (Apr. 8, 2020)[A1] 

The impact of COVID-19 is expanding nationwide and significantly affecting the workplace. Watch this webinar to learn more. 

Get in touch:
hrtrends@unum.com
(207) 200-6685

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. 

Key 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. 

 Laura Kilmartin
AVP, Government Affairs, Unum 

Laura is an insurance professional and attorney with a specific focus on government affairs and regulatory compliance. As Assistant Vice President of the Government Affairs organization at Unum, Laura focuses on state legislation and paid family leave. Since joining Unum in 2000, Laura established claims policies and practices for the benefits organization to ensure compliance with legislative and regulatory requirements and support new IT, product and leave initiatives. She also managed the Benefits Quality Assurance programs for all Unum’s insurance products and leave services.  

Get in touch:
hrtrends@unum.com
(207) 200-6685

Ellen McCann walks through the latest guidance from the Department of Labor on the Families First Coronavirus Response Act (FFCRA). Followinglast week’s episode, [MC1] which set the groundwork for the law, today we discuss new details such as how to count your number of employees and how the law applies if your business is closed or your employees are being furloughed. 

Top takeaways:

• How do you know if you have 500 employees? The employer threshold count is measured as of the date the employee uses the leave. It includes anyone on the payroll (U.S. only) and temporary employees. [03:50]
• Furloughed employees are not eligible for Emergency FMLA or Emergency Paid Sick Leave, as they are no longer working. If your business is closed, employees are also not entitled to the leave. [05:48]
• Traditional FMLA laws continue to apply unless they are specifically called out as having been changed by this law. [07:48]
• You can combine this new leave entitlement with PTO and corporate leave, but there are conditions. [11:48] Listen to Part 1 here and check the DOL’s website and their FAQ page for full guidance. 

This program is not intended to constitute legal advice and is for general educational purposes only. If you need legal advice on a particular situation, please contact your own attorney. 

Get in touch:
hrtrends@unum.com
(207) 200-6685

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.

About the Speaker:
Ellen McCann
Assistant Vice President, Legal Counsel, Unum’s Employment Law Group

Ellen McCann is an acclaimed, national speaker on leave management issues including FMLA and ADA. She is also a certified trainer for SHRM and CE credit. As Assistant Vice President, Legal Counsel for Unum’s Employment Law Group, Ellen advises Human Resources on all employment-related legal issues. She also provides daily legal support to Unum’s Absence Management Center, which provides leave administration services to its customers. Presently, Unum’s leave administration product includes administration of over 200 state leave laws in addition to FMLA and covers over 2.2 million lives. 

Resources:
Download our FMLA Handbook here.
What state laws apply to your business? Get the facts.

Get in touch:
hrtrends@unum.com
(207) 200-6685