What should employers take away from the latest federal COVID-19 plan? – Part 1

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What should employers take away from the latest federal COVID-19 plan? – Part 1

第一部分: 雇主從最新的聯邦 COVID-19計劃中獲得什麼?





U.S. organizations have joined the momentum to reopen physical workspaces after more than two years of the COVID-19 pandemic. Earlier in March, the Federal administration laid out a plan titled the National COVID-19 Preparedness Plan that, in part, sought to clarify the government's approach to supporting those efforts. In the following weeks, we will cover the main topics of this plan. Check out part 1. 經歷了兩年多新冠肺炎疫情之後,美國政府準備讓各大小機構重返實體工作空間的趨勢。三月初,聯邦政府制定了一項名為"國家 COVID-19 準備計劃",該計劃列出政府支持下的成果。在接下來的幾週裡,我們將介紹此計劃的主要事項。請查看第一部分。

Paid leave 帶薪病假

The plan contains only one sentence on a topic that has been at the forefront of the conversation on how HR can support employees during the pandemic. 這個計劃僅包含一個重點, 就是人力資源部門如何在新冠肺炎疫情期間為員工提供支援。

Last year, the Centers for Disease Control and Prevention recommended employers offer paid sick leave for employees to recover from the side effects of receiving a COVID-19 vaccine, an addendum to its prior guidance encouraging employers to offer "flexible, non-punitive paid sick leave" to sick workers. 去年,美國疾病管制與預防中心建議雇主為員工提供帶薪病假,讓員工從接種COVID-19新冠疫苗後的副作用影響中復原過來。如先前所指,鼓勵雇主為患病的員工提供"靈活及非懲罰性的帶薪病假"。

Employers are likely to fall into one of two broad categories on this issue. The first consists of employers that have continued to offer paid sick leave, not only to respond to COVID-19 but also to attract talent in a candidate-friendly market. These employers are not likely to be impacted by future spending on sick leave mandates because their benefits might go beyond what federal legislation would require. 在這計劃中,雇主可能屬於下列兩大類之一。第一,雇主繼續提供帶薪病假,不僅是為了應對新冠肺炎疫情,與此同時,希望能從同業競爭市場中吸引人才。因此,這些雇主將不受未來病假的影響,因為他們的福利可能已超越聯邦立法的要求。

Other employers, some of whom are struggling, may decide to do the bare minimum to meet requirements even if tax credits are reinstated. 但某些雇主正在掙扎,因為即使恢復稅收抵免,他們也可能會用最低限度的方法以滿足法律要求。

An update from OSHA? OSHA的更新?

After the U.S. Supreme Court struck down the Occupational Safety and Health Administration's emergency temporary standard requiring employers to mandate COVID-19 vaccination, legal observers immediately began to speculate what alternative routes OSHA might take to require the vaccine. 美國最高法院否決了職業安全衛生署對雇主的強制要求接種 COVID-19 新冠疫苗的規定後,法律團體立即開始揣測OSHA將會採用那種途徑來要求接種疫苗。

The Department of Labor's Occupational Safety and Health Administration (OSHA) will update workplace guidance to better equip employers with the tools they need to ensure safe workplaces, including guidance on how employers can continue to support increased vaccination and boosting of their employees; support workers such as people who are immunocompromised who choose to wear high-quality masks; limit workplace-based infections, and enhance ventilation. 勞工部的職業安全衛生署 (OSHA) 將更新工作場所指南,確保雇主能提供工作場所安全所需的工具,包括雇主如何繼續支持員工接種疫苗和接種加強針的指南;支持免疫功能低的工作人員選擇佩戴高質量口罩; 限制工作場範圍以降低感染率並加強通風系統。

Other factors, such as whether a new standard would be more tailored to specific, high-risk workplaces and whether OSHA issues new regs through a standard notice-and-comment process, also may come into play. 其他因素,例如新標準是否會更適合特定的高風險工作場所,以及OSHA發佈的新法規有否通過標準的通知和評論流程等,也可能發揮其作用。

Aside from vaccination, the federal administration said it would publish a Clean Air in Buildings Checklist that organizations can use to improve ventilation and air filtration, which the Environmental Protection Agency touched upon in a "Clean Air in Buildings Challenge" document published this month. 除了疫苗接種外,聯邦政府還表示將發布一份建築物內清新空氣的清單, 以便改善通風系統和空氣過濾, 本月美國國家環境保護局也發布了一份"挑戰建築物內的清新空氣" 文件中也提到了這一點。

Ventilation could be key to ensuring business continuity during both future COVID-19 variant outbreaks as well as future pandemics. Such measures also may help mitigate other respiratory diseases in the workplace, such as influenza. 為確保未來COVID-19新冠肺炎疫情變種爆發或未來的大流感, 通風系統可算是確保工作場所業務運作正常的關鍵。這些措施還可能有助減輕工作場所內, 其他其他工作人員的呼吸道疾病,如流感。


Source 文章來源: https://www.hrdive.com/


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EPIA inc. is a private Insurance Agency with no ties with legal entities. The information contained in this article is based on information provided by the hrdive.com Official Website. Consumer questions on how to proceed with the new guidelines must consult official governmental sources or labor and employment attorneys.

EPIA Inc. 是一家私人保險機構,與實體法律無關。本文中包含的信息基於 hrdive.com 官方網站提供的資訊。消費者如有問題關於新的指南,請務必查閱政府官方消息來源或諮詢專業勞工律師。

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