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COVID-19 HR Quick Guide for Small Businesses

by Flex HR Flex HR No Comments

COVID-19 HR Quick Guide for Small Businesses*

Coronavirus HR Business GuidelinesFMLA for small Businesses
(under 500 Employees)

There are several basic different benefits under the provision of the Family First Coronavirus Response Act (FFCRA or Act). Flex HR of Atlanta provides the Covid-19 HR Quick Guide for small businesses. These guidelines give small business owners clarity and confidence to proceed with handling their employees during the Covid-19 pandemic. Maintaining compliance and keeping within the parameter of regulations is imperative for all companies to adhere to during this confusing time. If you have any further questions after to the following guidelines, please contact Flex HR directly:

General Guidelines:

  • Employers will receive 100% reimbursement for paid leave pursuant to the Act.
  • Employers will get paid for via Payroll tax credits.
  • Businesses under 50 employees can request an exemption to provide the leave under this Act where the viability of the business is threatened.
  • Items in this Act will most likely apply from a date in January that will be defined in the April 2nd completing of the rules.
  • If a business developed a paid leave plan for COVID-19 in the past month, that policy must be exercised prior to using this Act’s provisions (unless overwritten in final instructions).

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Example for Coronavirus Workplace Operating Memo Provided By Human Resources

by Flex HR Flex HR No Comments

Example for Coronavirus Workplace Operating Memo Provided By Human Resources

The Coronavirus COVID-19 impact on business in atlanta HR Human ResourcesThe Coronavirus Disease, or COVID-19 is taking over every headline in America and businesses all over the nation are turning to HR for what steps to take next. While numerous companies have the capabilities for their employees to work from home, there are still many that do not. With the urge to practice social distancing it’s tough for employees to comprehend that they still may be required to report to the office. If your organization is one where its necessary for individuals to be physically present at work, then see below for an example of how social distancing by working in shifts is a temporary solution and how to write this memo to your staff.

The following is an example of an employee communications document regarding the coronavirus’ impact on workplace scheduling and attendance.

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