There’s Snow Way This Doesn’t Blow Your Mind
By Jennifer Outcelt, Creative Content Architect
It seems obvious that any Alaskan resident would be highly familiar with the fluffy, cold, and magical substance known as “snow”. It surrounds us for approximately 42 months out of the year (or at least that’s how it feels) and is literally everywhere; on our cars, in our yards, on our hiking trails, and sometimes in our homes if we have young kids. But the last time you looked up at the cloudy sky to watch the tiny flakes fall down, did you wonder, “how the heck does snow even happen?”
Sure, you might have learned in 4th grade about the water cycle and maybe about snow more specifically. But could you win Jeopardy! with a question about snow? I know there is “snow” way I could. And neither could my mom when I asked her about snow formation the other day while driving. We were both stumped and a bit ashamed of our knowledge gap. I didn’t want to google it because I was pretty sure it would knock a few experience points off my Alaskan resident card. However, vanity be dammed, I googled it anyway. I had to know the what, when, where, how, why of snow.
I found a very informative, yet concise, website explaining how snow becomes snow and it definitely blew my mind. The world is amazing, and I have a new appreciation for my Alaskan winter landscape. Enjoy this read and I hope the magic of snow blows your mind the next time you’re snow blowing your driveway.
https://sciencing.com/barometric-pressure-snowstorms-23207.html
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The RISQ RECAP – January 3rd, 2022
January 3 – 7, 2022
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
2022 Set to be “Hangover” Year From 2021’s Cyber Epidemic
“Much of the cyber turmoil that plagued the world in 2021 will continue into 2022, with individuals remaining the top source of risk in an irrevocably online society, according to Experian’s annual Data Breach Industry Forecast for 2022. ‘In a sense, 2022 will be a sort of hangover from 2021’s cyberdemic,’ commented breach resolution firm in its report. ‘Since so much of our lives now take place online, the digitization of society means that our infrastructure, institutions and personal lives are more exposed than ever to malicious actors. Big institutions remain vulnerable, despite spending millions on security, and cybercriminals have plenty of opportunities to exploit weak technologies.’ ” Full Article
– Zywave
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
To Deduct or Not to Deduct: Washington Cares Act Dilemma Requires Employers to Make a Choice This January “It makes sense to collect the premium given that the Act is currently the law and it requires employers to deduct premiums beginning on January 1, 2022. If the legislature changes the law, employers will likely need to refund those premiums quickly or risk a wrongful wage withholding claim. All signs seem to point to a change in the law, or even repeal, and the lack of civil penalties may make the risk of not following the current law more attractive.” Full Article – Fisher Phillips
IRS Announces PCORI Fee Amounts for the 2022 Reporting Period “The original PCORI fee assessments under the ACA were scheduled to end after September 30, 2019, but Congress extended these fees for another ten years, until at least September 30, 2029. The updated PCORI fee is now $2.79 per covered life for all plan years ending on or after October 1, 2021, and before October 1, 2022, up from $2.66 for the prior period.” Full Article – Jackson Lewis P.C.
No Surprises Act Implementation: What to Expect in 2022 “Monitoring of the law’s impact, as well as compliance, will be accomplished in various ways. Data reporting by IDR entities will provide some information. Annual health plan audits conducted by federal agencies can also yield information about prices charged and paid for surprise bills. State systems may also yield important data as to how the law is working. To a large extent, oversight and enforcement will rely on complaints.” Full Article – Henry J. Kaiser Family Foundation
Premium Increase Upon Retirement Was a COBRA Qualifying Event “The appellate court agreed that the employee’s placement on unpaid leave was not a qualifying event, explaining that there was a reduction of hours … but not a corresponding loss of health coverage. Because the retirement (a termination of employment for COBRA purposes) resulted in a higher premium for the same health coverage (because it was now considered retiree coverage, the employee experienced a loss of coverage, resulting in a COBRA qualifying event.” Full Article – Thomson Reuters / EBIA
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
This section will be updated as measures are released.
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EPLI Claims on the Rise
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
As COVID-19 vaccination rates increase and transmission rates of the virus decrease, employment practices liability insurance (EPLI) claims involving retaliation are expected to continue to increase as employees return to the workplace. Data from the Equal Employment Opportunity Commission (EEOC) shows that EPLI claims alleging retaliation have increased every year since 2003, with 37,632 workplace retaliation claims filed in 2020. The claims are typically filed in conjunction with discrimination or wrongful termination allegations.
The EEOC anticipates a rise in whistleblower claims from employees bringing forward concerns about health and safety in the workplace. Such claims may include employees concerned about exposure to COVID-19 due to unsafe working conditions or situations where employees allege they were wrongfully denied a request for leave or workplace accommodation.
The cost to defend and settle retaliation lawsuits has increased considerably in recent years, and the EEOC doesn’t anticipate that trend slowing down. With more workers bringing forth COVID-19-related legal actions, businesses are eager to purchase EPLI policies. However, the shift in the market has resulted in higher policy retentions, premium increases and new exclusions specific to COVID-19 exposures, and EPL insurers have started scaling back coverage.
Businesses can be proactive in mitigating EPL claims by:
- Distributing an employee handbook—The handbook should contain the company’s equal employment opportunity policy and provide employees with steps for reporting discrimination or harassment.
- Developing a code of ethics policy—Avoid ethical violations by developing and implementing a code of ethics and sharing it with all employees. This can help reduce an employer’s exposure to punitive damages.
- Instituting handbook auditing procedures—Keep the handbook up to date on the latest law changes by having an audit procedure in place.
As employees return to the office, employers should review their EPL coverage and take proper precautions to avoid EPL claims. For more information on EPLI, contact us today.
Remote Employees More Isolated Than Ever
As the world enters the third year of the COVID-19 pandemic, remote employees feel more isolated than ever. According to a survey from One Poll and Volley, 7 out of 10 employees who work from home report feeling increasingly isolated after more than a year out of the office. Two-thirds of respondents also report feeling disconnected from their teams, with a similar percentage reporting they work directly with someone they could not pick out of a lineup.
Loneliness can result in poor mental health outcomes, such as depression or anxiety. Employers should be concerned that isolation can lead to increased stress levels and poor decision-making, both of which can hurt business. However, it can be difficult to detect symptoms of isolation.
To better thrive in remote work situations, employers should encourage employees to:
- Reach out to coworkers. Utilizing video and audio calls throughout the week to communicate and brainstorm with coworkers can increase feelings of collaboration and inclusion. It can also help teams communicate more effectively and avoid misunderstandings.
- Work outside the house once a week. As more COVID-19 vaccinations are administered and restrictions are lifted, it can be helpful to work outside the home at least one day per week. A library, café or co-working space can help fight feelings of isolation.
- Go outside for lunch. Taking a break and enjoying a nice walk during lunch can help bring fresh energy back to work. Making time for movement outside or inside can help boost endorphins.
- Make plans for after work. Schedule time with friends and family after work to feel less lonely. Having plans can also ensure employees don’t overwork or get burnt out.
Employers should be proactive in reducing feelings of loneliness and isolation in remote workers to improve morale and business outcomes. For more information, contact us today.
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