Supply Chains, Inflation, and What This Means For You
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.
The pandemic continues to disrupt supply chains. Amid rising inflation, you may be noticing higher prices when it comes to purchasing everyday items, dining at restaurants and fueling up at the gas pump. This inflation began to soar in early 2021 and continues to be the highest it’s been in more than three decades. Undoubtedly, drastic consumer pricing changes may fuel financial anxiety.
Supply chains and inflation are intertwined, but it remains to be seen how consumer pricing will continue to be impacted in 2022 and beyond. This article explores today’s supply chain issues, consumer pricing and your budget.
Supply Chain Issues
Supply chain problems were apparent at the beginning of the pandemic as many store shelves were empty of essential items like toilet paper. Nearly two years later, you may still be struggling to find specific items or, if you find them, may need to pay more than usual. The pandemic has disrupted most aspects of the global supply chain, making it challenging for companies to manufacture, transport and distribute their goods. For example, e-commerce mixed with consumer demands has surpassed the market’s capacity to produce or ship orders. Retailers and other businesses are also having difficulty finding enough employees.
The pandemic has made supply and demand volatile, shifting faster than supply chains can adjust. It’s unknown when shortages and delays will end, but they’re likely to continue to some extent this year—and maybe longer.
Inflation and Consumer Pricing
Inflation is a normal occurrence in which prices of goods and services go up, and your purchasing power of money goes down. Your dollar won’t buy as much today as it did five or 10 years ago. Inflation is a key reason why many choose to invest a proportion of their money instead of keeping it as cash; cash loses its value every year due to inflation.
The Consumer Price Index rose to 7% in December 2021, the highest since the early 1980s. The debate on this topic focuses on whether current rising costs are temporary or permanent. Some industry experts believe soaring costs are temporary due to messy supply chains. On the other hand, some experts believe inflation is here to stay amid a tight labor market and supply constraints. As experts—and even officials within the Federal Reserve—are on both sides of the debate, only time will tell if hiked inflation is here to stay.
What You Can Do
To deal with this uncertainty, it’s best to focus on what you can control. The cost of necessary goods will likely continue to rise, so this could mean fitting larger grocery bills and transportation costs into a budget.
Inflated consumer goods and services are a reality today, so it’s critical to have a financial game plan. Your budget will likely have to change as you plan for everyday and large purchases.
Regardless of your situation—it can be helpful to discuss your financial and investment goals with a financial advisor. If you have additional questions or need resources for financial assistance, speak to your employer.
- Published in Blog
2022 Employee Benefits Market Outlook
By Ashley Snodgrass, Employee Benefits Analyst
It is not too late for you to set goals for your company for 2022, specifically surrounding employee retention strategies, which are needed now more than ever. Each year, RISQ Consulting clients have access to the Employee Benefits Market Outlook. We encourage you to incorporate some trends and insights from the experts.
Download the full 2022 Employee Benefits Market Outlook here. Below are some highlights of what to expect and focus on in 2022:
- Renewed Focus On Employees – “Should their current employers fail to provide sufficient value in terms of salary, benefits, and upward mobility, workers are more willing and able than ever to find employers who will.”
- Expectations – “Employees have higher expectations and greater leverage than ever.”
- Spending Balance – “Health care costs are set to rise considerably as a greater number of patients seek services that were deferred during the pandemic. This leaves employers in a position of needing to rein in spending while still providing competitive benefit offerings to attract and retain top talent.”
- Focus Behavior Health – “The pandemic also shed light on workplace issues that have been unaddressed for years, particularly concerning behavioral health. Approximately 4 in 10 U.S. adults have reported feelings of anxiety or symptoms of depression during the pandemic, according to the Kaiser Family Foundation. These issues should be top of mind for many employers as they witness firsthand how quickly personal health problems can bleed into the professional realm.”
- Are You Considering All Your Options – “In 2022, employers will need to be strategic about reining in health care costs. A long-standing mitigation method is increasing employees’ share of health plan costs. But, that might generate more problems for an employer; after all, many individuals are struggling financially and are prepared to leave their jobs for those with better benefits offerings. With that in mind, employers will need to tread lightly when addressing rising health care costs. One strategy for cutting costs is adopting an alternative health plan model.”
- Rising Pharmacy Costs – “The best method for reducing prescription drug costs without cost-shifting is through employee education.”
- Employee Education is Key – “The education employers invest in now will be repaid later through healthier employees and reduced health expenses.”
- Holistic Benefits – “As more employers realize issues like depression, anxiety, financial uncertainty, caregiving stressors and substance addiction—all rampant during the pandemic—can greatly affect workplace performance and turnover rates, [voluntary benefits] have never been more important.”
- Published in Blog
Work From Home Subsidies
By Casey Kirkeby, Strategy Consultant
Attention Employers and Organizational Leaders-
What is the latest trending benefit that is helping attract and retain talent? I’m sure you are now aware that working from home is more popular now than at any time in recent history. Now ,depending on industry and rules within the workplace, it may make sense to offer a subsidy to help with an employee’s work from home set-up. This article outlines what work-from-home subsidies are and explains when it might make sense to offer them.
- Published in Blog
The RISQ RECAP – February 21st – February 25th, 2022
February 21st – February 25th, 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
Excessive Repetitive Movement: The Safety Issue That Affects Nearly All Employers
“After a six-month investigation of an Oklahoma pork processing plant, the U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) found that the employer subjected its workers to excessive repetitive movements and lifting, and failed to track injuries requiring more than simple first aid treatment. Repetitive movement and overexertion can result in serious and long-lasting medical problems, according to OSHA’s area director. Employers have a responsibility to identify potential work situations that expose an employee to repetition of motion and excessive strain, and implement modifications to prevent debilitating injuries. Employers must also track workplace injuries, looking for patterns and possible areas of concern.” Full Article
– Travelers
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
New Federal Contractor Minimum Wage Hike Heads to Court “On February 8, 2022, just days after the Department of Labor’s (“DOL”) Final Rule “Increasing the Minimum Wage for Federal Contractors,” implementing Executive Order (“EO”) 14026, went into effect, five states – Arizona, Idaho, Indiana, Nebraska and South Carolina – filed a lawsuit – in Arizona federal district court, seeking, among other things, a court order invalidating the federal contractor minimum wage Final Rule and EO 14026.” Full Article – Crowell & Moring
A Brief Status Report on COBRA “The normal difficulties that employers have adhering to the technical requirements of COBRA have been exacerbated during the past two years as COBRA rules were changed to recognize the complications accompanying the COVID-19 pandemic. This added complexity is particularly worrisome as an employer’s simple oversight in administering COBRA can result in ERISA penalties, an excise tax, unintended self- insurance of medical claims, and litigation, including class-action lawsuits.” Full Article – Jackson Lewis
Biden Task Force Aims to Increase Unionization Efforts with Pro-Union Report “The Biden administration’s task force on organized labor recently released a report outlining steps to promote unionization amongst private and public sector employees and to strengthen labor unions. The Task Force on Worker Organization was created by executive order in April to enact policies for federal agencies and contractors that encourage unionization and to model best practices for private and public sector employers. It is co-chaired by Vice President Kamala Harris and Secretary of Labor Marty Walsh.” Full Article – Barnes & Thornburg
New Nationwide Ban against the Enforcement of Mandatory Arbitration Agreements in Sexual Misconduct Cases “On February 10, 2021, the US Senate passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the Act), a bipartisan bill that invalidates and renders unenforceable predispute arbitration agreements in any case alleging sexual assault or sexual harassment. The US House of Representatives passed a version of the bill on February 7, 2021. US President Joe Biden is expected to sign the bill into law soon.” Full Article – McDermott Will & Emery
Female Video Game Developers Show Importance of Diversity “Recent news about Activision Blizzard’s workplace harassment has triggered broader conversations about female treatment in the video game industry. While Microsoft’s plan to acquire Activision Blizzard could lead to improvements, sexist gender stereotypes have long plagued the gaming industry. Part of the culture stems from the lack of female video game developers as well as a lack of representation at the executive levels of gaming companies. A report released by Activision showed that only 25% of its employees were women. At the executive levels, that number was significantly lower” Full Article – Carpenter Wellington
Impact of Recent OSHA and CDC Updates on Employers’ Mandatory Vaccination Policies “Now that OSHA has withdrawn its vaccine or test rule, many employers are considering the use of mandatory vaccination policies in their workplaces. Employers have met this development with varied responses – some employers have rescinded vaccination requirements that were compliant with the more stringent OSHA Emergency Temporary Standard (“ETS”) requirements, some have retained mandatory vaccination policies compliant with the now-withdrawn ETS, and still others have created mandatory vaccination policies without reference to the ETS.” Full Article – Mintz
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.
New York
New York State Employers Freed From Mask Mandate
“On February 10, 2022, New York State Governor Kathy Hochul lifted the statewide indoor mask-or-vaccine mandate that had been in effect since December 13, 2021. This mandate required that all persons entering a business’s premises wear a mask, unless all persons were vaccinated against COVID-19.” Full Article
– Phillips Lytle
California
California Reactivates COVID-19 Supplemental Paid Sick Leave
“The new legislation appears to be similar to the 2021 CSPSL, but also contains major differences regarding the characterization of the amount of hours allotted, regular rate calculations, and wage statement obligations.” Full Article
– Ford & Harrison
Illinois
First Deadline Approaching for New Illinois Equal Pay Act Requirements
“On January 25, 2022, the Illinois Department of Labor (“IDOL”) issued notices to 625 Illinois businesses to inform them that they have until May 25, 2022 to submit their Equal Pay Registration Certificate (“Certificate”) application as required under the amendments to the Illinois Equal Pay Act (“IEPA”).” Full Article
– Proskauer
Pennsylvania
Court Approves $4.2 Million Settlement in Suit for Unpaid Overtime
“A Pennsylvania federal judge approved a $4.2 million settlement between Pittsburgh-based grocery chain Giant Eagle and employees who were “team leaders” at its grocery stores and GetGo convenience stores in Ohio and Pennsylvania. Team leaders made allegations of misclassification and unpaid overtime in violation of the federal Fair Labor Standards Act and state wage laws.” Full Article
– Hall Benefits Law
Virginia
Virginia’s Republican Lawmakers Seek to Reverse State’s Overtime Wage Act
“During the November 2021 elections, Republicans regained a 52-48 majority in the Virginia House of Delegates and a Republican Governor, Glenn Youngkin, was elected. Now, although the Senate remains under control of the Democrats by a three-member margin, Republican law makers in both houses are seeking to undo the Virginia Overtime Wage Act.” Full Article
– Jackson Lewis
- Published in Blog
Officials Saw More Professional Cybercriminals and Infrastructure Attacks in 2021
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.
Ransomware attacks on critical infrastructure increased in 2021, hitting 14 of the 16 critical infrastructure sectors in the United States, according to a report from cybersecurity authorities in multiple countries.
Ransomware trends and recommendations were laid out in a Joint Cybersecurity Advisory, coauthored by cybersecurity agencies in the United States, United Kingdom and Australia. The report noted that evolving tactics and techniques of cybercriminals demonstrated their growing sophistication and their increased threat to organizations globally.
Officials cited attacks on critical sectors like the defense industrial base, emergency services, food and agriculture, government facilities and information technology.
Authorities recognized ransomware as the biggest cyberthreat facing the United States, with the education sector being one of the top targets. Other targeted sectors included businesses, charities, legal professionals, and public services in the local government and health sectors.
Cybersecurity authorities observed an increasingly professional field of ransomware actors in 2021.
Along with the increased use of ransomware-as-a-service (RaaS), threat actors employed independent services to negotiate payments, assist victims in making payments and arbitrate payment disputes with other cybercriminals. Criminal groups in Europe and Asia have also shared victim information with each other.
According to the report, authorities observed that “some ransomware threat actors offered their victims the services of a 24/7 help center to expedite ransom payment and restoration of encrypted systems or data.”
In the United States, ransomware actors shifted their focus from “big game” organizations to midsize victims halfway through 2021 after they suffered disruptions from cyber authorities. The switch was to reduce scrutiny, officials said.
Most commonly, cybercriminals continued to initiate ransomware attacks via phishing emails, stolen remote desktop protocols (RDP) credentials and exploited software vulnerabilities.
“These infection vectors likely remain popular because of the increased use of remote work and schooling starting in 2020 and continuing through 2021,” the report stated. “This increase expanded the remote attack surface and left network defenders struggling to keep pace with routine software patching.”
Cybercriminals increased their impact through a few methods—such as by targeting the cloud, managed service providers (MSPs) and software supply chain entities—and several groups have begun attacking industrial processes. More attacks against U.S. entities occurred on holidays and weekends.
Criminals also expanded methods to extort money from victims. They would threaten to release stolen information publicly, disrupt victims’ internet access, and/or inform the victims’ partners or shareholders of the incident.
Authorities had several recommendations to reduce the likelihood and impact of ransomware attacks. Organizations should keep all operating systems and software up to date; secure and monitor potentially risky services (e.g., RDP); implement user training programs and phishing exercises; require multifactor authentication (MFA); require strong and unique passwords; protect cloud storage by backing up to multiple locations; and encrypt cloud data.
For more cybersecurity guidance, contact RISQ Consulting today.
- Published in Blog
The RISQ RECAP – February 14th – February 18th, 2022
February 14th – February 18th, 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
10 Cyber Attacks in 2021 Cost $600M With 40,000 Businesses Put at Risk
“In just 10 cyber incidents last year, over $600 million in cash was stolen or taken as ransom, tens of millions of citizen records stolen, 40,000 businesses’ IT operations put at risk, one billion airline passenger details compromised and at least one bank was effectively shut down for over a week, according to Tokio Marine HCC International’s (TMHCCI) second annual Cyber Incidents Report. The vast majority of the incidents listed in this year’s top 10 involved large institutions where cyber security plays an integral role in operations, but this did not prevent their sophisticated defense systems from coming under attack, confirmed the report, titled “Top 10 Cyber Incidents 2021.” Full Article
– Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
Medical Plan Surcharge for COVID-19 Unvaccinated: Checklist for Plan Sponsors (PDF) “A medical plan surcharge for the COVID-19 unvaccinated is workable, but complex. To implement a surcharge for COVID-19 unvaccinated participants, plan sponsors need to take these steps.” Full Article – Fox Rothschild LLP
The 2021 Mental Health Parity Grades Are In: Everybody Failed “The DOL issued 156 letters to plan sponsors and insurance providers requesting information about comparative analysis for NQTLs, and the initial responses were all insufficient. [The report] contains helpful information for those sponsors who were not part of the initial investigation. The agencies characterized the responses as generic, unresponsive, and lacking in sufficient detail and supporting documentation.” Full Article – Jackson Lewis P.C.
You Have Questions, the Government Has Answers Regarding Group Health Plan Coverage of At-Home COVID-19 Tests “When providing coverage of at-home tests through a direct-to-consumer arrangement, group health plans must cover reasonable shipping costs and sales tax in a manner consistent with other items or products provided by the group health plan via mail order. The direct coverage arrangement does not have to cover every eligible test from every manufacturer.” Full Article – Miller Johnson
In COBRA Election Notice Dispute, Court Requires Employer to Provide Retroactive Coverage and Pay Penalties “The district court found that the employer’s failure to correct the participant’s COBRA eligibility date was arbitrary and capricious. The court reasoned that the employer’s decision to use January 1, 2014, as the end date for the participant’s active-employee coverage was inconsistent with: The COBRA election notice furnished to the participant [and the] employer’s decision to pay for his active-employee coverage through February 28.” Full Article – Thomson Reuters Practical Law
Illinois Employers: Are You Complying with the Consumer Coverage Disclosure Act? “The Illinois Consumer Coverage Disclosure Act (CCDA) requires that Illinois employers provide a disclosure to employees regarding how the employer’s group health plan compares with the essential health benefits under the Illinois benchmark plan. While Illinois takes the position that the law applies to employers with self- insured plans, a court may not necessarily agree if an employer was willing to challenge the law on ERISA preemption grounds.” Full Article – Groom Law Group
Washington Legislature Instructs Employers Not to Deduct WA Cares Act Premiums “Employers should immediately stop any WA Cares payroll deduction. Employers that collected any premium from employees with the first paychecks of 2022 under the then-existing version of the Act have 120 days to refund those premiums to employees in full. Employers should maintain copies of all exemption approval letters for those employees who purchased their own insurance and obtained approved exemptions. Be aware of new exemptions.” Full Article – Fisher Phillips
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.
New York
New York City and State Update COVID Quarantine and Isolation Guidance to Align with CDC’s Shortened Timeframes
“New York City updated its quarantine and isolation guidance to align with the CDC’s recent shortening of both (i) the recommended timeframe for isolation following a COVID-19 diagnosis for individuals regardless of vaccination status, and (ii) the recommended quarantine period following a COVID-19 exposure for vaccinated individuals. New York State has also updated its guidelines to reflect these changes.” Full Article
– Proskauer Rose
New Jersey
New NJ Law Requires Employers to Warn Employees About Tracking Devices in Vehicles
“Employers have placed tracking devices on vehicles used by their employees for good reason: to ensure that employees are where they are supposed to be during working time. However, based on a recently enacted law in New Jersey, private sector employers must warn employees before they utilize a tracking device in a vehicle used by an employee. The employer’s failure to disclose this information comes at a notable cost.” Full Article
– Stevens & Lee
Illinois
Illinois Employers See Equal Pay Certification Looming on the Horizon
“Last year, Illinois made sweeping amendments to its state Equal Pay Act (EPA). Governor J.B. Pritzker twice signed bills passed by the Illinois legislature — first on March 23, 2021, and then on June 25, 2021, (the EPA amendments) — the cumulative effect of which gives Illinois perhaps the most robust and onerous (for employers) equal pay law in the nation.” Full Article
– Cozen O’Connor
Connecticut
Connecticut FMLA: Proposed Regulations Released for Comment
“The Connecticut Department of Labor has released proposed regulations for the amended Connecticut Family and Medical Leave Act, which was effective January 1, 2022. The proposed regulations will be subject to a 30-day comment period, ending on February 28. A virtual hearing on the proposed regulations will take place on February 17.” Full Article
– Jackson Lewis
District of Columbia
District of Columbia Issues New Mandatory COVID-19 Leave Poster
“The D.C. Office of Human Rights (OHR), published an updated poster on DCFMLA COVID-19 leave. Employers with 20 or more employees in the District are required to post this poster in a conspicuous place in the workplace. We recommend that the poster also be posted electronically for employees who work remotely.” Full Article
– Hogan Lovells
- Published in Blog
8 Types of People You Need in Your Life for 2022
By Taylor Brouillet-Stock, Account Specialist
I was listening to the podcast On Purpose by Jay Shetty and a particular episode really started to resonate with me. In this episode Jay argues that there are 8 types of people that everyone needs in their life. At the end of the episode, Jay makes a great point; If we want these types of people in our life, we must first be these people for others. He also encourages us to reach out to these people and express our gratitude towards them for their influential role in our lives.
Take a look at these 8 types of people and try to think about who in your life falls into these categories. Also, are you doing any of this for the people in your life?
Cheerleaders
These are the people that always cheer you on. They are the ones to call you up to congratulate you, no matter how big or small the accomplishment. These people believe in you and always seek to point out the good in you. It’s not that they think you’re a flawless human (they are not naïve), but they just focus in on all that is worthy inside of you and make it their mission to point it out. Cheerleaders push you and notice the brilliance in you. Jay maintains that the best way to find cheerleaders is to cheer others on. Who are you cheering on?
Someone who checks you
The people who check us are the uncomfortable people in our life. This is someone who reminds you of your truth, who you are, and what you’ve been through. People who check you may not always have sincere intentions. They may be envious or jealous, but they are still one of your strongest allies. By being checked, you are forced to reprioritize or refocus when things have gone off track. Whether they are doing it for the right or wrong reasons, they can be very powerful and beneficial in your life.
Someone that cares for you
People who care for us tend to be people we spend a lot of time with and usually play a big role in our lives. Jay reminds us to make sure we are caring for the people who are caring for us. The people who truly care for us do what they say they’re going to do. Do you do what you say you’re going to do for others?
Someone with high character
This is a person who represents all the values we appreciate. They remind us of our north star. These are the people who remind us of how we want to live.
Someone competent in areas you want to grow
This can be a coach, teacher, or anyone who is competent or passionate in an area that you admire. It’s possible that we will meet a lot of people until we find the right person to teach us. Once you do, it’s so rewarding to use their wisdom to grow rather than always trying to figure it out yourselves.
Someone who is consistently there
These are people you can call up at any time and you know they’ll be there. These people are extremely underrated, and they are the people who have been in your life consistently. Jay reminds us to not undervalue these people and that they stay around because they love you and value you.
Someone that champions you
This is someone who isn’t always there and isn’t always accessible, but if you reach out, they’ll champion you. This comes by trying to offer support. Make sure you have something to offer these people as well.
Someone that challenges you
These people challenge your ideas, thoughts, and the way you believe. This can be someone you don’t agree with, or who doesn’t agree with you. It can even be someone you may not vibe with. This might be someone who doesn’t care about you, but they still serve a purpose and can be of support to you.
So, ask yourself; Who are you being a cheerleader for? Who are you consistently there for? Who are you championing and who are you challenging? And don’t the people who do these things for you deserve to know their impact?
If you want to listen to this episode, or other episodes by Jay Shetty, his podcast can be found on Apple Podcasts, Spotify, and even Youtube! You can also find the link to this specific episode below. Happy Listening!
https://podcasts.apple.com/us/podcast/on-purpose-with-jay-shetty/id1450994021?i=1000549255310
- Published in Blog
The RISQ RECAP – February 7th – February 11th, 2022
February 7th – February 11th, 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
Ransomeware Surged In 2021: What Should Employers Consider To Stop Another Surge In 2022?
“The growth of remote work and lax home cybersecurity created opportunity for ransomware. Hackers also took advantage of the pandemic and the chaos from the pandemic to target the health care sector. The frequency of cyberattacks and the amount companies paid in ransoms increased last year, with ransom payments rising 300 percent, according to Harvard Business Review. Comparitech found that ransomware attacks cost the healthcare sector more than $20 billion in lost revenue, lawsuits, and ransom payments.” Full Article
– Travelers
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
Remote Work Tax and Compliance Considerations “Many tax and compliance obligations apply when a company offers a remote work arrangement to employees in different states. These obligations include state and local employee tax requirements and may also include state and local family medical leave tax requirements where applicable.” Full Article – Bowditch & Dewey
What Are the Parameters for An Employer’s Requests for Medical Records Under the ADA? “The Americans with Disabilities Act governs employers’ ability to make medical inquiries of employees, including requests for medical records. And where the ADA permits employers to make such inquiries, it also requires employees to comply with those requests, as the U.S. Court of Appeals for the Fourth Circuit recently affirmed in a case that also provided a useful summary of the scope of such inquiries.” Full Article – Shawe Rosenthal
Hazy Directions on the Path Back to the Office “The return-to-office journey has been a long one with a lot of roadblocks. The onset of the omicron variant is continuing to reinforce how unpredictable the current environment is,” said Craig Leibowitz, executive director of innovation and insight advisory for Avison Young. Employers continue to weigh many of the same questions they’ve been wrestling with for nearly two years: timing of wide-scale reopening of offices, and whether to require vaccines or COVID testing to ensure workplaces are safe. So far, the data suggests many of the decisions remain on hold.” Full Article – Goulston & Storrs
Lockout/Tagout: The Most Misunderstood, Most Costly, and Most Misapplied Standard “These OSHA inspections focus on two standards: machine guarding (29 C.F.R 1910.212) and the Control of Hazardous Energy Standard, Lockout/Tagout (“LOTO”) (29 C.F.R 1910.147). Given advances in machine guarding, these inspections increasingly examine accidents where employees bypassed machine guards (light curtains, photo eyes) or failed to follow energy control procedures when they performed service or maintenance. OSHA may issue citations relating to the accident, as well as programmatic failures relating to employers’ LOTO programs.” Full Article – Seyfarth Shaw
Nationwide Injunction on COVID-19 Vaccine for Federal Contractors Applies to Vaccine Requirement Only “The federal court that issued a nationwide injunction of Executive Order (EO) 14042, “Ensuring Adequate COVID Safety Protocols for Federal Contractors,” has issued a new Order stating that it enjoined only the vaccine requirement of the EO’s implementing tool: the Safer Federal Taskforce (Safer Taskforce) Guidance. As a result of this Order, federal contractors covered by the EO should dust off their compliance plans to meet the many non-vaccine requirements of the Safer Taskforce Guidance, though action by other federal courts considering preliminary injunctions of the EO may put all of the requirements back on hold.” Full Article – Jackson Lewis
FLSA Misclassification: Common Mistakes That Employers Make When Classifying Their Employees as “Exempt” from Overtime Requirements “In 2021, the U.S. Department of Labor (DOL) collected a whopping $234 million in back wages for nearly 200,000 employees who the DOL determined were not paid in accordance with the Fair Labor Standards Act (FLSA). Experts report that more than 6,000 lawsuits alleging FLSA violations are filed each year in federal courts throughout the country, and that private settlements of FLSA lawsuits cost employers hundreds of millions each year. These figures confirm what every human resources professional already knows: misclassification of employees under the FLSA can be a costly mistake.” Full Article – Venable
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.
New York
New York City and State Update COVID Quarantine and Isolation Guidance to Align with CDC’s Shortened Timeframes
“New York City updated its quarantine and isolation guidance to align with the CDC’s recent shortening of both (i) the recommended timeframe for isolation following a COVID-19 diagnosis for individuals regardless of vaccination status, and (ii) the recommended quarantine period following a COVID-19 exposure for vaccinated individuals. New York State has also updated its guidelines to reflect these changes.” Full Article
– Proskauer Rose
New Jersey
New NJ Law Requires Employers to Warn Employees About Tracking Devices in Vehicles
“Employers have placed tracking devices on vehicles used by their employees for good reason: to ensure that employees are where they are supposed to be during working time. However, based on a recently enacted law in New Jersey, private sector employers must warn employees before they utilize a tracking device in a vehicle used by an employee. The employer’s failure to disclose this information comes at a notable cost.” Full Article
– Stevens & Lee
Illinois
Illinois Employers See Equal Pay Certification Looming on the Horizon
“Last year, Illinois made sweeping amendments to its state Equal Pay Act (EPA). Governor J.B. Pritzker twice signed bills passed by the Illinois legislature — first on March 23, 2021, and then on June 25, 2021, (the EPA amendments) — the cumulative effect of which gives Illinois perhaps the most robust and onerous (for employers) equal pay law in the nation.” Full Article
– Cozen O’Connor
Connecticut
Connecticut FMLA: Proposed Regulations Released for Comment
“The Connecticut Department of Labor has released proposed regulations for the amended Connecticut Family and Medical Leave Act, which was effective January 1, 2022. The proposed regulations will be subject to a 30-day comment period, ending on February 28. A virtual hearing on the proposed regulations will take place on February 17.” Full Article
– Jackson Lewis
District of Columbia
District of Columbia Issues New Mandatory COVID-19 Leave Poster
“The D.C. Office of Human Rights (OHR), published an updated poster on DCFMLA COVID-19 leave. Employers with 20 or more employees in the District are required to post this poster in a conspicuous place in the workplace. We recommend that the poster also be posted electronically for employees who work remotely.” Full Article
– Hogan Lovells
- Published in Blog
Rocky Horror Shadow Cast
By Shayla Teague, Individual and Family Benefits Consultant
It might surprise you to know that The Rocky Horror Picture Show started as a musical stage production in 1973. It was performed in the Royal Court Theatre in London. This is how Tim Curry got his start and became a household name. As a matter of fact, Tim Curry (Dr. Frank N Furter), Richard O’Brien (Riff Raff), Patricia Quinn (Magenta) and Little Nell (Columbia) were all from the original theater cast when they were recruited for the film adaptation in 1975.
If you have never seen The Rocky Horror Picture Show, I must warn you, it is not for the faint of heart. It was created as a parody to the science fiction and B horror films of the 60s. There is nudity, strong sexual content, and violence. Although initial reactions to the film were that of shock and the thought “what the heck did I just watch,” it didn’t take long for the film to catch on and become one of the most famous cult classics.
Rocky fans from the UK to the US started dressing up as their favorite character to attend showings of the film. “Callbacks” were created where audience members would yell at the screen after a certain line was said, thus inserting the audience into the story to give their own commentary. These callbacks have become more and more creative as time has gone by. Most of them are quite sexually explicit, as is the film, but here is an example of a G rated dialogue:
Setting
Eddie, the nephew of Dr. Scott (GREAT SCOTT!) has gone missing and Dr. Scott has come to Frank N Furter’s castle to find him. He doesn’t know that Frank N Furter has killed Eddie and is serving him for dinner when Dr. Scott agrees to join.
Dialogue
Dr. Scott: We came here to discuss Eddie.
Audience yells: Dinner?
Frank: That’s a rather tender subject.
Audience yells: That’s a rather tasteless joke!
Callbacks are not the only rituals that Rocky fans have created. There are additional scenes where audience members can participate by blowing bubbles, putting on a party hat, or throwing hot dogs and toast at the screen. Amateur actors and theater companies began acting out the movie in front of the screen as it played. This became known as a “shadow cast,” due to the actor’s shadow appearing on the screen behind them.
I had the opportunity to play Columbia, the squeaky voiced girlfriend of Eddie and tap-dancing lover of Frank in a local production of a Rocky Horror Shadow Cast. We lip synced and acted out the scenes from the movie in front of a large screen in a local hotel. We had four shows total with 100 tickets to each show. We were completely sold out!
During the songs, the singing was live, and the dances were choreographed. This was my first experience with theater and it was absolutely thrilling. We had full audience participation with the exception of throwing toast as the venue wouldn’t allow it. I heard new callbacks that had me giggling backstage and trying not to break character on stage.
We had rehearsals four times per week leading up to the performance, during which I built a true comradery with my cast mates. I will still refer to them as their character names and not their own. We all contributed concepts and choreography to the show and truly worked together to make our ideas come to life. The theater company that presented the show intended to cast people without a theater past to allow us the chance to experience the magic of bringing a production to life. There was a great mix of actors with experience and not so much experience, but an abundance of enthusiasm all around.
I can’t begin to express how much fun I had. I will certainly be continuing my acting adventures. Theater showings with audience participation, shadow cast and full live theater productions are put on in almost every major city. If you haven’t had a chance to experience it for yourself, I highly suggest attending. Be sure to bring your tap shoes and be prepared to do The Time Warp!
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