People Processes Rhamy Alejeal

https://youtu.be/Qn8fGg5auB4
The IRS recently made an announcement that holds significant implications for employers and HR professionals alike: the Affordable Care Act (ACA) affordability threshold for 2024 will be adjusted to 8.39%, down from 9.12% in 2023. This change might seem minor, but it holds substantial ramifications for businesses.
Stay ahead of the curve, protect your organization, and keep your team informed. Don't forget to hit the like button, subscribe, and share this vital information with your network. For comprehensive resources and expert insights, visit our website at peopleprocesses.com.
Join us in staying informed and agile in the ever-evolving landscape of healthcare and employee benefits.

https://youtu.be/hYz3PD05GgM?si=QuQr9tGHSshWRCK4
Discover effective strategies to help employees who don't get along, turning conflicts into catalysts for innovation and productivity. Join Rhamy as he outlines key points from early intervention to leveraging strengths and weaknesses, providing actionable insights for HR pros and team leaders.

[youtube https://youtu.be/CFFgreZRB_I?si=XuP3ul7xkx4DL19Y]
In this episode, we are going to talk about The Power of Appreciation. Specifically, how leveraging that power can boost your employee morale through effective recognition.
Share in the comments a special memory or a shoutout to a colleague who deserves some recognition today. Let's keep empowering each other and unlocking our full potential! 🏆💪❤️

[youtube https://www.youtube.com/watch?v=mj_r1ntUk1M]
If an employee becomes ill with COVID-19 symptoms, they may request for paid sick leave under the FFCRA only to seek a medical diagnosis, or self-quarantine only if advised to do so by a healthcare provider. If tested positive, the employee may continue to take paid sick leave. This does not apply for illnesses unrelated to COVID-19—though employers may allow them to telework at their discretion. You may not take paid sick leave under the FFCRA if you unilaterally decide to self-quarantine for an illness without medical advice, even if you have COVID-19 symptoms.

[youtube https://www.youtube.com/watch?v=7YduFG1ETZY]
Under the circumstances existing currently, the ADA has specifically allowed employers to bar an employee from physical presence in the workplace if he refuses to have his temperature taken, refuses to answer questions about whether he has COVID-19, has symptoms associated with COVID-19, or has been tested for COVID-19 and is positive.

If the employee claims under the ADA that they have a medical reason for refusing a temperature check, the employer can still bar them from entering the workplace. However, their reason should be documented and accommodation should be provided to the employee (i.e. work from home). If accommodations of any sort are not possible, then the employee will be on unpaid leave. They can also be fired if the role cannot stay unfilled.

[youtube https://www.youtube.com/watch?v=I6k_vgtvmTU&w=560&h=315]
The simple answer is “no”. The Genetic Information Non-Discrimination Act (GINA) prohibits employers from asking employees medical questions about family members, and it is still in force. GINA does not prohibit employers from asking employees whether they’ve had contact with anyone who has been diagnosed with COVID-19 or may have symptoms associated with the disease. The CDC also recently issued guidance that explained, from a public health perspective, that only asking an employee about their contact with family members would unnecessarily limit the information obtained about the employee’s potential exposure to COVID-19. So, employers should not only ask about family but about everyone. In fact, they should remove the word “family” from their attestation. Asking this question shows due diligence, best practice, and care for other employees.