HR Snapshot
WE HAVE UNDER 100 EMPLOYEES AND ARE NOT REQUIRED TO MANDATE THE COVID VACCINE. WE’RE CONSIDERING DOING SO ANYWAY, BUT WE’RE ALSO INTERESTED IN OTHER WAYS OF ENCOURAGING OUR EMPLOYEES TO GET VACCINATED. WHAT INCENTIVES HAVE BEEN MOST EFFECTIVE? Incentives are a good idea if you don’t want to mandate the COVID vaccine. Bonuses have been shown to convince at least some hesitant employees. You could, for example, establish a policy that every vaccinated employee gets $100. If you go the monetary incentive route, you’ll want to offer alternatives (different safety measures like wearing an N-95 or keeping extra distance) that an employee who is unable to be vaccinated can follow in order to receive the incentive. Another way to encourage the vaccine is to allow employees to get it during the workday and offer paid time off while they recover. This option may be best for employees who have avoided the vaccine mostly out of concern for potential side effects and being unable to work because of them. Finally, you can remind your employees that the sooner more people get vaccinated, the sooner we’ll have this virus under control and be able to stop having to wear masks and practice social distancing. No one likes these practices or wants them to continue for long. If these incentives don’t work to your liking, mandating the vaccine is another option, even if you’re not required to do so by the new rules.
Answer from Kyle, PHR
WHAT SHOULD I DO IF AN EMPLOYEE MOVES TO A DIFFERENT STATE AND WILL BE WORKING FROM THERE? There are several things you need to do if an employee moves out of state: • If you don’t already have other employees there, you’ll need to set up payroll tax accounts in the new state. The state in which the employee physically works is the state used for state income tax withholding, unemployment tax contributions, and the like. • Update your employee handbook with any new state laws that apply. This is typically done with a state-specific addendum. Provide the updated handbook to the employee. • Review that state’s new hire paperwork requirements. Update forms used if necessary. • Provide the employee with any required employment law posters for that state. Answer from Emily, • Notify your workers’ compensation carrier and your health insurance SPHR carrier, if applicable.
NOVEMBER/DECEMBER 2021 [ 26 ]
