Managing Employees Remotely - Keep your team "together" while working apart by utilizing a few simple tips

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You probably don’t need to see the statistics or articles about it – even though the data and the stories are out there – to know it’s true: More of us are working remotely from home than ever before. In much of the same way that words like “new normal,” “unprecedented” and “essential” have become part of our current vocabulary, working remotely is now becoming commonplace, and possibly permanent in some cases.

In addition to the standard challenges found in an in-person environment – project management, maintaining office culture, productivity, and the mental health of employees – remote work presents additional ones, too. Some employees may be dealing with the stress of taking on multiple new roles (teacher, caregiver, the support system for a now unemployed partner, etc.) at home. Additionally, more extroverted employees may be missing the human connections they get from being around others. Thus, managing a remote workforce can be overwhelming – unless you know and properly implement best practices to help ensure your team’s success.

Employee Mental Health in the Post-Pandemic Workplace

The COVID-19 (novel coronavirus) pandemic has had an unprecedented impact on several aspects of our normal way of life. Now, as America begins phase I of reopening, many people are set to return to work for the first time in months. However, while your employees may be physically ready, chances are high you may have some still dealing with the mental effects of the pandemic.

Back to Business: Four Things to Consider in Preparing to Re-Open in the Wake of a Pandemic

Many Americans are preparing to go back to work in the wake of the COVID-19 (novel coronavirus) pandemic. However, as Ohio and Kentucky governors, Mike DeWine and Andy Beshear, both respectively have noted, it will be anything but business as usual for millions of employers and their employees. If you are a business owner, your top priority in preparing to re-open requires having a plan in place to help your employees safely adjust to their new normal. If you are having trouble formulating a plan or knowing where to find help, there are several resources available to help provide guidance at this time.

Families First Coronavirus Response Act (H.R. 6201)

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March 19, 2020


Late yesterday evening, the President signed into law a coronavirus relief package that will extend additional assistance to individuals affected by the COVID-19 outbreak. Labeled the Families First Coronavirus Response Act (H.R. 6201), the law includes the following components, which are explained in further detail throughout this document. Keep in mind, this is our current interpretation of the new law, that things are fluid and may change.

Mental Health – The impact on Employers

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There is a mental health crisis on a national scale that also reverberates through local communities. As such, now is the time for a conversation about addressing mental health as a business community because, first, it is the right thing to do, and second, there is a strong business case for investing in a mentally healthy workforce.

That investment starts with an understanding of the scope of the problem and what role businesses play in causation, prevention, and treatment.

The Department of Labor’s New Rules for the “White Collar” Overtime Exemptions


On September 24, 2019, the Department of Labor (DOL) announced its final rule to update the minimum salary requirements for the “white collar” (executive, administrative, and professional) overtime exemptions. The new rule will take effect on January 1, 2020.

Grow, Thrive, Succeed: Here’s How a PEO Can Help

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If someone told you that you could lower your employee turnover, improve your company’s chances of survival, and increase your revenue just by outsourcing your HR would you believe them?

Probably not.

But it’s true. That is, if you partner with a professional employer organization (PEO) like Erigo.

The Gig Economy and its Impact on the Employment Landscape

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The traditional “job” has changed drastically over the past decade. Workers continue to demand a work-life balance outside of the traditional 9-to-5 employment model, retirees continue to seek side jobs for extra money, and technology is allowing people more flexibility to work from home.

According to NACo, the share of the U.S. workforce in the gig economy rose from 10.1 percent in 2005 to 15.8 percent in 2015. The organization describes the “gig” economy as: independent workers paid by the gig (i.e. task or project); consumers with specific service needs, such as a ride to their next destination or a particular item delivered; and companies that connect the worker to the consumer in a direct manner, such as Airbnb, Uber, Door Dash, and more.

Leveraging freelancers, contractors, or “gig” employees can sound very appealing to small businesses that may not be able to offer competitive health and retirement benefits; however, there are potential risks involved as well.

How Kentucky Businesses Should Prepare for the Pregnant Workers Act

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During the last day of the 2019 legislative session, the Kentucky General Assembly passed Senate Bill 18, known as the Pregnant Workers Act. This act was officially signed into law on April 9 and impacts thousands of local businesses in the state of Kentucky. Under the Pregnant Workers Act, employers will be liable if they fail to provide reasonable accommodations to employees for pregnancy, childbirth, or a related medical condition unless it would impose an undue hardship on the employer.

To prepare for the new law, businesses need to understand which employers will be required to comply, what qualifies as a “reasonable accommodation,” and the risks for employers who are not compliant.

Three ways a PEO can alleviate the stress of owning a small business


Running your own business can be incredibly rewarding – you wake up each day knowing that you get to do what you love with your dream team. Managing that dream team also comes with a laundry list of cumbersome but necessary tasks like hiring and firing employees, taxes, benefits administration, workers compensation, and more.

Co-employment with a Professional Employer Organization (or PEO) can be an excellent solution to alleviate these burdensome tasks and reduce risk, by transferring all or some of your organization’s human resources and payroll tasks to professionals who specialize in these areas. Here’s how working with a PEO can help reduce risk for your business: