Section 5. HR Tech and COVID-19

Most of our clients use an HR and Benefit Admin system that we provide at no cost. As it became clear that the COVID-19 pandemic would fundamentally change almost all workplaces across the country, we could easily see how our software would be used to remain productive and compliant during these strange and scary times. What we couldn’t predict was how many interesting innovations they brought to us—for custom builds that let them function ever more seamlessly in the remote work environment.

This section is of the HR Tech Blue Paper is about sharing ways HR tech will simplify your life post-COVID. This is only a snapshot. As the world continues to adapt, we’ll keep building features based on the fascinating and creative ideas that arise from substantive, strategic conversations

Reason #5: Paperless Onboarding

We’ll start with an easy one. All those paper forms that a new employee fills out are quite a bit more difficult to manage remotely. Deciphering poor handwriting on grainy, scanned copies transmitted over e-mail (exposing people’s personal information) is, shall we say, less than optimal? HR Tech allows you to automate and digitize this entire process, and alerts both you and the employee about tasks that are outstanding.

Reason #2: Symptom Disclosure

Time to consider all of our favorite acronyms—like OSHA, HIPAA and the ADA. Now that we’re returning to the workplace, employers have a very real requirement to keep people safe, and many employers are creating a symptom disclosure process. Additionally, if someone does need to stay home due to COVID-19 symptoms, you’ll want to know as early as possible, so you can make the necessary staffing adjustments. HR Tech can solve for both these needs, in a manner that keeps you compliant with all those pesky acronyms.

Reason #3: Tracking Your Assets

In the chaos of mid-March, many companies sent their workers home with computers, phones, laptops, client files, etc. But how many of those companies know where all of their stuff is now? An inventory can be done, and those physical assets can be tracked, via HR Tech. Going forward, company-provided computers, credit cards and the like can be viewed right in the system. Also, when an employee is terminated, a workflow can be initiated to ensure everything is returned.

Reason #2: Symptom Disclosure

Time to consider all of our favorite acronyms—like OSHA, HIPAA and the ADA. Now that we’re returning to the workplace, employers have a very real requirement to keep people safe, and many employers are creating a symptom disclosure process. Additionally, if someone does need to stay home due to COVID-19 symptoms, you’ll want to know as early as possible, so you can make the necessary staffing adjustments. HR Tech can solve for both these needs, in a manner that keeps you compliant with all those pesky acronyms.

Reason #1: COVID-Related Requirements

Did you know there’s an employee notice requirement under the Families First Coronavirus Response Act (FFCRA)?

In the remote setting, taping a notice to the break refrigerator won’t do. Good HR tech will not only allow you to disseminate required disclosures—but also get employees to acknowledge receipt.

As companies return to work in staggered shifts, clients have used our systems to communicate new policies pertaining to masks, handwashing and gathering in common areas. We’ve also worked with our clients to develop remote work policies that protect against Workers’ Comp claims. If something needs to be communicated and acknowledged in order to cover your you-know-what, good HR tech will accomplish it

If your benefits broker isn’t having pro-active discussions about HR Tech in light of the global COVID-19 pandemic, it might be time to talk to a true benefits advisor. Click here to schedule a demo of how we work with clients on strategic tech issues.

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