This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice. Readers should contact a health professional for appropriate advice. © 2021 Zywave, Inc. All rights reserved.

How to Make—and Keep—Your New Year’s Resolution

Brought to you by Deutsch & Associates, LLC

As the new year approaches, you may find yourself reflecting on the past year. This introspection is a significant first step toward selecting a New Year’s resolution to help you grow as a person. However, 80% of New Year’s resolutions fail by mid-February due to a lack of self-discipline, according to U.S. News and World Report. That’s why it’s important to set yourself up for success when you’re choosing a resolution.

Regardless of what you choose as your resolution, make sure it’s a “SMART” goal—one that is specific, measurable, attainable, realistic and timely—to increase the odds that you will stick to it. Here’s what that means:

• • Specific—A specific goal is simple and strategic. It’s something you can easily conceptualize. For example, instead of saying you’ll eat healthier, be specific about how you can actually do that (e.g., eat a vegetable at every meal, eat breakfast every day or eat fish twice a week).
• • Measurable—A measurable goal is quantified. You’ll be able to see if you’re making progress as
• you go. For example, if you want to save $500 for your emergency fund or save for a down payment on a home, you’ll be able to track your savings and prove you’re making progress along the way.
• • Achievable—An achievable goal is realistic and attainable. If you’ve never worked out before, a daily workout goal won’t likely be feasible or sustainable in the long run. Alternatively, if you’re already taking walks, start with increasing the duration or frequency of them.
• • Relevant—A relevant goal needs to make sense or be appropriate to you. You want your goal to matter, so reflect on the past year about what’s working in your life and what’s not. Timing is equally important, so ensure this is the right time for you to tackle the resolution.
• • Timely—A timely goal is accomplished within a specific time frame. You can adjust this period as needed and make new goals or deadlines after achieving the first one.

Remember that New Year’s resolutions don’t have to be health-related, so find what matters to you to help you live a better life in 2022. Read More (pdf)

DOL Announces Rule to Increase Federal Contractor Minimum Wage

The U.S. Department of Labor (DOL) recently announced a new rule that will increase the minimum wage rate for federal contractor employees. The new rule implements Executive Order 14026 and increases the minimum wage for individuals performing work on or in connection with federal contracts to $15 per hour on Jan. 30, 2022. The rule also allows the DOL to adjust this minimum wage rate beginning Jan. 1, 2023, and creates standards and procedures to implement and enforce minimum wage protections created by the executive order.

Complying With Two Executive Orders

Currently, two executive orders regulate minimum wage rate increases for federal contractor employees: Order 13658 and Order 14026. The DOL has published a comparison chart of these two orders.

• • Order 13658 increases the minimum wage rate to
• $11.25 per hour on Jan. 1, 2022 ($7.90 for tipped employees). Order 13658 applies to contracts awarded on or between Jan. 1, 2015, and Jan. 29, 2022, that are neither renewed nor extended on or after Jan. 30, 2022.
• • Order 14026 increases the minimum wage rate to $15 per hour on Jan. 30, 2022 ($10.50 for tipped employees). This order applies to contracts entered into on or after Jan. 30, 2022, and contracts renewed or extended on or after Jan. 30, 2022.

Impact on Employers

The timing for entering into, renewing or extending work under a federal contract determines which minimum wage rate will apply to federal contractor employees working on or in connection with that federal contract. As a result, federal contractors will need to determine and become familiar with the set of rules that apply based on their federal contract date. Contact Deutsch & Associates, LLC today for more information on this update.

5 HR Trends to Monitor in 2022

Many human resources (HR) functions were quickly reimagined in 2021 due to the COVID-19 pandemic, and HR professionals should continue to expect new challenges in 2022. Here are five HR trends to monitor this upcoming year:

1. Hybrid Workplace Sustainability

Most workplace leaders expect that at least some of their employees will work remotely after the pandemic. As such, many employers will factor in hybrid work when creating or updating workplace policies and processes.

2. Attraction and Retention Amid Labor Shortages

The current labor shortage has been an obstacle for most employers and is likely to continue into the new year. Generally, employees are seeking opportunities that offer better compensation, benefits and flexible work arrangements.

3. Investments in HR Technology

In 2022, many employers will integrate technology into more HR processes or build upon their existing practices. Technologies are being used to create efficiencies and improve processes, such as recruitment, onboarding, and learning and development.

4. Growing Demand for New Skillsets

Desired skillsets vary by organization and industry, but many employers are pursuing high-level digital and communications skills for potential and current employees.

5. Employee Health and Well-being

Employee health and well-being will remain a top concern and priority for both employers and employees. Caregiving, mental health and adjusting to remote work will likely remain top challenges.

Employer Takeaway

As the pandemic evolves, employers will need to innovate and stay on top of trends to meet the needs of employees. Reach out to us today for resources on these topics and other workplace trends. Read More (pdf)

On Dec. 22, 2021, the U.S. Supreme Court announced that it will hear oral arguments regarding whether two federal vaccine requirements can be enforced while legal appeals are in process. On Jan. 7, 2022, the Court will consider requests on the Occupational Safety and Health Administration’s (OSHA) federal emergency temporary standard (ETS) for COVID-19 and the Centers for Medicare & Medicaid Services (CMS) emergency rule requiring COVID-19 vaccination of certain health care workers.

OSHA ETS

The ETS establishes a vaccine-or-test requirement for private employers with 100 or more employees. These employers must require employees to be fully vaccinated against COVID-19 or be tested on a weekly basis and wear face coverings at work.

OSHA issued the ETS on Nov. 5, 2021. It was later blocked nationwide by a federal appeals court and then reinstated by another court. Groups challenging the rule have asked the Supreme Court to stay the reinstatement while they appeal the ruling. OSHA plans to delay enforcement of the ETS until at least Jan. 10, 2022.

CMS Rule for Health Care Workers

The CMS rule requires Medicare- and Medicaid-certified providers and suppliers to establish a policy requiring covered staff members to be vaccinated against COVID-19 unless they are eligible for an exemption based on recognized medical conditions or religious beliefs.

Multiple federal court rulings have resulted in the CMS rule being blocked in a number of states. While CMS has indicated that it will not enforce the rule due to pending litigation, the Supreme Court will consider whether the lower court rulings should remain in place during the appeals process.

Increased Civil Penalty Amounts for Certain Violations

Effective Nov. 15, 2021, the U.S. Department of Health and Human Services (HHS) has increased the following key penalties affecting group health plans:

• • Summary of Benefits and Coverage (SBC): up to $1,190 per participant or beneficiary.
• • Medicare Secondary Payer (MSP): up to $9,753.
• • HIPAA privacy and security rules: Penalties depend on the type of violation involved, and are broken down into “tiers” that reflect increasing levels of knowledge of the violation, as follows: o Tier one: Minimum $120, maximum $60,226, annual cap $1,806,757
• o Tier two: Minimum $1,205, maximum $60,226, annual cap $1,806,757

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o Tier three: Minimum $12,045, maximum $60,226, annual cap $1,806,757

o Tier four: Minimum $60,226, maximum and annual cap $1,806,757

Employers should become familiar with the new penalty amounts and review their benefit plan administration protocols to ensure full compliance. Read More (pdf)