IRS Extends Deadline for COVID-19
Employee Leave Donations

The U.S. Department of the Treasury and the IRS have extended the deadline for tax-free donations to COVID-19 victims under employer-sponsored leave-based donation programs. Notice 2021-42 allows tax-favored treatment for payments made by Jan. 1, 2022.

Employer-sponsored Leave-based Donation Programs
Employer leave-based donation programs allow employees to forgo vacation, sick or personal leave in exchange for cash payments made by their employers to charitable organizations described in section 170(c) of the IRS Code. The donated leave is taxable to donor employees unless the IRS makes an exception, which it sometimes does in response to specific situations.




The Great Resignation
Update from SHRM & RecogNation


You've probably read and heard about the Great Resignation - A wave of employees leaving their current employers to seek greener pastures post-pandemic. So what can your organization do differently to keep your team members engaged?

According to SHRMeven though the most common reasons for an employee to leave are compensation and benefits, a corporate culture of recognition and gratitude that aligns with their personal beliefs is what employees are really searching for! You may have the program in place to bring this to life, so lean into your efforts of expressing gratitude, appreciation and recognition of your team members, and monitor your retention closely. 




EEOC Extends EEO-1 Deadline to August 23rd

Employers now have some extra time to submit equal employment opportunity (EEO-1) workforce data from 2019 and 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced on June 28, 2021. These reports were previously due by July 19, 2021.

Employers now have until Aug. 23, 2021, to complete their submissions.

Employers Subject to EEO-1 Reporting

In general, a private-sector employer is subject to EEO-1 reporting if it:

  • Has 100 or more employees;
  • Has 15-99 employees and is part of a group of employers with 100 or more employees; or
  • Is a federal contractor with 50 or more employees and a contract of $50,000 or more.


Domestic Violence Leave
for Workers Enacted

A new statute requires Missouri employers with at least 20 employees to provide unpaid leave to workers when they, or a family member, are victims of domestic violence.

The mandate takes effect Aug. 28, 2021.

Amount of Leave

Employers with 20-49 employees must allow one workweek of unpaid leave per 12-month period. Employers with at least 50 employees must provide two workweeks of leave every 12 months. Leave may be intermittent or on a reduced schedule.

In general, leave may be taken for several reasons when the employee or their family member is a victim of domestic or sexual violence.

Employees must provide 48 hours' advance notice of leave. The leave is job-protected and health benefits must be continued during the leave.


Preventing Surprise Bills


When a person with a group health plan or health insurance coverage gets care from an out-of-network provider, their health plan or issuer usually does not cover the entire out-of-network cost, leaving them with higher costs than if they had been seen by an in-network provider. In many cases, the out-of-network provider can bill the person for the difference between the billed charge and the amount paid by their plan or insurance, unless prohibited by state law.

This is known as “balance billing.” An unexpected balance bill is called a surprise bill. This rule protects patients from surprise bills under certain circumstances.

Who will benefit from this rule?
These surprise billing protections apply to you if you get your coverage through your employer (including a federal, state or local government) or through the federal Marketplaces, state-based Marketplaces or directly through an individual market health insurance issuer.

The rule does not apply to people with coverage through programs such as Medicare, Medicaid, Indian Health Services, Veterans Affairs Health Care or TRICARE. These programs already prohibit balance billing.





CDC Updates Guidance for
COVID Exposure & Masking
The Centers for Disease Control and Prevention issued new guidance addressing what vaccinated individuals need to do if they have been around someone with COVID-19:

  • Vaccinated individuals should get tested three-five days after their exposure, even if they don’t have symptoms.
  • They also should wear a mask indoors in public for 14 days following exposure or until their test results are negative.
  • They should isolate for 10 days if their test results are positive.

In addition, the CDC recommended that vaccinated and unvaccinated individuals wear masks indoors in public if they are in an area of substantial or high transmission to reduce the risk of being infected with the Delta variant and possibly spreading it to others. Missouri is considered an area of high transmission, according to the CDC.
 
Delta is a highly infectious form of COVID-19. According to CDC data, it is currently the most common variant of the coronavirus in the United States by a significant margin, accounting for over 80% of COVID-19 cases. Although COVID-19 vaccines are largely effective at preventing the spread of the coronavirus, some cases of Delta have been found to be contagious, even for fully vaccinated individuals.

Please visit the CDC website for more information.


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HR Hotline
800-256-7310

Karen Shannon
Vice President Business Consulting/CHRO
417-881-8333, ext. 133

Carolyn O'Kelley
Human Resources Consultant
417-881-8333, ext. 126

Holly Loven
Human Resources Consultant
417-881-8333, ext. 124


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