COVID-19 Resources & Information

The Impact of COVID-19 on the Insurance Industry and ClaimVantage

ClaimVantage CEO and founder, Leo Corcoran, discusses the impact COVID-19 has had on the insurance industry to date and provides an update on what ClaimVantage is doing to support its customers and employees during this unprecedented time.

COVID-19: The Impact on the Global Insurance Industry

This week marks the eight week of our “New Normal” here at ClaimVantage. With all employees working remotely, we are lucky to be fully operational and able to support our customers during these uncertain times.

However, not all businesses are as fortunate. From what I’m seeing and hearing in the industry, I believe that this pandemic will encourage companies to continue to push the digital boundaries, using this new normal as a guiding star for making digital purchasing decisions. The ability for companies to adapt to our new environment, refocus strategies, and redirect resources will be key to their ongoing success.

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Cloud Solutions are Providing Companies the Needed Flexibility to Maintain Productivity During These Tough Times

With social distancing and shelter in place orders across the world, more employees are working from home now than ever. The swift transition to working from home has not been easy for all employers and employees. Fortunately, working for ClaimVantage, the transition for my colleagues and myself has been relatively seamless. Sure, there’s still been some challenges.

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COVID-19 Federal & State Legislation Updates

With COVID-19 significantly affecting employees’ ability to work — whether they have become ill with the virus, they must take care of someone who is sick, take care of children due to a lack of childcare, or their employer has been shut down — the pandemic has caused legislation to be passed at both the federal and state level.

Given each law’s complexity, this blog post, which will be updated as new legislation is passed, contains a high-level overview of each law with links to additional information.

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FFCRA Leads to Communication Gap for Employers and Employees

From the time the Families First Coronavirus Response Act (FFCRA) was passed on March 18, employers had just two weeks to figure out what the new law meant for them, how they would handle it, and finally communicate the leave options out to their employees.

We conducted interviews with both HR managers and employees of affected employers to understand how companies have handled the passing of this new legislation that went into effect on April 1.

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Families First Coronavirus Response Act (FFCRA): What is It and What Does It Mean for Employers?

After much deliberation around whether the federal government would offer paid leave in response to the COVID-19 pandemic, the Families First Coronavirus Response Act (FFCRA) was signed into law by President Trump on the evening of March 18. There are two elements to the FFCRA: Emergency FMLA and the Paid Sick Leave Law. Both acts went into effect on April 1, 2020, and will sunset on December 1, 2020.

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Emergency Paid Sick Leave, COVID Relief Bill Represent Progress But Still Leave Americans in a Tough Spot

Lawmakers took action as COVID-19 began to spread rapidly across the United States, passing the Families First Coronavirus Response Act (FFRCA) to provide much-needed emergency FMLA and paid sick leave to American workers.

While the legislation, drafted in just days given the urgency of the situation, is the type of action we need from lawmakers, it still leaves a significant portion of the workforce without paid leave options.

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Coronavirus Pandemic Highlights the Need for Paid Leave Program

New cases of Coronavirus (COVID-19) are being reported daily around the world, and employers across the country have been advised by the government that sick employees should stay at home to prevent the spread of the virus, or be sent home immediately if they appear sick throughout their working day. 

Large organizations, such as Microsoft, have ordered employees in impacted areas to work at home through March 25th. Of course, not everyone can work from home. For workers who must do their jobs on-site, being asked to stay home can lead to financial hardship if they have insufficient paid time off.

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Additional COVID-19 Resources

For more information, we would encourage you to subscribe to receive updates from Littler. Subscribe to their blog to receive email updates directly to your inbox.  

Other resources we’ve found useful to stay on top of the current pandemic:

The content provided here is a brief overview, is not intended to be exhaustive, and is not legal advice. The specific leave laws in each jurisdiction vary. For your own specific jurisdiction and organization’s laws, please contact legal counsel to ensure compliance.