One of the biggest challenges businesses face is managing staff shortages and recruiting new employees. In today’s competitive job market, finding and retaining qualified staff can be a significant headache for businesses of all sizes. But with the right strategies in place, it’s possible to overcome these challenges and build a robust and motivated workforce.

When many of our schools, offices and other places of business closed during the past two years and many employees either worked remotely, were furloughed or unemployed, the dynamics of employer-employee relationships shifted significantly. Millions of workers decided not to return to their pre-pandemic jobs while others struggle with challenges like child care or medical concerns precluding them from working. Employers have encountered great difficulty in filling positions needed to even operate marginally.

We live and work in unique times. The unprecedented circumstances created by the COVID-19 pandemic accompanied by unexpected factors in the employment market suggest employers take a fresh look at employee benefits and compensation data and consider strategic modifications. The role of benefits in total compensation carries considerable weight in attracting and retaining employees. In many cases, employers can offer benefits that employees may not be able to obtain as individuals or at an affordable cost.

Employer-sponsored benefits remain a foundation for employees’ financial security. The health and welfare benefits offered to active and retired employees provides strong protection against unexpected losses and expenses, and enjoy a comfortable life after their working years. Putting together a benefit package that gives employees the capability to match coverage to their specific situation assists you in hiring and keeping your staff.

The retirement programs for school districts in California have been one of the attractive benefits for enhancing your recruitment and retention strategies. In addition to the basic retirement plan available from CalSTRS and CalPERS, you may also offer eligible deferred compensation plans under Internal Revenue Code Sections 457(b) or 403(b). Compensation an employee defers, under a governmental 457 plan or a 403(b) tax sheltered annuity, and accumulated investment earnings are not taxed until the employee receives a distribution after their employment ends. Thus, such plans assist employees with both current and postretirement tax planning.

As we learn more about the nature of the coronavirus, evidence is mounting for the effectiveness of cloth face coverings in reducing its transmission. When we wear facemasks, the droplets and aerosols emitted when we cough, sneeze, laugh, sing or talk cannot travel as far. Coronavirus primarily is spread when these tiny, even microscopic particles containing the virus travel through the air and enter the eyes, nose or mouth of another person. Without a mask, droplets can travel six feet or more and aerosols can hang in the air. By wearing one, we limit the distance of any infectious particles travel to a few inches.

In the series of messages about Keenan SafeSchools courses we offer to you and every California school, we have featured managing your facilities and your workforce during the COVID-19 pandemic. The course highlighted today focuses on managing ourselves, especially our response to the stress this public health crisis is creating.

In this series of Trending Topics, we are featuring the Keenan SafeSchools courses relating to the coronavirus pandemic to assist you with the changes you may encounter in these unusual times. Advancements in technology and 24/7 internet access have dramatically changed strategies for workforce management, providing flexible, remote working opportunities for some workplaces in times of crisis like the COVID-19 outbreak. The course on “Transitioning to a Remote Workforce” describes the factors that contribute to the need for a remote workforce, discusses the advantages and challenges of transitioning to a remote workforce environment, and lists best practices for successful remote workforce management.

When you have the opportunity to work from home, you certainly have a much shorter commute to deal with! But you may find there are challenges doing your job in the domestic environment that require physical, mental and even emotional adjustments to stay effective and productive. Whether working from home for you now is temporary, occasional, or your new normal, Keenan has created a microlearning web site as a resource to help you make it your best possible remote situation.

Getting your new employees off to a great start begins with the time you spend on new hire orientation. While you have their undivided attention as they are signing up for their employee benefits, a successful onboarding experience should also include a review of important statutory responsibilities, district policies, and compliance training they will need to complete. When these requirements are handled at the very beginning of their employment, you have the best assurance that new employees are well informed from their first day on campus.

Mandated reporters under California AB 1432 must be trained on their responsibilities to report suspected child abuse within the first six weeks of hire. Employee orientation is an ideal time to get this legal requirement on their calendar. The Keenan SafeSchools online training portal provides a turnkey solution for meeting this requirement and allows you to track and document their completion.