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COVID-19 Relief Package (the American Rescue Plan Act)

Latest COVID Relief Package: What Businesses Need to Know

Emily Hartman / March 15, 2021

On March 11, 2021, President Biden signed into law the American Rescue Plan Act to support the American economy and provide $1.9 trillion in relief funds. We dug into the COVID relief bill and what businesses need to know and do.

FFCRA Tax Credits Continue

The Families First Coronavirus Rescue Plan Act (FFCRA) and the requirement employers provide emergency paid sick leave and emergency family and medical leave expired at the end of 2020. Around the same time the FFCRA ended, Congress passed an extension of the tax credit for employers who volunteered to provide emergency leave through March 31, 2021.

The American Response Act extends that tax credit to employers who opt to continue providing FFCRA leave from the end of March to September 30, 2021.

As a refresher, FFCRA-related emergency paid sick leave, and emergency paid family, and medical leave is provided for reasons including:

Acquiring an immunization/vaccination for COVID-19
Recovering from an illness, injury, disability, or injury related to the COVID-19 immunization
Waiting on test or diagnoses results for COVID-19

Additionally, there is a non-discrimination rule to ensure that employers consistently implement the leave.

Employers should also note that if they voluntarily provide sick leave, the American Rescue Act allows employers to voluntarily provide an additional ten days of FFCRA paid sick leave, starting April 1, 2021. This is not a requirement.

What Should Businesses Do?

Review your current sick leave and family and medical leave practices.
Consult with your legal counsel regarding state or local laws with paid sick leave requirements.
If you’re not already, determine if your business will want to voluntarily provide emergency paid sick leave to your employees.
Consult your legal counsel on how best to implement the leave in a consistent, uniform manner.
Continue to monitor for future updates about FFCRA leave through the Biden Administration.

Small Business Relief

Food and Beverage Businesses. The American Rescue Plan provides $25 billion to the Small Business Administration for a program targeted to support restaurants and other food and beverage businesses. The grants are available for up to $10 million and can be applied to payroll, mortgage, rent, utilities, and food and beverage expenses.

Paycheck Protection Program (PPP). The Act provides $7 billion to the PPP to help small businesses with the possibility of 100% loan forgiveness. The bill also provides an expansion to certain nonprofit organizations, and some businesses may be eligible for a second loan from this program.

Economic Injury Disaster Loan (EIDL) Advance Program. Businesses with less than 10 employees will be given priority. $15 billion in funds will be distributed to the EIDL Advance program to help businesses experiencing revenue losses resulting from COVID-19. Businesses could receive assistance to help cover financial and operating costs that would otherwise have been if not for the pandemic.

Shuttered Venue Operators Grant (SVOG) Program. This assistance program, which will receive $15 billion in funding, is geared for businesses like live venues, theaters, performing arts centers, museums, etc. Those businesses that qualify for SVOG could also qualify for loans under the PPP.

What Should Employers Do?

Consult with your legal counsel to determine if your business may qualify for one of the above programs.

Unemployment Benefits

The American Rescue Plan Act extends and increases the previous unemployment benefits that were provided under the CARES Act and the previous stimulus package (expiring this month). There are a few provisions to note:

Unemployment benefits will remain at $300/week. The benefits are available until September 6, 2021.
The first $10,200 of unemployment received during 2020 will be untaxable for households that have an income of less than $150,000.
The Pandemic Unemployment Assistance (PUA) has been extended for those who are self-employed or gig workers and might not otherwise receive state unemployment benefits.

What Should Employers Do?

Make a note of the September 6 end date and adjust your transition plans accordingly.

Multiemployer Union Penions

Under the American Rescue Plan Act, there are no surcharges for employer contributions, no employer PBGC premiums, and withdrawal penalties. Those multiemployer plans that are categorized as “critical and declining” will be given a lump sum by the U.S. Treasury to pay benefits through 2051. There are restrictions on how this money can be used, and the rules around this provision are subject to change.

What Should Employers Do?

If your business contributes to one of these plans, regularly request annual estimates of each plan’s withdrawal liability.

Other Tax Credits and Benefits

Employee Retention Credit (ERC)

The ERC has been extended through December 31, 2021, and expanded to include some start-up businesses that might not have previously qualified. Those particular businesses have an ERC capped at $50,000/quarter.

Child Tax Credit.

Individuals who earn more than $75,000 or joint returns of $150,000 or more are phased out of the law’s child tax credit. The credits are fully refundable, so those individuals or families who pay little to no tax can still take advantage of this credit either through monthly payment or lump sum.

The bill also temporarily increases the credit amount as follows:

Per child ages six through 17: $3,000
Per child under the age of six: $3,600

COBRA Premiums

The Act provides a 100% COBRA premium subsidy starting April 1, 2021, through September 30, 2021, for employees that have been involuntarily terminated. Employers must send the subsidy along to the individual to pay for COBRA during this time.

There is a provision under the American Rescue Plan Act where terminated employees who doesn’t elect COBRA coverage by April 1, or elected for it and then discontinued it, may elect it again during a special enrollment period that starts on April 1 and ends 60 days after the COBRA notification date was sent.

The coverage could also end early for these individuals if they reach their maximum coverage period before September 2021 or become eligible for another group health plan or Medicare.

The Department of Labor will be publishing model notices within 30 days after the American Rescue Plan Act was enacted.

What Should Employers Do?

Review your current COBRA notification process and information.
Review and identify any individuals who had a qualifying event in 2020 and could be eligible and elect for COBRA during the subsidy period.
Consult with your legal counsel on your plan of action to identify these individuals, your notices, and procedures to ensure compliance with these changes.
By May 30, 2021, employers’ COBRA notices must include information about the subsidy and 60-day enrollment period for qualified individuals.
Whether as an amended or separate document the following information must be provided: the forms necessary to establish the individuals eligibility for COBRA premium assistance, name, address, phone number to contact the plan administrator, extended election period description, information about the option to enroll in different coverage.
A separate expiration notice must be sent to individuals when their premium assistance period will soon expire.
Notify individuals when their subsidy will end before September 30, 2021.
Monitor the DOL for the release of the Model Cobra Notice.

Vaccine Funding

Over $15 billion in the American Rescue Plan Act will go towards improving and expanding the distribution and administration of the COVID-19 vaccine across the county. Initiatives to promote vaccination, increase access, development, manufacturing and more also fall within this effort.

What Should Employers Do?

There continue to be no workplace requirements regarding vaccinations.
Employers should review their current policies and procedures when it comes to a workforce that is partially vaccinated.
Seek your legal counsel to ensure that any changes you make to your policies are procedures that meet with federal, state, and local requirements.

Stimulus Payments

The federal government will be sending up to $1,400 in stimulus checks to individuals making less than $75,000 (or $150,000 for those filing jointly).

What is Not Included in the Relief Package

During much debate, a few provisions were eliminated from the final version of the legislation. It is worth noting what items don’t make the cut so that employers aren’t surprised if these issues come back to the forefront in future legislation.

$15 minimum wage
Phasing out tip credits were initially part of the legislation but were ultimately eliminated.

Emily Hartman, Marketing Manger at KPA
Latest COVID Relief Package: What Businesses Need to Know (kpa.io)

Information regarding new law impacting Illinois Employers

New Law Prohibits Employers from Asking for Wage History
Pursuant to Public Act 101-0177 the Illinois Equal Pay Act now bans employers and employment agencies from asking about applicants’ past wage and compensation histories. This law takes effect on September 29, 2019. Employers can be penalized for asking the applicant or the applicant’s current or former employers for wage or salary history. If they have not yet done so, employers should review their employment applications to make sure they do not ask for salary and wage history. They should also train those involved in hiring on the new law. For more information you may contact the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365.

Frequently Asked Questions on Wage History Ban

Can employers ask for salary history or use salary history when determining whether to offer a job or when determining how much to pay the job applicant?
No. It is unlawful for an employer to request or require a wage or salary history from a job applicant as a condition of being considered for employment or as a condition of employment.
Can employers ask about employment benefits that have been provided in the past to a job applicant during the application process?
No. It is also unlawful for an employer to request or require a job applicant to disclose benefits or other compensation received at any current or former employer as a condition of being considered for employment or as a condition of employment.
Who is covered by the law?
Illinois job applicants. This includes applicants to part-time and full-time positions, temporary or permanent, whether hourly or salary. The law however does not cover independent contractors.
Can employers use recruiters to determine applicants' salary histories?
No. Recruiters, employment agencies, staffing agency or any other agent of an employer may not screen applicants based on their current or prior wages or salary histories, benefits or other compensation.
Can an employer ask a current or former employer of the job applicant for the applicant’s wage history?
No. It is unlawful for an employer or their agent to ask for a wage or salary history, benefits or other compensation from an applicant’s employer or former employers when conducting verification or reference checks.
What if the employee already works for the company where he or she is applying?
The prohibition does not apply if a job applicant’s salary history is a matter of public record or if the applicant is a current employee applying with the same employer.
Can an employer prohibit employees from discussing their salaries?
No. An employer cannot prohibit its employees from disclosing their own salaries, benefits or other compensation to other individuals.
Can job applicants volunteer salary history information?
Yes. Applicants may voluntarily disclose their prior wage or salary history including benefits or other compensation. The employer shall not consider or rely on the voluntary disclosures as a factor in determining whether to offer a job applicant employment, in making an offer of compensation, or determining future wages, salary or benefits.
Can employers provide a salary range to an applicant or discuss with an applicant their salary and benefits expectations?
Yes. An employer can provide information about the wages, benefits, compensation, or salary offered in relation to a position. The employer can also engage in discussions with an applicant about the applicant’s expectations with respect to wage or salary or benefits.
Who do I contact if I have questions about the new law?
You should call the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365

https://www2.illinois.gov/idol/News/Documents/DOL%20Wage%20History%20Release.pdf

5 Ways to Spot a Phishing Email

A phishing attack is a form of social engineering by which cyber criminals attempt to trick individuals by creating and sending fake emails that appear to be from an authentic source, such as a business or colleague. The email might ask you to confirm personal account information such as a password or prompt you to open a malicious attachment that infects your computer with a virus or malware.

Phishing emails are one of the most common online threats, so it is important to be aware of the tell-tale signs and know what to do when you encounter them. Here are five ways to spot phishing attacks.

The email asks you to confirm personal information

Often an email will arrive in your inbox that looks very authentic. Whether this email matches the style used by your company or that of an external business such as a bank, hackers can go to painstaking lengths to ensure that it imitates the real thing. However, when this authentic-looking email makes requests that you wouldn’t normally expect, it’s often a strong giveaway that it’s not from a trusted source after all.

Keep an eye out for emails requesting you to confirm personal information that you would never usually provide, such as banking details or login credentials. Do not reply or click any links and if you think there’s a possibility that the email is genuine, you should search online and contact the organization directly – do not use any communication method provided in the email.

The web and email addresses do not look genuine

It is often the case that a phishing email will come from an address that appears to be genuine. Criminals aim to trick recipients by including the name of a legitimate company within the structure of email and web addresses. If you only glance at these details they can look very real but if you take a moment to actually examine the email address you may find that it’s a bogus variation intended to appear authentic ‒ for example: @mail.airbnb.work as opposed to @Airbnb.com

Malicious links can also be concealed with the body of email text, often alongside genuine ones. Before clicking on links, hover over and inspect each one first.

It’s poorly written

It is amazing how often you can spot a phishing email simply by the poor language used in the body of the message. Read the email and check for spelling and grammatical mistakes, as well as strange turns of phrase. Emails from legitimate companies will have been constructed by professional writers and exhaustively checked for spelling, grammar and legality errors. If you have received an unexpected email from a company, and it is riddled with mistakes, this can be a strong indicator it is actually a phish.

Interestingly, there is even the suggestion that scam emails are deliberately poorly written to ensure that they only trick the most gullible targets.

There’s a suspicious attachment

Alarm bells should be ringing if you receive an email from a company out of the blue that contains an attachment, especially if it relates to something unexpected. The attachment could contain a malicious URL or trojan, leading to the installation of a virus or malware on your PC or network. Even if you think an attachment is genuine, it’s good practice to always scan it first using antivirus software.

The message is designed to make you panic

It is common for phishing emails to instill panic in the recipient. The email may claim that your account may have been compromised and the only way to verify it is to enter your login details. Alternatively, the email might state that your account will be closed if you do not act immediately. Ensure that you take the time to really think about whether an email is asking something reasonable of you. If you’re unsure, contact the company through other methods.

Ultimately, being cautious with emails can’t hurt. Always remember this tip-
STOP. THINK. CONNECT.™ tip:

When in doubt, throw it out: Links in emails, social media posts and online advertising are often how cybercriminals try to steal your personal information. Even if you know the source, if something looks suspicious, delete it.

Author Bio

Mike James is a Brighton based writer and cybersecurity professional who specializes in penetration testing, ethical hacking and other cybersecurity issues facing businesses of all sizes

To see the original article, click here.

Tedrick Group Recognized for Solar Installation

^{FROM LEFT, Andrew Verderber of Springfield Electric; Gener Eyre of Springfield Electric; Roger Tedrick, owner of the Tedrick Group; Chad Brandon, President and Certified Risk Architect of the Tedrick Group; Pam Allen, president of Clinton Electric and Owen Allen, vice president of Clinton Electric.}

A ceremony was held Wednesday, February 27, 2019 to recognize the Tedrick Group for being the first commercial solar array system installed within the city.

Pam Allen, president of Clinton Electric based in Ina, said that February 4th was the date where the system got energized at the Tedrick Group.
"We are really recognizing two things today: the solar array being energized and the fact that the Tedrick Group is the first commercial solar array in the city of Mt. Vernon," Allen said, "That is really no surprise to me at all. We are a customer of theirs and we have been with them for many years for our insurance."

Roger Tedrick, owner of the Tedrick Group, discussed the decision to have the solar array installed.
"We like to be on the cutting edge and the first one in the community to have solar on our building," Tedrick said. "We think it is the right thing to do. When we first approached it with Clinton Electric, we had that discussion and cost was a factor of course, there are tax credits."
"It's still a leap of faith. You still have to feel like it is the right thing to do," Tedrick said. "I hope it is a catalyst for other people to look into it and go down this path."

The total cost of the system was $70,369, with some tax credits helping to offset the cost.

Darren Volle, energy team leader of Springfield Electric, which has a branch office in Mt. Vernon, discussed their involvement with this project.
"Springfield Electric is a distributor of electrical equipment. We have a team that Andrew [Verderber] is a part of and he designed and engineered it," Velle said. "That team goes around and puts together all of the bills and materials, the design of the system, consults with structural engineer on the roof to make sure it is structurally sound to hold the array.
"Then we go in and we apply for all the rebates, speak with the customer about the tax credits, what the payback is going to be," Volle said. "That is what our team focuses on for the solar. Then we partner with Clinton Electric, who does all the installation and who has the relationships with the customers."

The new system will require minimal maintenance, as Verderber shared some of the specifications of the panels that were installed on the roof of the Tedrick Group Building. The size of their solar array is a 22.7-kilowatt system.
“They are 360-watt panels and there are 63 of them,” Verderber said. “They are American made from Mission Solar out of Texas. So that was something that Tedrick and Clinton really liked about that panel, just the American made aspect.”

Allen commented on Clinton Electric’s relationship with the Tedrick Group.
“They are a leader in the insurance industry,” Allen said. “They are on the cutting edge of what is going on in the insurance world. They are a leader. They are not catching up, they are leading the way and it is not surprising that they are doing that with the solar array as well.”

Allen gave her reaction to Clinton Electric being the installer for the system for the Tedrick Group.
“We are really proud that we got to be the installer on their solar array, and as soon as we get some nice weather it will really start producing energy,” Allen said. “You will have about 62 percent of your energy needs supplied by this array. That is the estimate with the type of system that was put in. Over 25 to 30 years, the projection is that you will save a little over $100,000 on your electric bills.”

A plaque was presented to the Tedrick Group recognizing them for being the first commercial system array in the city, along with the date the system was energized.

Written by Josh Jones, Sentinel News Staff and published in the February 28, 2019 edition of the Mt. Vernon Sentinel

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The Tedrick Group Celebrates Lisa Champlin and her 20 Years of Service

The Tedrick Group office was closed October 1st from 12:00PM to 1:30PM in order to honor Lisa Kay Champlin and her 20 year anniversary with the Tedrick Group with a staff luncheon. Congratulations and Thank You to Lisa for her long time of service!

The Tedrick Group Celebrates Cheryl Kwiatkowski and her 20 Years of Service

The Tedrick Group office was closed February 28 from 11:30AM to 1:30PM in order to honor Cheryl Kwiatkowski and her 20 year anniversary with the Tedrick Group with a staff luncheon. Congratulations and Thank You to Cheryl for her long time service!

$7.01 Million: Average Cost to Resolve a Data Breach

Data breaches are not only becoming more prevalent among companies located in the U.S., recovering from them is also becoming more expensive.

According to the 11th annual benchmark study conducted by the Ponemon Institute, the average total cost to resolve a data breach increased by 7 percent since the previous study conducted in 2013, to a staggering $7.01 million. The average cost for each lost or stolen record containing sensitive information increased by 2 percent, from $217 to $221 per record.

The 2016 study, released in June, examined costs incurred by 64 U.S. companies in 16 industry sectors. Data breaches involving more than 100,000 compromised records were not included in the results as the institute found that the types of breaches incurred by most organizations averaged 29,611 compromised records.

The report provides information regarding trends gleaned from research as well as findings on factors that generate higher costs and those factors that reduce the costs of data breaches. Over the years, results from the Ponemon studies have revealed these trends:

The cost of a data breach has not fluctuated significantly, suggesting that the cost should be incorporated by businesses in data protection strategies.
The biggest financial consequence of a data breach is lost business which, not surprisingly, is greater in certain industries such as the financial, health, technology, life sciences and service industries. Organizations need to include in any plan steps to keep or retain customer trust.
Most data breaches continue to be caused by criminal and malicious attacks which take the most time to detect and contain, and therefore have the highest cost per record.
The costs of data breaches are higher for entities in regulated industries, such as healthcare and financial services, because of fines and higher than average loss of business.
Improvements in data governance programs often result in cost savings. These may include having incident response plans in place, appointing a CISO, implementing employee training and awareness programs, and having a business continuity management strategy in place. Investment in data loss prevention controls, encryption programs, endpoint security solutions and threat sharing reduced costs.

The three factors were found to increase data breach costs the most:

Third party errors
Extensive migration to the cloud
Rush to notify

Third party involvement resulted in the highest increase with a $20.30 increase in cost per record lost or stolen, with cloud migration coming in second with an increase of $15.40.

The lesson to learn is to carefully choose third party vendors and make sure that all vendor agreements require the vendor to maintain standards to mitigate risk, and requires the vendor to take responsibility in the event of a breach (or at the least provides for an equitable sharing of the risk and costs if a breach occurs). Many vendor agreements include provisions limiting the vendor’s liability, which if not modified to except out a data breach can leave the customer with all of the costs of the breach. Requiring vendors to carry appropriate insurance and, in certain circumstances, name the customer as an additional insured may help mitigate the risk.

The risks and costs of data breaches are not likely to lessen, so planning and taking steps to mitigate and deal with a data breach will need to be part of the strategy of most, if not all, businesses.

By: Lynn Wangerin http://www.ne16.com/t/175833/21878368/847986/0/1001710/
Source: The SKO Insider

Top 10 Causes of Distracted Driving—and What They All Have in Common

It’s no surprise that distracted driving is a major cause of car-related injuries and deaths. In fact, it’s estimated that roughly 25% of motor vehicle accident fatalities [3] are a result of distracted driving.

But what causes us to be distracted while driving in the first place? A Pennsylvania-based insurance company [4] examined data from the Fatality Analysis Reporting System, which surveys all American motor vehicle fatalities.

The results reveal the top ten causes of distracted driving, and make it clear that not all distractions are created equal.
1. Smoking related – 1%. Only one in a hundred accidents is related to lighting a cigarette, smoking or putting it out.
2. Moving objects – 1%. Moving objects in the car such as insects and pets can lead you to take your eyes off the road—and at least one source suggests [5] that it may be an underreported cause of distraction.
3. Using devices/controls to operate the vehicle – 1%. Surprisingly, adjusting things like mirrors or seatbelts plays a relatively minor role in distraction-related car accidents.
4. Adjusting audio or climate controls – 2%. Fiddling with the radio or adjusting the A/C for even a moment is a factor in a small number of traffic fatalities.
5. Eating or drinking – 2%. Every car has cupholders—and using them can be a definite source of distraction.
6. Using or reaching for a device brought into the car – 2%. We all know that using devices like cellphones can take our minds off the task of driving. But it turns out that even reaching for them can lead to a serious accident.
7. Other occupants – 5%. Other people in the car can place major demands on your attention when you’re driving, which can result in a collision.
8. Outside person, object or event – 7%. It turns out that looking at something or someone outside the car, like gawking at an accident or at people in other cars, is even more of a distraction than the person in the passenger seat.
9. Cellphone use – 12%. The second-leading cause of deaths due to distraction-related car accidents won’t be a surprise to anyone, as cellphones can distract us in a number of ways. But if they’re not the biggest cause then what is?
10. Generally distracted or “lost in thought” – 62%. By far the biggest cause of distracted driving fatalities is a driver’s mind wandering for long enough to lead to a collision—and someone’s death.

Though these 10 factors have a vastly different rate of occurrence, what’s interesting is they all have one thing in common. The one factor in every distracted driving accident is drivers paying attention to something other than driving. So what causes so many drivers to feel they can take their eyes and mind off the road?

There’s a simple but dangerous answer: complacency.

After you’ve been driving for a while you get comfortable and can forget just how dangerous it can be—because you’re complacent to the risks of driving. As a result, you’re more likely to feel like you can send a quick text or daydream without putting yourself in danger.

Compounding the problem are other states of mind like rushing, frustration and fatigue. These can further contribute to taking your eyes and mind off the task of driving and influence your decisions to do things when driving that increase your risk of a collision.

So what can you do about it? Check out this free guide on distracted driving [6] that examines why we’re so distracted when behind the wheel—and what we can do about it.

The guide collects the best research on distracted driving and provides an interesting new model for understanding distracted employees in the workplace. Discover an effective framework for improving focus and reducing distraction.

_{Source URL: http://safestart.com/news/top-10-causes-distracted-driving-and-what-they-all-have-common}

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COVID-19 Relief Package (the American Rescue Plan Act)