The virus that causes COVID-19 is new, and what we know about it changes rapidly. The Centers for Disease Control and Prevention (CDC) has developed interim guidance for how health care providers, laboratories and public health staff should use antibody tests. These tests look for the presence of antibodies, which are proteins made in response to infections.
This article will provide an overview of using antibody tests for preventing the spread of COVID-19.
What are Antibodies?
Antibodies are detected in the blood of people who are tested after infection; they show the body’s efforts to fight off a specific infection.
Antibodies start developing within one to three weeks after infection. The CDC doesn’t currently have enough information yet to say whether someone will definitely be immune and protected from reinfection if they have antibodies to the virus that causes COVID-19.
COVID-19 Antibody Tests
In general, a positive antibody test is presumed to mean a person has been infected with SARS-CoV-2, the virus that causes COVID-19, at some point in the past. It does not mean they are currently infected.
Health care providers who use antibody tests must know how the different tests work and use caution when interpreting test results:
If someone tests positive for COVID-19 antibodies but does not really have those specific antibodies, the result is a false positive. Similarly, if someone tests negative for COVID-19 antibodies but does really have those specific antibodies, the result is a false negative.
The Food and Drug Administration (FDA) has authorized antibody tests for this virus that have been submitted for their review. But these tests are not 100% accurate, and some false positive results or false negative results may occur.
A higher percentage of positive results may be false positives when these tests are used in people who live or work in an area where very few people have had COVID-19.
Antibody Test Results
People who receive positive results on an antibody test but don’t have symptoms of COVID-19 or have not been around someone who may have COVID-19 are not likely to have a current infection. They can continue with normal activities, including work, but should still take steps to protect themselves and others.
People who receive positive results on an antibody test and who are currently or recently sick or have been around someone with COVID-19 should follow
According to the CDC guidance, employers and employees should do the following:
Until scientists get more data on whether antibodies protect against reinfection with this virus, everyone should continue to take steps to protect themselves and others, including staying at least 6 feet away from other people outside of their home (social distancing), even if they have had a positive antibody test.
People who wear personal protective equipment (PPE) at work should continue to wear PPE, even if they test positive for antibodies to the virus.
Employers and employees should adhere to the following rules in regard to antibody tests:
Antibody test results should not be used to determine if someone can return to work.
Antibody test results should not be used to group people together in settings such as schools, dormitories and correctional facilities.
Employers should reference federal, state and local guidance related to viral and antibody testing for COVID-19.
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In response to the COVID-19 pandemic, day cares and schools shut their doors. Months later, child care centers remain closed in many parts of the country, which means that parents are tasked with juggling caregiving and work responsibilities. In fact, according to a survey from Boston Consulting Group (BCG), 60% of U.S. parents report that they’ve had no outside help with child care during the pandemic. Employees’ caregiving responsibilities post-coronavirus are difficult to say the least.
Balancing work and caregiving responsibilities can be difficult and can contribute to decreased productivity, poor mental health and increased stress among employees. As a potential second wave of COVID-19 cases looms in the future, schools and day cares may remain closed in the fall and beyond. Parents are faced with the decision about in-person education, virtual learning or home schooling. While much attention is given to parents trying to balance their professional responsibilities—likely at home—with home-schooling and taking care of their children, there are also millions of people who are juggling remote work and elder care.
Employers across the country are implementing initiatives to help employees manage caregiving responsibilities during the pandemic.
The Importance of Supporting Employees’ Caregiving Responsibilities Post-coronavirus
During these uncertain times, employees are understandably experiencing significant stress—which can lead to lower productivity and morale, and increase their risk for health conditions, absenteeism and higher health care costs.
Regardless of whether your business is asking employees to physically return to the workplace or employees are working remotely from home, it’s important that you implement initiatives designed to help employees manage their caregiving responsibilities.
The FFCRA Impact on Employers
Employers should familiarize themselves with new leave requirements:
The Families First Coronavirus Response Act (FFCRA) provides employees with paid leave for reasons related to COVID-19.
The Emergency Family and Medical Leave Expansion Act requires employers to provide 12 weeks of leave to employees to care for a child whose school or care facility has closed.
The Emergency Paid Sick Leave Act requires employers to provide 80 hours of paid sick time to employees.
What Are Other Employers Doing?
According to the same BCG survey, the following initiatives were most commonly being offered to employees:
Work-from-home arrangements
Workplace flexibility
Paid or unpaid family leave
Employer-sponsored child care for essential workers
How employers are helping employees manage caregiving responsibilities during the pandemic varies—and there are considerations for employers to review to best support their base of employees.
Actions for Employers
Especially if faced with hardships as a result of the pandemic, flexible workplace policies can help organizations rebound quickly as soon as business improves. Consider the following general employment best practices:
Monitor compensation practices and performance appraisal systems for patterns of potential discrimination against caregivers. Ensure that performance appraisals are based on employees’ actual job performance and not on stereotypes about caregivers.
Review workplace policies that limit employee flexibility to ensure they are necessary for business operations. Examples of such policies include fixed hours of work and mandatory overtime.
Encourage employees to request flexible work arrangements that allow them to balance work and personal responsibilities. Arrangements may include flextime programs, compressed work weeks, telecommuting, part-time work and job sharing.
If overtime is required, make it as family-friendly as possible. Determine whether a voluntary, rather than mandatory, overtime system would meet the needs of the organization. If not, permit employees to schedule overtime in advance so they can arrange for caregiving responsibilities.
Reassign job duties that employees are unable to perform because of pregnancy or other caregiving responsibilities.
Provide reasonable personal or sick leave to allow employees to engage in caregiving even if not required to do so by the FMLA.
Post employee schedules as early as possible for positions that have changing work schedules. That’ll help employees arrange in advance for caregiving responsibilities.
Promote an inclusive workplace culture. Cultivate a professional work environment that recognizes and appreciates the contributions of all workers and demonstrates respect for employees’ personal lives.
Remember, not every initiative will be the right one for you and your company. Be sure to carefully evaluate the pros and cons of each initiative, and realistically assess whether it’s a feasible option.
Putting Employees First
Since burnout is the result of prolonged and chronic workplace stress, it’s important to know how to recognize the signs—both physical and non-physical—of workplace stress.
While it may not be possible to eliminate job stress altogether for your employees, you can help them by:
Encouraging employees to utilize their paid time off
Incorporating company-sponsored activities to give employees a reason to leave their desks and take a break
Training managers on how to keep employees engaged and motivated at work, and how to address burnout with employees
For More Information
Burnout is a serious syndrome that may be affecting your employees. As such, it’s important that you recognize the signs of burnout and take steps to prevent it at your workplace. As everyone is navigating the COVID-19 pandemic, that can start with recognizing and accommodating employees’ caregiving responsibilities.
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Flexible Drug and Alcohol Testing Rates During COVID-19 – FMSCA Notice
On July 6, 2020, the Federal Motor Carrier Safety Administration (FMCSA) issued a notice to assure motor carriers that they will be able to test drivers at a lower rate if they can prove that a deviation from current random testing rates was necessary because of the COVID-19 pandemic. By allowing flexible drug and alcohol testing rates, the FMSCA makes it easier during the pandemic.
The notice is significant because the FMCSA doubled the testing rate for controlled substances in 2020 to 50 percent. The FMCSA is issuing this notice because the agency is aware that the pandemic has created, and may continue to create, major disruptions in the motor carrier industry.
Random Testing Rates
The FMCSA requires employers to test a percentage of their driver positions each year at random.
The number of tests an employer conducts depends on the testing rate and the average number of driver positions for the employer.
2020 Rates
Drug Testing: 50 percent
Alcohol Testing: 10 percent
Flexible Enforcement
While COVID-19 disruptions persist, employers may select drivers at a rate of less than 50 percent of their average number of driver positions for controlled substances, and 10 percent for random alcohol testing during the 2020 calendar year. In addition, enforcement flexibility will also be given to the requirement of spreading random testing throughout 2020.
However, the FMCSA notice also warns that employers must comply with current random testing rate requirements if they are able to do so.
Conditions for Flexible Drug and Alcohol Testing Rates
To qualify for this flexible approach to testing rate requirements, carriers will need to document:
The specific reasons for noncompliance; and
Any actions the employer took to identify alternative testing sites or resources.
Employers that fail to document their inability to comply with testing rate obligations due to the COVID-19 pandemic may be subject to the full enforcement of this requirement.
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As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
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California Updates Employee Leave Requirements for Coronavirus
In response to the coronavirus (COVID-19) pandemic, states have passed new laws and issued new regulations and guidance about employee leave taken for COVID-19 reasons. These provisions are in addition to the federal Emergency Paid Sick Leave and Emergency Family and Medical Leave Expansion requirements passed on March 18 as part of the Families First Coronavirus Response Act (FFCRA). Employee leave requirements for Coronavirus in California are listed below.
In general, employee leave permitted under new state COVID-19 rules and guidance varies with respect to factors like the employers and employees covered by the leave, the length and purpose of the leave, whether the leave is compensated and at what rate, and whether the leave is provided under a new law or rule, or covered under an existing provision.
This Compliance Bulletin briefly describes new state employee leave provisions and guidance enacted or issued in response to the COVID-19 pandemic, along with links to government resources providing further information. Information about similar measures in select major cities is also included. The document will be updated with additional new employee leave rules in this rapidly changing compliance area.
California Employee Leave Requirements for Coronavirus
The California Labor Commissioner has issued FAQs on employee leave options, compensation and salary in the context of COVID-19. In addition, Governor Newsom issued an executive order requiring large employers to provide up to 80 hours of paid leave for food sector workers for certain COVID-19-related reasons. Covered workers include farm workers, grocery workers and food delivery workers, among others. The measure was intended to provide paid leave for employees not covered by FFCRA’s paid leave provisions. Click here for more information.
The following entries describe select local leave laws enacted in response to the COVID-19 emergency. Additional localities (such as San Mateo County and Santa Rosa) have passed similar measures. Employers should familiarize themselves with the leave laws that apply in their county, city or town.
Long Beach—Effective May 19, 2020, a Long Beach ordinance imposes a paid sick leave requirement on employers that have 500 or more employees nationally, and that are not required to provide FFCRA emergency paid sick leave. Under the ordinance, full-time employees are entitled to 80 hours of paid leave, and part-time employees are eligible for paid leave in an amount equal to their average number of work hours over a two-week period, for specified COVID-19-related reasons. As with the FFCRA, different rates of compensation apply, depending on the reason for leave. The ordinance also contains pay caps and employee and employer exceptions, such as for health care worker and emergency responder employees (as defined in the ordinance).
Los Angeles—Mayor Eric Garcetti has issued a public order, effective April 10, 2020, requiring up to 80 hours of supplemental paid sick leave for certain workers for specified COVID-19-related reasons. The order applies to private employers with 500 or more employees within the city of Los Angeles, or 2,000 or more employees within the United States. The order includes employer and employee exemptions, and pay caps apply. The city has issued rules to implement the order.
Los Angeles County—Under an urgency ordinance, employees in unincorporated areas of Los Angeles County are entitled to 80 hours of supplemental paid sick leave for specific COVID-19-related reasons, retroactive to March 31, 2020. Part-time employees receive paid sick leave equal to their average two weeks’ pay. Pay is capped at $511 per day and $5,110 total.
The ordinance applies to employers with 500 or more employees nationally, but employers covered by the FFCRA or the state order requiring paid leave for food sector employees are exempt. Employees who are emergency responders or health care providers, as defined in the ordinance, are not entitled to the leave.
Oakland—On May 12, 2020, Oakland passed a law requiring employers with 500 or more employees to provide their workers with emergency paid sick leave for specified COVID-19-related reasons, including employees at least 65 years old or at other risk of serious illness from COVID-19 exposure. The law took effect immediately upon passage. Full-time workers receive 80 hours of leave, while part-time workers are entitled to an amount of leave equal to their average work hours over a 14-day period, based on hours worked during the period Feb. 3 – March 4, 2020. Pay caps and exemptions, including for health care worker and emergency responder employees, apply.
Sacramento—Under a city ordinance effective June 30, 2020, employers must provide employees up to 80 hours of supplemental paid sick leave for specified COVID-19-related purposes. The ordinance applies only to employers that have 500 or more employees nationally and are exempt from FFCRA paid sick leave requirements. Exceptions apply for employees who are emergency responders or health care providers, and employers can use certain employee leave provided for COVID-19 purposes as a credit toward the leave required under the ordinance. As with FFCRA paid sick leave, compensation varies according to the reason for the leave, and daily and aggregate pay caps apply.
San Francisco—As of April 17, 2020, the San Francisco Public Health Emergency Leave Ordinance requires employers with 500 or more employees worldwide to provide their San Francisco employees with up to 80 hours of emergency paid sick leave for certain coronavirus-related purposes. Click here for FAQs from the city on the new law.
The city of San Francisco has also passed the Workers and Families First Program, providing $10 million to businesses with employees in San Francisco to provide five days of sick leave beyond employers’ existing policies. The additional sick leave is available only to employees who have exhausted their currently available sick leave, have exhausted or are not eligible for federal or state supplemental sick leave, and whose employer agrees to extend sick leave beyond current benefits. The city has released an employer guide on the program.
The city has also published guidance on San Francisco Paid Sick Leave and the coronavirus.
San Jose—San Jose has passed a paid sick leave ordinance, effective April 8 – Dec. 31, 2020, in response to the COVID-19 crisis. The ordinance is meant to fill the gaps left by the FFCRA, and it requires employers to provide eligible employees with up to 80 hours of paid sick leave for specified COVID-19 related reasons. The city has issued FAQs on the ordinance.
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We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business.
While the COVID-19 pandemic has forced many organizations to close their doors for an extended period, states across the country have implemented reopening measures, allowing various establishments to resume operations. However, as organizations open their doors once again, there are numerous health and safety concerns for faith-based organizations COVID-19 reopening.
Specifically, faith-based organizations face unique challenges in minimizing the risks of reopening. After all, the nature of these establishments can make it extremely difficult to uphold social distancing measures and keep high-touch surfaces clean—both of which contribute to the spread of COVID-19.
Review the following guidance to help keep your staff, volunteers and congregation safe as you resume in-person services and ensure a successful reopening. Keep in mind that this guidance is general—depending on the location of your establishment, you may need to account for additional state and local requirements or restrictions.
Staff and Volunteer Health and SafetyforFaith-based Organizations COVID-19 Reopening
Before you can allow your congregation back into your establishment, it’s crucial to implement organizational adjustments and procedures to ensure the health and safety of your staff and volunteers. Consider these measures:
Utilize routine meetings and emails to communicate with staff and volunteers about the steps being taken to prevent COVID-19 exposure within your organization.
Provide an adequate supply of paper towels, soap and hand sanitizer to allow staff and volunteers to maintain proper hand hygiene.
Offer tissues to ensure employees and volunteers follow proper cough and sneeze etiquette, as well as no-touch trash bins for tissue disposal.
Educate employees and volunteers on the common symptoms of COVID-19 (e.g., fever, cough and shortness of breath). Tell them to stay home if they have any symptoms.
Conduct a wellness check on employees and volunteers each day to ensure they are healthy and safe to enter the establishment. If they answer “yes” to either of these questions, send them home:
Have you or any person you’ve been in close contact with (e.g., family members) been diagnosed with COVID-19 in the past 14 days?
Have you experienced any cold- or flu-like symptoms (e.g., fever, chills, cough, sore throat, headache, stuffy or runny nose, vomiting or diarrhea) in the past 72 hours?
Provide employees and volunteers with adequate personal protective equipment (PPE). This includes masks or cloth face coverings, gloves and—if necessary—face shields.
Require employees and volunteers to wash their hands after entering the establishment, after touching their mask or face covering, after using the restroom and after leaving the establishment.
Train employees and volunteers on these topics:
How to safely put on, use, remove and store PPE
How to maintain proper hand hygiene and follow sneeze and cough etiquette
How to maintain social distancing guidelines
How to clean and disinfect surfaces and items properly
How to enforce health and safety requirements with members of the congregation
How to recognize areas or practices that increase the risk of COVID-19 exposure, as well as how to report these concerns
Implement proper signage throughout the establishment to remind staff and volunteers of proper health and safety practices.
Establish a process for reviewing employees’ and volunteers’ organizational health and safety concerns related to COVID-19 exposure and determining mitigation methods in a timely, effective manner.
Cleaning and Disinfection PracticesforFaith-based Organizations COVID-19 Reopening
Because your establishment possesses a wide range of surfaces that employees, volunteers and members of the congregation touch frequently, utilizing proper cleaning and disinfection measures is vital. Use these cleaning and disinfection best practices:
Maintain a stocked supply of cleaning and disinfection products. Be sure to purchase products that meet Environmental Protection Agency criteria for use against COVID-19. Further, review all product labels, safety data sheets and manufacturer specifications to ensure proper storage and use.
Designate specific staff to be responsible for maintaining proper cleaning and disinfection practices.
Keep in mind that, if surfaces or equipment are dirty, they should be cleaned with soap and water, or detergent prior to disinfection.
Utilize a well-documented system to track how often cleaning and disinfection take place. Increase cleaning and disinfection frequency for the entire establishment, paying special attention to high-risk areas and items—including common areas, seating arrangements (e.g., benches or pews), stage equipment and restrooms.
Consider the following changes to restrooms:
Allow for doors to multi-stall restrooms to be opened and closed without touching handles, if feasible. This could entail adding a foot pull or encouraging occupants to open and close the door handle with a paper towel rather than their bare hands.
In single-occupancy restrooms, use proper signage and materials (e.g., paper towels and trash cans) to encourage occupants not to touch handles. Restrict access to single-occupancy restrooms with a key to allow staff to monitor its use and disinfect it regularly.
Use signage to encourage occupants to close toilet lids before flushing and wash their hands before and after using the restroom.
Provide paper towels for drying hands and adequate trash bins. Prohibit the use of air dryers.
Install numerous hand-washing (or hand-sanitizing, if hand-washing is not possible) stations throughout your establishment. Specifically, make sure you have these stations located at the entrance and exit of the establishment. Implement signage encouraging employees, volunteers and members of the congregation to use these stations frequently.
Prevent staff or volunteers from sharing any organizational items or equipment. If employees must share any items or equipment, establish proper cleaning and disinfecting procedures before and after each use.
Ensure proper air ventilation throughout the establishment. Be sure to clean HVAC systems regularly.
Have employees and volunteers place their work clothing and cloth face coverings in a sealed plastic bag after each use, as if the materials are contaminated. Have these materials laundered by washing and drying on the highest temperature setting possible for the fabric. Ensure staff wear masks or face coverings when handling dirty laundry. If your establishment does not provide laundry services, provide employees and volunteers with instructions for safely washing and drying their materials at home.
Congregation Health and Safety
There are several factors that you must consider in order to promote proper health and safety standards for the members of your congregation. First, it’s important to reduce transmission risks. Follow these tips:
Consider conducting a wellness check on members of the congregation, similar to that of your employees and volunteers, to ensure they are healthy and safe to enter the establishment. If they answer “yes” to either of the following questions, do not let them enter the establishment:
Have you or any person you’ve been in close contact with (e.g., family members) been diagnosed with COVID-19 in the past 14 days?
Have you experienced any cold- or flu-like symptoms (e.g., fever, chills, cough, sore throat, headache, stuffy or runny nose, vomiting or diarrhea) in the past 72 hours?
Require all members of the congregation to wear a mask or face covering while inside the establishment. Consider storing disposable masks on-site in case a member forgets or loses their mask or face covering.
Reduce the maximum capacity within your establishment to allow for members to maintain social distancing guidelines. Be sure to use floor markings and signage to enforce social distancing. Keep in mind that, depending on the location of your organization, you may need to account for additional state and local restrictions regarding the number of people allowed in the establishment at a time. Be sure to comply with all applicable rules.
Designate staff responsible for ensuring members of the congregation park their vehicles in at least every other spot to maintain adequate distancing.
Consider offering services outdoors rather than indoors (if possible) to allow for adequate social distancing and better air ventilation. In addition, utilize streaming features or other online options to allow vulnerable members of the congregation (e.g., individuals who are elderly or immunocompromised) to watch services from home.
Limit physical contact between members from different households as much as possible. This might entail the following changes:
Restricting the number of people or families permitted to sit on each bench or in each pew
Prohibiting greetings that require physical touch (e.g., handshakes, hugs or kissing)
Temporarily discontinuing or altering any rituals or ceremonies that require physical touch (e.g., communion or baptisms)
Keep areas that offer food or beverages (e.g., coffee or donut stations) closed.
Temporarily discontinue the use of any unnecessary high-touch items within the establishment—such as water fountains, a common cup, writing utensils, religious readings or service flyers. Utilize contactless donation options (e.g., online donations or a donation drop box).
Consider altering any services, rituals or ceremonies that require members of the congregation to speak or sing for extended periods to limit the spread of respiratory droplets.
If your organization offers child care options or youth programs, only continue these services if your establishment is able to follow this guidance from the Centers for Disease Control and Prevention (CDC).
If your organization offers small group classes, consider holding classes outdoors or online. If you have these classes in person, enforce social distancing guidelines.
If your organization conducts ceremonies such as funerals or weddings, ensure that all ceremony procedures allow for adequate disinfection and social distancing practices. Make sure that the size of the ceremony is compliant with federal, state and local regulations.
Apart from these practices, it’s also crucial to communicate with members of the congregation via your website, email, social media and establishment signage on the steps your organization is taking to protect them and how they can do their part. Include the following information in your communications:
If you feel sick, stay home. If anyone in your household is sick, stay home as well.
Consider utilizing our online service options rather than attending in-person services—especially if you are elderly or immunocompromised.
Minimize contact with employees, volunteers and other members of the congregation as much as possible.
Wear a mask or face covering at all times within the establishment. Wash or sanitize your hands before and after leaving the establishment.
If you get the urge to sneeze or cough, cover your nose and mouth with a tissue. Wash your face and hands immediately afterward.
Keep in mind that some of our services and offerings have been temporarily discontinued. Be sure to plan accordingly.
Lastly, review your organizational practices and make any additional adjustments necessary to help limit the spread of COVID-19 and keep your staff, volunteers and congregation safe. Follow these measures:
Keep any areas that are unable to follow social distancing or proper sanitation guidelines closed.
Maintain adequate records of all members of the congregation—including names, contact information and visit dates—to be able to assist if contact tracing is needed. Do the same for employee and volunteer records.
Have a plan in place for adjusting operations in the event that an employee, volunteer or member of the congregation tests positive for COVID-19.
Ensure that all of your operations and reopening plans are compliant with CDC, federal, state and local guidelines, as well as industry best practices. Consider designating one or multiple employees to be responsible for ensuring compliance.
By following these precautions, your organization can provide in-person services to your congregation once again, while also keeping everyone as healthy and safe as possible. For additional reopening resources and the latest COVID-19 developments, contact us today.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
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Grief is a natural reaction to the loss of a loved one. The side effects are well-known, including intense sadness, depression and irritability—just to name a few. For grieving employees, it can be difficult for them to focus on anything other than their loss. In fact, the Grief Recovery Institute found that grieving workers cost employers between $75 billion and $100 billion annually through lost productivity and absenteeism. That’s not surprising, given that 85% of workers said grief affects their decision-making capabilities and productivity levels, according to the same report.
Why Grief Matters Right Now
Employee grief may seem low on the list of pressing workplace concerns amid the coronavirus pandemic, but ignoring this issue can actually hinder return-to-work efforts. That’s because nearly 57% of individuals are grieving the loss of someone within the past three years, according to a recent WebMD study. Following a swath of coronavirus-related deaths, this figure has likely expounded.
If the vast majority of grieving employees say it affects their workplace performance and over half of the population is currently grieving, it’s easy to see why employers can’t ignore this issue.
What Employers Can DoFor Grieving Employees
It’s important for employers to consider employee mental health—including grief—when developing their return-to-work strategies following the coronavirus pandemic. Even if an employer was fortunate enough to maintain operations during the nationwide closures, their employees may still be grieving.
Just like there are many ways to grieve, there are many ways employers can help their grieving employees. Here are a few examples:
Offering paid time off specifically for bereavement
Providing grief counseling in addition to time off
Partnering with vendors who specialize in managing grief or end-of-life planning
Expanding health and mental health benefits to include more grief support
Allowing grieving employees to work reduced hours
Employers should consider surveying employees to identify areas of improvement when it comes to how their workplace supports grief and other mental health issues.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business.
Contact us today 1-209-634-2929 for your comprehensive insurance quote!
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