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Pennsylvania Compliance Connection - December 2022

December 1, 2022

Federal Compliance Update

The Spread of RSV and the Workplace

Respiratory syncytial virus, also known as RSV, is a common respiratory virus that usually causes mild, cold-like symptoms. RSV is currently on the rise and spreading at higher levels in the 2022-23 respiratory virus season.

For many, the virus is recoverable within a week, but the infection can be serious for some. Infants and older adults are at the highest risk for RSV complications. People infected with RSV are usually contagious for three to eight days and may become contagious a day or two before they

show signs of illness. RSV spreads quickly through droplets when someone coughs or sneezes, and it can live on surfaces such as counters, doorknobs, hands, and clothing. While this virus spreads quickly through environments like schools and day care centers,

the spread of RSV—along with the common cold, influenza (flu) and COVID-19—can also significantly impact workplaces. Masking, social distancing and other COVID-19 pandemic measures are less common throughout the country; this means viral infections (such as flu and RSV), which were not as prevalent during the pandemic’s peak, will become increasingly more common among workers in onsite or hybrid workplaces.

Health experts recommend being up to date on vaccinations, including the flu and COVID-19 vaccines, to best protect from the surge of circulating viruses.

Additionally, consider the following tips to best prevent the spread of illnesses in the workplace:

  • Stay home from work if you’re not feeling well.
  • Don’t touch your eyes, nose, or mouth with your hands.
  • Cover your coughs and sneezes with a tissue or your upper shirt sleeve—not your hands.
  • Wash your hands often with soap and water for at least 20 seconds. Keep an alcohol-based hand sanitizer on your workspace or with you.
  • Disinfect your work surface frequently, including objects you often touch (e.g., keyboard, phone, and doorknobs).
  • Avoid close contact, such as shaking hands or sharing cups and eating utensils with others.

Since it may be difficult to determine which illness you have without being tested, stay home if you’re not feeling well and call your doctor. If you have questions about any workplace policies, talk to your manager.

Recession-proofing Strategies for Small Businesses and HR Teams

A recession is a prolonged and pervasive reduction in economic activity that can last for several months or years. Amid a recession, organizations of all sizes and sectors usually experience decreased sales and profits stemming from changing economic environments and consumer behaviors. While these behaviors can threaten the financial stability of any organization, large businesses are often better positioned to weather a recession because of their substantial revenues, excess reserves and expanded access to a wider range of credit markets. On the other hand, small businesses may be particularly vulnerable during an economic downturn, as they generally lack the additional capital necessary to offset extended periods of loss. As a result, when a recession occurs, small businesses are more likely to have to make difficult financial decisions to avoid issues such as insolvency or bankruptcy.

Although a recession can’t be prevented, HR teams’ strategies can greatly impact whether their organizations withstand such a downturn. Specifically, HR teams can ensure their organizations are sufficiently prepared for a recession by taking steps to limit related ramifications and maintain financial stability. To promote financial stability among their organizations during an economic downturn, HR teams should consider the following recession-proofing strategies:

  • Revisit compensation and benefits strategies. HR teams may need to rethink how their organizations will address attraction and retention struggles, while maximizing every dollar. Recession-proof organizations tend to develop their budgets with an eye toward the future, thus requiring HR teams to revisit compensation and benefits strategies.
  • Minimize the impact of layoffs. Layoffs can create risks and negatively impact business operations by decreasing productivity. HR teams may be able to minimize the need for layoffs by implementing a voluntary reduction in force, slowing hiring or freezing it entirely.
  • Stay transparent. The possibility of a recession can bring uncertainty, which could lead to employee retention and operational challenges. Creating a transparent workplace culture can help organizations limit recession-related ramifications and ease employee worries.
  • Prioritize employee engagement. Highly engaged employees can help limit recession-related labor challenges for organizations, as they’re more likely to accept negative work changes and remain loyal. By increasing engagement, HR teams can help maintain morale and productivity.
  • Manage health care costs. As budgets shrink during a recession, finding cost-effective solutions can allow organizations to maintain affordable employee benefits.

A recession can have serious impacts on small businesses. Fortunately, by properly preparing for an economic downturn, HR teams can help their organizations be better positioned to minimize financial hardships.

State Compliance Update

Ending the year on a positive note – nothing to report.

Compliance Calendar


1/31 – Form 940 Filing Deadline (2022) 1/31 – Form 941 Filing Deadline (Q4)

1/31 – Forms W2 and 1099-Misc Distribution Deadline 1/31 – Forms W2 and W3 Filing Deadline


2/1 – Deadline for Posting OSHA Form 300A

2/28 – Forms 1094-B, 1095-B, 1094-C, and 1095-C Filing Deadline (paper filers)


3/2 – Deadline to Distribute Forms 1095-B and 1095-C 3/2 – Deadline to Submit Form 300A Data to OSHA

3/2 – Medicare Part D Creditable Coverage Disclosure Deadline for Calendar Year Plans 3/31 – Forms 1094-B, 1095-B, 1094-C, and 1095-C Filing Deadline for Electronic Filers


Lighthouse HR Support (LHRS) provides practical human resource information and guidance based upon our knowledge and experience in the industry and with our clients. LHRS services are not intended to be a substitute for legal advice. LHRS services are designed to provide general information to human resources and/or business professionals regarding human resource concerns commonly encountered. Given the changing nature of federal, state and local legislation and the changing nature of court decisions, LHRS cannot and will not guarantee that the information is completely current or accurate. LHRS services do not include or constitute legal, business, international, regulatory, insurance, tax or financial advice. Use of our services, whether by phone, email or in person shall indicate your acceptance of this knowledge.

Written By:

Kelly Murphy

Kelly Murphy

Senior HR Business Partner

Kelly brings a wealth of knowledge with nearly 30 years of human resource experience. She provides expertise in various human resource categories, including employee relations, performance management, HR Form creation/review (employee handbooks, job descriptions, etc.), employee/management training, workplace investigations, etc. Her human resource certifications include PHR (Professional Human Resources) and SHRM-PC (Society for Human Resource Management Certified Professional). 

Kelly attended Colorado Mesa University and Waldorf University, where she earned a degree in Human Resource Management and Business Administration with Summa Cum Laude honors. She was named Western Colorado Human Resource Association Professional of the Year, 2013, and currently serves on the Board of Directors. She also is a member of the WCHRA Skills Development Committee, the WCCA Education Committee, and the Members/Events Committee. She serves as an Ambassador for both the Fruita and Palisade Chamber of Commerce.