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Lizz Morse

Agricultural Workers

COVID’s Impact on Agricultural Workers

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Agriculture has long served civilizations with food and supplies to sustain life. Like most industries, agriculture endured a significant impact. As it heavily relies on migrant farm workers, employers subsequently rely on H2As. An H-2a is a temporary work visa for foreign-born agriculture workers in the United States. About 20% of U.S. farm workers are H2A workers.[1]

On April 20, 2020, the Department of Homeland Security and the U.S. Citizenship and Immigration Services released a temporary final rule regarding the H2A visa, effective through August 18, 2020. The temporary final rule states that:

  • H-2A employers who have obtained temporary labor certifications and requested an extension of stay H-2A petitions are able to begin work immediately after the extension of stay petition is received by USCIS.
  • H-2A workers are temporarily allowed to stay in the United States past the three-year maximum allowable period of stay.

Other COVID impacts to the agriculture industry include market and farm prices, supply chain lulls and shortages, farmers’ health and workforce, and worker safety and personal protective equipment.

One consideration many people might overlook is the ripple effect lulls to the travel and hospitality industries has had on agriculture. Extreme weather conditions (i.e., hurricanes, tropical storms), trade wars, and decrease demands from food services has significantly impacted the agriculture industry as well. Even driving less has impacted the agriculture industry as the demand for ethanol has dropped.

H-2A employees are protected under federal and state labor laws, experienced agricultural workers who have been in the industry for many years, and dependable. Managing H-2A employees’ unique demands can be a complex task that not all businesses are equipped for, which is where partnering with a trusted PEO can work to your advantage.

Harbor America has served the agriculture industry as an H-2A expert for the past 12 years. We offer payroll, benefits, workers’ compensation, and human resource services to ensure reliable, effective employee management for our agricultural clients’ unique needs. Contact Harbor America to speak with an H-2A specialist and learn how our technology and customer service can support your business in these unprecedented times.

Source: Food and Agriculture Organization of the United Nations

[1] Farm Bureau®

Female factory worker taking worksite safety seriously as she wears her hardhat, goggles and mask

Safety and Risk Management Best Practices

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As a business owner, employee and worksite safety is oftentimes a top priority. Business risk and safety is evaluated differently depending on business operational factors, such as business size, employee exposure to different hazards, external versus internal risks, and much more. So what do risk management and workers’ compensation analysts look for in their risk assessments and what are some best practices for businesses?

Preventable Risks (Internal)

Preventable risks, also referred to as internal risks, refer to risks pertaining to employee performance, procedural faults, and poor infrastructure. Internal risks are typically preventable as they involve controllable processes, business decisions, and compliance matters.

An example of an internal risk is job task analysis. Different tasks expose employees to varying degrees of risk. For example, a manufacturing employee might experience exposure to loud noises, hazardous substances, higher risk of a falling object or machine-related injury, whereas an office worker may pose a higher risk for a trip and fall, chronic back pains, eye strain, or things from repetitive movements. A risk analyst conducting a job task analysis for an office-bound role might assess ergonomic keyboards and mice, desk height, desk chair adjustments and comfort, and quality of screen (i.e., level of brightness that could contribute to eye strain). Risk analysts typically provide business policies and implement procedures to ensure workplace safety guidelines and best practices.

Another internal risk could be worksite safety analysis. A risk analyst conducting a worksite assessment will consider all pertinent environmental and physical factors that may pose risk(s) to employees, such as removing or relocating a cord on the floor as it creates a tripping hazard.

External Risks

External risks involve events that are usually outside of a business’s control, such as economic trends, government compliance changes, and market demands. External risks rely heavily on data-driven research and results and evaluations are based on potential risk categories.

An example of an external risk would be the COVID-19 pandemic. While businesses could not necessarily foresee such a significant impact COVID-19 has had but conducting an external risk for a crisis such as a global health pandemic could have better-prepared businesses for said experience. Developing a business continuity plan,

Employee and Worksite Safety Best Practices

  • Begin at top of business funnel. First and foremost, in effectuating any sort of organizational change especially changes involving risk management, it is imperative to involve the stakeholders in each stage of the process. Second, fostering a healthy risk culture is typically lead by management and board of directors. Leading by example from the top down can assist in creating awareness, expectations, and a balanced perspective companywide.
  • Establish clear, consistent communications. Anything involving risks and implementing changes to address such risks requires clear communication to all levels of the company. All risks that are identified, evaluated, and resolved should be communicated to the entire organization.
  • Develop simple, straightforward policies. Remove the technical jargon and develop clear policies your employees understand. Address any questions, concerns, or feedback your employees may have to ensure any and all risk mitigation efforts are effective.
  • Monitor organizational risks regularly. Continuously evaluating risk management is part of the process. Monitor what works and what doesn’t. As businesses oftentimes shift, whether they downsize due to COVID-19, transition to remote work environments, or are able to bring on more employees, it is pertinent for employers to evaluate various risks employees may face.

If you’re looking for safety and risk management solutions, Harbor America is your partner PEO. Harbor America’s workers’ compensation and risk management team offers accident prevention strategies, compliance resources, online training manuals, claims management, and customized safety plans. Don’t strive to be an expert, contact Harbor America!




Harvard Business Review

Kirkpatrick Price

Commuter Safety Tips

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While COVID-19 has forced some businesses and positions to transition to remote workplaces, many people are still required to endure a daily commute to their worksite. In 2017, most commuters traveled by car, truck, or van, followed by public transportation.[1] Due to COVID-19, commuters are recommended to avoid public transportation if possible, as being in a confined space with numerous people can increase exposure and spread of the virus. So what are some alternatives for commuters and how can employers assist their employees find safer ways to commute?

Post-COVID Commuter Safety Tips

If public transportation is the only reasonable way to commute to work, individuals should practice:

  • Carrying hand sanitizer and/or hand wipes
  • Wearing a face mask
  • Avoid touching anything on the public transport vehicle

Employers may assist by providing hand sanitizer stations, face masks, and other helpful sanitizing products to ensure their employees are adequately equipped for their commute. Another way to help commuting employees is to provide some financial assistance, such as public transport passes or qualified parking. Additionally, flexible scheduling may help commuters avoid peak times or take less busy routes to reduce high-volume travel times.

Carpooling with co-workers not living together should be discouraged. For those who use rideshare services, employers should encourage employees to ask drivers about cleaning procedures and practice physical distancing where applicable and good hygiene (i.e., washing hands, using hand sanitizer or wipes, and avoid touching eyes, nose, mouth, and frequently touched surfaces).

Employees who live close to the workplace may opt to walk or bicycle to the office as an alternative. Employers should consider accommodations for these employees, as well as how these means of transportation might change due to local climate or geographical factors.

Developing a Commuter Assistance Program

A great option for employers is to develop a commuter assistance program. Some benefits of a commuter assistance program include:

  • Benefit for recruiting employees who may be wary of commuting costs
  • Can increase employee morale
  • Qualified transportation benefits are not taxed so employees can utilize pre-tax income to pay for commuter benefits
  • Usually a low cost to the employer
  • Easy for employees to use
  • Great for employers in large metropolitan areas where public transportation and parking fees may be expensive or smaller areas where longer commutes may be more common

Steps to Develop a Commuter Assistance Program

  1. Explore available commuter benefit options, such as budget and plan design.
  2. Survey your employees to identify preferred transportation and budget for commuting.
  3. Once you have solidified an appropriate commuter solution for your employees, promote the benefit to your employees.
  4. Enroll employees who elect to participate and set up payroll deductions, if required.
  5. Order appropriate vouchers or passes for employees and distribute accordingly.

While the commuter assistance program offers an abundance of benefits, employers should also consider:

  • Effective since 2018, employers may no longer deduct taxes for qualified transportation benefits.
  • If outsourcing the program through a third-party provider, there may be additional oversight requirements to ensure proper interaction with your employees.
  • It is the employer’s obligation to maintain compliance with tax regulations, such as statutory limits, plan design, and eligibility to sponsor and participate.

For more information on Commuter Assistance Programs, visit IRS Publication 15-B, Employer’s Tax Guide to Fringe Benefits or contact Harbor America. Our employee benefits specialists can provide you great alternatives to boost employee engagement and morale.



HR Insights: Commuting Post-Coronavirus

Benefits Insights: Commuter Assistance Programs


[1] Statista

Technician wearing protective mask and hardhat checking his mobile device for an alert

Workplace Safety and Security: Unemployment Scams

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COVID-19 has unfortunately presented employment concerns worldwide. While some businesses were able to shift to remote workplaces, many were facing layoffs, furloughs, and terminating employees. Like most cybercriminals and scammers, unfortunate circumstances often lead to opportunities to prey on vulnerable populations. As a result, there have been many unemployment scams surfacing.

Here are some tips on how to avoid and address unemployment scams.

Understanding how scams occur. Unemployment scams typically happen in one of two ways: (1) fraudulent unemployment benefit claims, or (2) phishing. Fraudulent unemployment benefits claims are made using personal information of an employee, which can lead to a scammer receiving the employee’s unemployment benefits. Phishing is an email used to obtain personal information to claim fraudulent unemployment benefits, change bank information on unemployment claims, or steal additional personal information for other use.

Identifying and addressing scams promptly. Standardized forms for messaging and initial fraud alerts are usually available through government agencies and state representatives. In addressing a scam that has potentially impacted your employees, it is imperative to alert your employees as soon as possible. Remind them to take precautions in opening emails and distributing personal information. To safeguard employees’ personal information and further prevent the scam, provide them direction on who to contact if they believe they are involved or being targeted for a scam (i.e., IT, government agency, internal HR). Next, be sure to report the scam to your state unemployment agency. After the initial scam has been addressed, be sure to follow up with additional training, review of resources, and ensuring best practices are being implemented.

Preventing scams. The first, and highest recommended, step is to educate employees on identifying scam attempts. Building awareness and training on identifying scam attempts can help prevent scams from occurring. Employers should provide training on identifying not only potential scams, but also best practices for cybersecurity, reporting the scam to proper parties, and addressing any repercussions from such breaches (i.e., identity theft or fraud).

Some quick tips for identifying potential scams include:

Hovering over and reviewing links. This allows users to see the link without clicking and risking exposure to a potentially fraudulent site.

Recognizing state workforce agencies’ accounts. Government agencies do not direct users to external sites and only require email addresses in creating an account. Being able to identify a real government agency correspondence from a scammer is integral to preventing scams.

Not logging into accounts through emailed links. Oftentimes scammers will request personal logins through Google, Microsoft, and similar accounts. Many users will likely not look twice and enter personal information and passwords, which end up in the hands of scammers. Educate employees on reviewing emails more carefully to ensure it is a legitimate email from the reputable entity.

As an employer, the last thing you want is for your employees to face yet another hardship with an unemployment scam. If you need assistance in cybersecurity best practices or risk management, please contact Harbor America. Our safety and risk management specialists can provide online training manuals and claims management services to help protect your employees.



HR Insights: Unemployment Scams

Young entrepreneur working from home selling his products online.

Supporting Entrepreneurship in a Global Pandemic

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History has shown the incredible part crises play in developing our communities. For example, health crises evolve healthcare structures, wars propel technology revolutions, and financial crises assist industry-specific companies. The Coronavirus (COVID-19) pandemic is no different.

If we have learned anything from the current COVID-19 situation, it is the swift adaptability and resilience businesses across the world have had to endure. In doing so, entrepreneurship has seen an uptick as a result. Whether businesses have permanently closed their doors or employees have been laid off or terminated, the opportunity to build something new from the ground up has been trending post-COVID-19.

Impact of COVID-19

Industries were impacted differently by the effects of COVID-19. For example, nonessential businesses like movie theaters, restaurants, and tourism services have ceased. Other industries, such as manufacturing and services (i.e., car washing) have slowed. These business hardships are likely due to decrease in consumer demands, inability to visit business, and/or lack of funds for nonessential items.

The Future of Businesses

While some industries have suffered minimal impacts to permanent closures, other industries are making the most of the crisis by adapting their goods and services to the consumer demands. For example, fashion businesses like Zara and H&M produced protective gear, such as face masks, gowns, and other supplies for hospitals. Distilleries have produced hand sanitizers. Healthcare companies and automotive suppliers have diligently increased production and supplies to deliver life-saving medical devices to assist hospitals with shortages.

Looking to the future, businesses can recognize two important lessons from crises:

  1. Crises highlight opportunities for businesses to improve. In the face of a crisis, business leaders are forced to utilize creative problem-solving methods and rediscover their entrepreneurism. Some business leaders will pursue innovation, such as the industries utilizing already-existing goods and services that may be repurposed to serve the local communities. Others may look to new technology or innovative business solutions to interface with their traditional business model foundation to adapt to the crisis at hand.
  2. Crises oftentimes reshape a brand – for better or for worse is solely dependent on the business. Reputations can be strengthened – or lost – in a crisis. Companies that showcase innovation, supporting the local communities, and work in the best interest of their employees and consumers will likely strengthen their reputation and experience a more positive reaction once normalcy is re-established again. Other companies may mishandle employees or customers when faced with crisis. This oftentimes leads to opportunities for competitors to gain business and lead to a more negative response post-crisis.

A PEO like Harbor America can provide integral resources and services not available or limited with your current business operations, such as COVID-19 Resources. Partnering with a PEO can better position your business in time of crisis. Contact Harbor America today to see how we can prepare you for continued success during future crises.



The Coronavirus Crisis: A Catalyst for Entrepreneurship

Group of diverse factory workers all wearing protective mask to protect against the spread of COVID-19.

Best Practices for Workplace Safety in Blue Collar Industries

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The Coronavirus (COVID-19) has instilled global fear, especially in the workplace. For those working office jobs, it can be daunting to be in close quarters with others. But how has COVID-19 impacted workers in manual labor industries, such as trucking, warehouse, agriculture, manufacturing, and construction?

While they may not be frontline workers, their work is integral to other industries’ operations. For example, manufacturers might make boxes for supplies, such as food and medicine. Other manufacturers create parts for aircraft carriers and submarines. Construction workers might work on roads or new buildings that help the economy flourish. Agriculture workers provide food supplies. Implementing safe work environment policies and procedures can enhance the defense against COVID-19 in the workplace.

Here are a few best practices for workplace safety.

Stagger start times to reduce contact. Modifying start times to reduce contact with other employees can assist in decreasing exposure. Have employees wait in their vehicles before a shift instead of congesting the time clock area. Remaining at a specific workstation unless needed elsewhere can also reduce traffic through the workplace.

Practice personal hygiene. It might seem like stating the obvious but practicing proper handwashing and other healthy hygienic routines can help prevent the spread of illness in the workplace. Some employees may change clothes or shower, if the option is available, before leaving the workplace to decrease the chances of bringing any exposure risk to their homes.

Utilizing and proper handling of personal protective equipment (PPE). Wearing a mask is one of the best ways to reduce the spread of illness. Ensuring the mask is worn properly also increases the chances of not spreading illness. Wiping down equipment after each use and implementing regular cleaning of PPE (i.e., washing cloth face masks) will aid in decreasing the exposure of illness.

Incorporating formal company policies regarding these best practices can assist in enforcing them in the workplace. If you don’t have these policies and procedures already in place or would like to have an HR professional review your employee handbook for improvements, please contact Harbor America. Our safety and risk management team can also evaluate and mitigate workplace risks, as well as provide resources and support for implementing solutions for your business. Whatever you may need, Harbor America is your select PEO partner in developing a safer work environment.



How COVID-19 Showed America’s Dependence on Blue-Collar Workers

Creating a Culturally Competent and Inclusive Workplace

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Effectively developing and incorporating diversity and inclusion in the workplace has been a long-standing challenge businesses face. The greatest obstacle has been obtaining business tools and initiatives to combat biases and promoting respect, appreciation, and recognition of employees. While companies have made great strides, such as incorporating meditation or prayer rooms, nursing rooms for new mothers, gender-neutral bathrooms, and celebrating all religious and cultural holidays, it also opens the door to feedback and gateways to improving existing policies and procedures.

Here are some tips for creating a culturally competent and inclusive workplace.

Fostering Meaningful Connections

The first step in becoming culturally competent and inclusive is understanding unconscious bias and group thinks. Unconscious bias is prejudice or judgment of a person or group based on an individual’s past experiences and background.[1] Groupthink is a group of individuals making irrational choices based on the ideation of conformity or inability to think for one’s self.[2] Unconscious bias and group thinks can cause strains on building meaningful connections between employees. Leaders should encourage and recognize different perspectives and highlight the positive experiences people of different backgrounds, faiths, and identities can bring to the organization.

Addressing Real-Time Recognition Practices

First and foremost, there should be a formal process for expressing gratitude to your employees. For example, creating a tracking system to mitigate unconscious bias. It can aid in promoting appreciation companywide, but also present data to leaders regarding which employees are being consistently recognized and which ones are not. Through measurement and analysis of such data, employers can hold themselves accountable for initiating changes in recognition practices if needed.

Another way to combat unconscious bias and overlooked employees is removing the hierarchy from performance reviews. Rather than looking to managers and higher-up leaders to provide recognition, encouraging peer-to-peer recognition can establish a positive workplace where all voices are heard and appreciated. This can also help deter unconscious bias and ensure all individuals feel included and promoted.

Ongoing Training, Education, and Resources

Sensitivity training is an integral component of creating a more inclusive workplace and establishing cultural competence. However, most businesses invest in a one-time training and expect cultural issues to dissolve. As society changes and adapts to different cultural atmospheres, it is imperative for business owners to shift with them. To do so, investing in ongoing training, education, and resources can ensure you and your staff stay up to date on the latest HR and cultural trends. It’s likely that the 2018 Starbucks incident in Philadelphia and George Floyd incident will not be the last of their kind to occur. Be proactive in problem solving and decision-making by researching and incorporating a variety of sensitivity trainings, education, and resources.

Harbor America, with its Vensure partners, recently hosted a series of webinars that focused on sensitivity in the workplace. Our third webinar, “Becoming Culturally Competent” discussed cultural issues in the workplace, best practices to address them, and ways to prevent it. To learn more about how Harbor America can guarantee your employee handbook is up to date and your company policies and procedures remain compliant, contact us today. We have industry-leading human resource management services and specialists who can assist with locating resources, recommending trainings, and provide excellent customer service support to guide you along the way.



How to Create a More Inclusive Workplace Culture


[1] Equity, Diversity, and Inclusion: Unconscious Bias

[2] Psychology Today: Groupthink

Benefits of Workers’ Compensation Insurance

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Did you know that while non-fatal workplace accidents are decreasing, fatal workplace accidents are increasing?[1] Workers’ compensation offers your business protection from work-related injury, illness, or death. Because workers’ compensation insurance is to protect businesses against workplace health and safety liability, it is imperative to find a workers’ compensation policy that best covers your business’s needs.

Here are some benefits that workers’ compensation insurance can provide your business:

  • Medical expenses. If an employee sustains a work-related illness or injury and needs medical attention, workers’ compensation insurance can cover the medical expenses for treatment. Medical expense coverage may include hospital visits, medical procedures, and prescriptions.
  • Lost wages. If an employee misses work due to illness or injury, workers’ compensation insurance can offer compensation to replace lost wages.
  • Disability and rehabilitation. More severe work-related illnesses or injuries may require an employee to seek recovery services. Workers’ compensation can help cover short-term disability and rehabilitation expenses.
  • Accident and life. If a work-related accident occurs that results in death, workers’ compensation insurance can offer benefits to the employee’s family members.
  • Compliance. While regulations vary from state to state, most businesses are legally required to have workers’ compensation insurance.
  • Liability. Workers’ compensation insurance can alleviate attorney fees, court costs, and settlements or judgments if your business is sued for negligence that resulted in a workplace injury or illness.

If you’re looking for a workers’ compensation policy that can be customized to your business needs and flexible payment plans, contact Harbor America. From pay-as-you-go workers’ compensation to full coverage and access to multiple carriers to no down payments and a team of dedicated workers’ compensation specialists, Harbor America is equipped with resources and diverse policies to assist businesses of all sizes to promote healthy and safe workplaces. Contact Harbor America for a free consultation today!


[1] Workplace Injury Statistics – 2019 Year-End Data for Workplace Accidents, Injuries, and Deaths

Smiling woman speaking with a counselor

Managing Mental Health Post-COVID-19

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As employees begin returning to work, employers may experience uptick in employee mental health and performance issues. The Coronavirus (COVID-19) has impacted individuals and families alike resulting in fear and uncertainty. To alleviate some of the effects COVID-19 has had on employees, employers should consider the processes and the “new normal” individuals are facing returning to work. Here are the top three considerations to manage mental health post-COVID-19.

Implementing Empathy

It might sound obvious but expressing empathy for the various situations your employees may be facing goes a long way. While the economic impact of COVID-19 has devastated many businesses, employers should consider open dialogues with employees to discuss performance issues rather than taking immediate action. Employers should consider modifying performance management evaluations upon re-opening business. This approach can alleviate some of the stressors employees face in returning to work.

Did you know that 60% of Americans reported daily stress and anxiety due to COVID-19?[1] Some tips to cope with COVID-19-related stress and anxiety, include:

  • Remain informed: Obtaining information and updates related to COVID-19 can help alleviate the fear of the unknown. However, while remaining informed can be beneficial, try not to obsess about situations outside of your control or excessive monitoring of the news.
  • Communicate with your boss: If any aspect of your workload or work environment is causing stress, it is important to communicate your concerns to your boss. Your leader should have resources and solutions to help reduce your stress and/or anxiety.
  • Connect with family and friends: While physical distancing is still commonplace, connecting with family and friends can oftentimes provide the comfort we seek. Talking through your stress and anxiety with a close family member or friend can provide some relief.
  • Seek professional help: There’s no shame in needing help from a licensed mental health professional. If you need it, mental health professionals are trained to assist and can provide helpful healthy coping techniques.

Creating Transparency

Just like in the early stages of crisis, communication is critical to business efficiencies and managing employee relations. Important communications should include acknowledgment of current employees’ efforts in all business developments, informing of any misinformation received via word of mouth, maintaining updates regarding latest news and concerns of the situation, and opening dialogues to employee suggestions and feedback. Employers should try to remain as transparent as possible to instill employees’ trust and address their questions and concerns in real time.

Re-acclimating Employees

When COVID-19 first hit the nation, many businesses experienced layoffs or furloughs. As businesses re-open and bring back these employees, employers should be mindful that the returning employees may need time to reacclimate to the workplace and workflow. Remote employees returning to the office may also need time to readjust, such as acclimating to commuting and workplace expectations. Re-opening slowly can provide a transition period for employees to return to their normal routines.

Flexible scheduling, employee assistance programs, and providing resources can benefit employees returning to work. If you’re not sure the best approach for your business, please contact Harbor America. Our HR representatives have vast experience, expertise, and resources to assist your business in re-opening and re-establishing best practices for the new normal of business operations.


[1] Gallup

A diverse collection of four professionals overseeing plans just offsite

Diversity and Inclusion in the Workplace

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Diversity and inclusion are oftentimes engrained in the hiring process but can lag incorporating into everyday workplace practices. Whether your business has existing diversity and inclusion provisions in the employee handbook, or you engage in team building activities, there are always ways to continuously build your company culture. While you may be proactive in your diversity efforts, you might lack inclusion. The best way to improve diversity and inclusion in the workplace is to evaluate your current workplace and identify areas that could be better.

Understanding the Difference

You can have diversity but lack inclusion, and vice versa. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.” So how can a business incorporate inclusion into the workplace?

Create a business strategy that incorporates top-to-bottom diversity and inclusion. Your strategy should include:

  • Compiling and analyzing demographic data.
  • Identifying areas of concern and business objectives.
  • Aligning strategy with business objectives and the structure to successfully achieve them.
  • Monitoring and modifying the strategy.

The Benefits of Diversity and Inclusion in the Workplace

As an employer, you may not need reasons to implement diversity and inclusion in the workplace as you already know they are business fundamentals. However, here are some interesting facts about the benefits of diversity and inclusion in the workplace[1] you may not know.

  • Diverse companies are 15%-35% likely to yield higher revenue.
  • Diverse senior boards experience increased earnings before interest and tax.
  • There is a strong, positive correlation between diversity and corporate innovation.
  • More than half of employees and job seekers deem diversity a priority in their workplace.
  • Diversity can significantly improve marketing objectives.
  • Up to 80% increase employer rating for employees who perceive organizational commitment to diversity and inclusion and feeling of inclusion.
  • Companies that rank in highest percentage of diversity observe higher sales revenue, increased clientele, and above average market share and profitability.

Incorporating diversity and inclusion into the workplace can be a daunting and tedious task that requires careful review to ensure compliance with EEOC standards. If you would like assistance in developing or revising your employee handbook, implementing training and education, and/or gain access to additional HR resources regarding diversity and inclusion in the workplace, please contact Harbor America. We value equal opportunity and compliance to ensure proper employee treatment and well-being are top of mind. Schedule a call with Harbor America about protecting your employees and improving your company culture with our customizable, full-service HR solutions.


[1] Understanding Diversity and Inclusion