Important Updates Coming in 2022
February 25, 2022
Important Updates Coming in 2022

Here we spotlight some major HR updates every manager should be aware of including:


  • Mask-or-Vaccine Mandate Lifted on February 10, 2022
  • Hero Act Extended to March 17, 2022
  • NYSDOL Releases Proposed Regulations for Workplace Safety Committees Under the NYS HERO Act
  • NY Requires Notice of Electronic Monitoring, Effective May 7, 2022


Mask-or-Vaccine Mandate Lifted on February 10, 2022

On February 10, 2022, Governor Kathy Hochul lifted the statewide Mask-or Vaccine requirement for indoor businesses. Any county, city, or business can continue choose to require masks for entry.

Masking is still in effect in the following locations:


  • State-regulated health care settings
  • State-regulated adult care facilities and nursing homes
  • Correctional facilities
  • Schools and childcare centers
  • Homeless shelters
  • Domestic violence shelters
  • Buses and bus stations, trains and train stations, subways and subway stations, planes and airports


Hero Act Extended to March 17, 2022

The New York State Commissioner of Health made the decision on February 15, 2022, to extend the HERO Act until March 17. COVID-19 is still designated as “a highly contagious communicable disease that presents a serious risk of harm to the public health in New York State.”


The designation will be reevaluated in March to determine if there needs to be an additional extension.

Employers should continue to keep the HERO Act posted in a prominent location. If changes need to be made to the Airborne Infectious Disease Exposure Prevention Plan, please contact your advisor at SimcoHR.


NYSDOL Releases Proposed Regulations for Workplace Safety Committees Under the NYS HERO Act

The HERO Act requires that employers with at least ten or more employees be allowed to establish and administer a workplace safety committee. The employee count is based on the number of a company’s employees currently working in NYS. New proposed regulations will provide additional rules for how to establish, operate, and select employees for participation in these committees.


The proposed regulations allow any employees who request to establish a committee must be allowed to do so, even if there are multiple company locations. The proposed regulations will clarify what “constitutes a worksite.” A “worksite” could be a single building or location, a group of buildings located in proximity to each other but not connected, separate buildings which are not connected or located near each other but are used by the employer “for the same purpose, and share the same staff or equipment.” Not included in the definition of a “worksite” are contiguous buildings that are owned by the same company, but have completely separate management, products, services, and workforces. Also not included are non-contiguous sites under the same parameters.


The committee must be made up of no less than two non-supervisory employees and no less than one employer representative. The ratio of non-supervisory employees must be two-thirds that of employer representatives, or 12 members, whichever is fewer. If a company has a collective bargaining agreement in place, “the bargaining agent may select employee members for the committee.” If there is no such agreement in place, employees are required to select the members and the employer is prohibited from getting involved.


The proposed regulations would allow the committees to establish rules and procedures consistent with the law, training members, and scheduling meetings. Employers are expected to respond to the committee timely, in writing, when safety concerns/violations, complaints, hazards, or health issues arise. Also, employers must respond to any policy or report requests from members, provide notice of any government agency visits where health and safety standards are being enforced, and appointing a non-supervisory employee, officer, employer, or other representative to be an employer representative committee co-chair.


Please watch for any changes in these proposed regulations in 2022.


NY Requires Notice of Electronic Monitoring, Effective May 7, 2022

Beginning May 7, 2022, all private employers regardless of size, are required to notify all employees, including new hires, that they are subject to electronic monitoring (email, telephone calls, and internet use). Employees are required to sign a written acknowledgment, either in electronic form or in writing before any monitoring can begin.


This statute excludes surveillance methods that may have been used in the past, such as video surveillance or location tracking, and stored email or voicemail. It also explicitly excludes “electronic monitoring conducted solely for computer system maintenance and/or protection.”


All employers who have implemented a “Bring-Your-Own-Device” policy have to provide notice to their employees who are currently using their own device to send and receive email through a “corporate e-mail server or to access the internet through the employer’s internet connection.”


This notice must also be posted prominently throughout the workplace, preferably where all legal notices can be found and must contain the following information: “any and all telephone conversations or transmissions, electronic mail or transmissions, or internet access or usage by an employee by any electronic device or system, including but not limited to the use of a computer, telephone, wire, radio or electromagnetic, photoelectronic or photo-optical systems may be subject to monitoring at any and all times and by any lawful means.”


Failure to notify employees could result in fines and penalties to the employer.  For those companies that currently have an employee handbook with Simco, this information will be added as part of a legal update.


Sources:

https://www.littler.com/publication-press/publication/turn-lights-new-york-mandates-transparency-electronic-monitoring

https://www.dwt.com/blogs/employment-labor-and-benefits/2022/01/nysdol-hero-act-safety-committee-proposed-rules

https://ogletree.com/insights/new-york-hero-act-workplace-safety-committees-proposed-regulations/

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The Employer's Guide to 2026 Minimum Wage Updates

November 5, 2025
As we move into 2026, employers across many states and localities are preparing for significant minimum wage increases. Nearly 20 states and more than 40 local jurisdictions will raise their wage thresholds effective January 1, 2026. This poses important planning, budgeting, and compliance considerations, especially for mid-sized employers like those that partner with Simco, where payroll, HR, benefits and advisory services intersect. Below we’ve summarized key state and local minimum wage updates and outlined the steps you should take now to stay ahead of the changes and mitigate risk. State-Level Minimum Wage Increases (January 1, 2026) The table below highlights selected state increases scheduled for January 1, 2026.

The Benefits of Outsourcing HR: Save Time, Cut Costs, and Boost Engagement

October 24, 2025
When HR Is Overloaded, Your Business Feels It For many small to mid-sized businesses, HR is one of the most critical (and most overextended) functions. From payroll and benefits to onboarding and compliance reporting, administrative tasks can quickly consume your team’s time, leaving little room for strategic work that actually moves the business forward. Sound familiar? You’re not alone. A recent survey from Champions of Change: isolved’s Fourth-Annual HR Leaders’ Research Study found that 51% of HR leaders spend four or more hours a day answering repetitive questions. This time could be better spent on employee engagement, culture, and growth initiatives. When HR teams are pulled in too many directions, the consequences ripple across the entire organization, resulting in missed deadlines, frustrated staff, compliance risks, and ultimately, higher turnover. Why HR Leaders Consider Outsourcing Outsourcing HR isn’t just for businesses without dedicated HR teams. In fact, a survey of 1,000 HR decision-makers found that 76% could benefit from outsourcing certain tasks, even though only 54% currently have plans to do so. HR outsourcing allows organizations to offload both core and strategic tasks, including payroll, benefits administration, recruitment, onboarding, compliance support, performance management, employee relations, and workforce analytics, without adding headcount. This augmentation provides a multiplier effect: a small HR team can function like a much larger one, accomplishing more in less time. By leveraging experienced HR professionals through outsourcing, organizations can free up internal HR teams to focus on initiatives that directly impact business growth, such as talent development, employee engagement, and culture-building. Routine administrative tasks, when handled externally, no longer distract from these high-value priorities. The True Cost of Administrative Overload Overburdened HR teams don’t just affect your internal operations; they impact your employees’ experience. Inconsistent onboarding can create a rocky first impression for new hires. Delayed payroll or benefits questions lead to frustration and decreased trust. Compliance oversights expose your business to fines and legal risk. Even small inefficiencies add up. According to the National Association of Professional Employer Organizations (NAPEO), organizations that leverage an outsourced HR model achieve an average ROI of 27.2% per year, saving around $1,775 per employee while paying $1,395 per employee for outsourced services. That’s not just cost savings, it’s a reinvestment in your team and your business. The Power of Strategic HR Outsourcing Outsourcing doesn’t mean giving up control or handing HR off to a faceless provider. Done strategically, it’s about extending your team. Administrative tasks like payroll, benefits, onboarding, and reporting can be handled efficiently by experts, while HR teams gain confidence that compliance requirements are being met. Most importantly, it frees internal HR to pivot from reactive, day-to-day tasks toward engagement, culture-building, and retention strategies. Outsourced HR support can scale with your business, providing additional expertise during busy periods, leaves of absence, or rapid growth phases. The impact is clear. Teams feel supported, employees feel heard, and the organization operates smarter, not harder. With the right outsourcing partner, a small HR team can act like a team of 10, and a team of five can perform like a team of 25, all while maintaining compliance and efficiency. Retention Starts With the Right Employee Experience When administrative burdens are reduced, HR teams can focus on creating meaningful experiences for employees. Transparent processes around pay, benefits, and policies build trust. Faster, more organized onboarding leaves a strong first impression. Access to modern self-service HCM tools empowers employees to manage their own information, reducing repetitive questions and improving engagement. By leveraging experienced HR professionals to handle gaps in internal processes, organizations can enhance overall employee satisfaction, ensuring every interaction, from onboarding to open enrollment, feels seamless and supportive. A Smarter Approach to HR Means a Stronger Business Across industries, companies are recognizing that HR outsourcing is no longer a luxury. It’s a strategic advantage. Organizations that adopt a blended model of technology and advisory support report measurable reductions in administrative workload, cost savings compared to maintaining fully in-house HR teams, and improved engagement for employees. Strategic HR outsourcing allows internal teams to shift from transactional tasks to big-picture initiatives, creating a more resilient, efficient, and high-performing workforce. At the end of the day, HR isn’t just a function; it’s the backbone of your organization. When it’s overextended, the entire business suffers. But with the right support, HR teams can focus on meaningful initiatives, employees feel more valued, and the business benefits from measurable ROI. Strategic HR outsourcing isn’t about replacing your team, it’s about empowering it. Your people, your culture, and your bottom line all benefit. Curious how Simco's HR Advisory services can help your business? Let's talk today.

Your Medicare Plan Is Discontinued: What’s Next?

October 14, 2025
If you recently received notice that your Medicare plan, or Medicare Advantage plan, is being discontinued, you’re not alone. Across the country (and right here in New York), insurers are scaling back or exiting less profitable markets ( Kiplinger ). While this can feel stressful, there are steps you can take to make sure your coverage doesn’t lapse and to find a better plan for your health and budget. Why Are Plans Being Discontinued? A mix of financial pressure, federal reimbursement changes, and rising health costs is driving insurers to reduce their Medicare Advantage footprints: Some major insurers are cutting back or exiting entire counties. For example, UnitedHealth announced it will discontinue its Medicare Advantage presence in 109 U.S. counties in 2026, according to Reuters . Local carriers in New York are also making changes: MVP is dropping several plans, and CDPHP is eliminating certain drug-coverage options, the Times Union explains . These shifts are happening alongside tighter government funding and increased regulatory strain. Because insurers must absorb the extra cost of covering benefits while meeting regulatory caps (for example, on prescription drug out-of-pocket limits), some plans become financially unsustainable and are discontinued ( the Kaiser Family Foundation ). Steps to Take if Your Plan Is Discontinued Here’s how to act so you don’t lose coverage: 1. Review the notice you received carefully Your insurer is required to send you a non-renewal or discontinuance notice. It often includes deadlines, whether you can enroll through a Special Enrollment Period (SEP), and what options you have. 2. Note the relevant enrollment period The Annual Enrollment Period (AEP) runs October 15 to December 7, 2025 , during which you can switch Medicare Advantage or Part D plans. If your plan was discontinued, some notices allow you to select a new plan until December 31 without penalty. In limited cases, you may qualify for a Special Enrollment Period (SEP) following the discontinuation. 3. Research your options early Don’t wait until the last minute. Compare plans available in your area. Key things to look at: Provider networks: Will your doctors still be covered? Drug formularies: Does the plan cover your medications and at what cost? Premiums, deductibles, and out-of-pocket max: These can vary significantly. Benefit trade-offs: Some plans reduce supplemental benefits (vision, dental, wellness perks) when trying to maintain financial viability. 4. Enroll in the new plan Submit your enrollment by the relevant deadline (typically December 7 for the Annual Enrollment Period (AEP). However, If your plan was discontinued, you may have until December 31 to choose a new one without penalty). Make sure the new plan starts January 1 to avoid coverage gaps. 5. If your plan wasn’t discontinued, still review Even if your current plan remains active, benefits, networks, and costs often change each year. It’s wise to compare alternatives anyway, especially after insurer shake-ups. Why Timing & Support Matter Delays cost you: Failing to enroll by deadlines could mean losing drug coverage or being locked into a less ideal plan. Support can ease the burden: Licensed agents can help you compare side-by-side, explain trade-offs, and guide you through enrollment. You deserve the best match: Everyone’s health and financial needs differ. Don’t settle for the first available option unless it truly fits. How Simco Can Help At Simco, we understand the stress of sudden plan changes. Our licensed insurance advisors are ready to: Help you interpret your discontinuance notice Compare plan options available in your area Assist with enrollment paperwork Explain benefit trade-offs and cost implications You don’t have to navigate this alone. Whether your Medicare Advantage plan was discontinued or you’re simply exploring your options, our team is here to support you. Contact us today to schedule a 1-on-1 consultation, and let us help you find the plan that keeps you covered and confident in 2026 and beyond.

Have a question? Get in touch.