Mental Health in the Workplace
December 22, 2021
Mental Health in the Workplace

People across the globe hoped that 2021 would bring an end to the Covid-19 pandemic. Not only did it not end, but we’re bracing as the omicron variant makes its way rapidly across the world.  Depending on where you live, there’s ever-changing guidelines on masking and vaccine mandates, working from home requirements, and remote learning. Just when we think that we’ll return to “normal”, we’re left with the stark realization that we don’t know what normal is anymore.  


Only recently has the topic of mental health started coming up. Whether we realize it or not, this pandemic has taken a huge toll on our mental health, possibly in ways we don’t understand yet. It has placed a huge burden on our already taxed healthcare system. Both adults and children are struggling to get through their day-to-day. Will my workplace shut down again? Will kids be sent home from school to resume remote learning? Have we been exposed to Covid-19 because someone unknowingly brought it into our home or workplace? The questions never end, and with questions come concern and worry about things we can’t control.


If you’re a person who has struggled with your mental health at any time during this pandemic, you’re not alone. As I write this, I think of all the challenges that I’ve had this year – and while everyone’s story is different, each is important. I’m fortunate to work in a place that supports employee mental health and well-being. If you’re anything like me, I’m not the type of person to work from home for an extended time, away from daily interaction with team members and co-workers, clients, etc. I can prioritize my time, but it’s too easy for me to throw in a load of laundry or get up and check what’s in the refrigerator (again). When we first started with lockdowns in 2020, working from home was fun for about the first week, but then I’d had enough. I found myself not stopping at the end of the day, not taking breaks to stretch or even go outside. In fact, I didn’t leave my house - and neither did my husband who also worked from home. My son was sent home from college for his first year to resume his learning online. My daughter was considered an “essential worker”, so she was the only one who could really come and go. That in itself was nerve-wracking!


I knew I was struggling – mostly with all the unknowns of never having been through a pandemic, and the unknown of how long we were going to have to live like this. And then after the first month, I knew I was in trouble. I was frustrated and crying at the drop of a hat; my interactions with some of my co-workers were strained; my brain was muddled with trying to  understanding Covid and how it was affecting my daily work; and change was happening all around me and I couldn’t stop it; I didn’t like it. I needed help, but I didn’t recognize that I needed help. Maybe you’ve felt that way, too?


Working from home lasted about a month and a half, and when I finally returned to the office, I was so happy to be back. But during the time I was away, I noticed that not only had I changed, but other people had changed, too. Even though we were excited to see each other, no one wanted to get too close. We had to wear our masks when we left our cubes or walked into any of the common areas. We stopped meeting in person and continued our team meetings via Zoom. “Lunch and Learns” stopped. We even moved cubes to make sure that everyone was spread out at least six feet or more. The hand sanitizer and wipes were plentiful, too!


We thought we’d be done with this by the end of 2020, but what really happened is we refined our Covid processes and became better at functioning through the day-to-day, but we didn’t necessarily improve our mental health, or our ways of handling the stresses that have come along as a result of a pandemic that doesn’t seem to end. We are still isolated in many ways, working remotely instead of in-person. We are trying to figure out ways we can get back to a normal office setting – pre-Covid. Many people are afraid to come back to the office, afraid of being exposed to Covid, either directly or indirectly. Each day is a challenge in one way or another.


So, what do you do when you’re the one having trouble rolling with the changes and the challenges and you feel like your mental health is suffering? You make sure to reach out and ask for help. According to SHRM in their article “Creating a Mental Health-Friendly Workplace”, you want to make sure that your company is building a workplace that will support you and your mental health through:


•       Awareness – Build an awareness and a supportive culture;

•       Accommodations – Provide accommodations to employees;

•       Assistance – Offer your employees assistance; and

•       Access – Make sure there is access to treatment.


It’s not always easy to tell anyone (especially management) that you’re struggling. I know that firsthand. But it is comforting to know that there’s help. I encourage you to be empathetic to what your employees are feeling. Maybe they need time off, or a lighter workload. Or, if their job function allows it, maybe they can work remotely. Maybe they prefer to come back to the office. Whatever it is, take the time to create and foster open lines of communication. Don’t ignore it or make them think they can’t handle their workload and take it away from them. That only adds to the stress. Look to the Americans with Disabilities Act (ADA) to understand what accommodations are available to employees.


As a business, you can also offer an Employee Assistance Program (EAP). An EAP encompasses a wide range of services, such as:

•       Immediate connection to mental health professionals;

•       Counseling referrals;

•       Virtual concierge services featuring personal assistants available to conduct research, coordinate events, or provide referrals;

•       Financial and legal consultations;

•       Child/eldercare resources;

•       Individualized wellness resources including wellness coaching;

•       Health advocacy resources including claims and appeals management, healthcare billing assistance, prescription information, and provider research;

•       Online access to work/life, wellness, and health advocacy resources via a personalized web portal; and

•       Available to the employee and their eligible family members.


We offer an EAP called Sim“Co-Pilot”. It is strictly confidential and is designed to safeguard an employee’s privacy and rights. Information given to a Sim“Co-Pilot” counselor may be released to your company only if requested by the employee in writing. All counselors are guided by a professional code of ethics.


Personal information concerning employee participation in this program is maintained in a confidential manner. No information related to an employee’s participation in the program is entered into the employee’s personnel file.

During times like these, it’s important to make sure that your employees have access to as many options as possible. Be sure to check your call your health insurance provider to find out your options with regard to mental health counseling. Speak to your primary care physician, and look into paid leaves such as Paid Family Leave (PFL) and the Family and Medical Leave Act (FMLA), or a personal leave of absence.


Don’t wait to talk to someone! You have many resources at your disposal. Covid-19 has turned the world upside down and we’re all trying in one way or another to get back on track. Some need more help than others. Offer whatever help you can. Be kind and understanding. Don’t assume you know what others are going through. Some may choose not to share, but don’t give up. There’s value in helping each other to get through this, so call us because we’re here to help!


Please check out the following resources for additional information:

•       Creating a Mental Health-Friendly Workplace by SHRM

•       How the Pandemic Is Changing Mental Health by Scientific American

•       Coping With Loss — One Step at a Time by AARP

•       The Implications of COVID-19 for Mental Health and Substance Use by Kaiser Family Foundation

•       Conversations Matter Right Now by the Centers for Disease Control

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How the Right Payroll Tech Simplifies W-2s and Tax Filing

April 15, 2025
It’s April 15—Tax Day in the U.S.—and if you’re a business owner or HR professional, chances are W-2s, filings, and compliance have been front and center for weeks (if not months). But here’s the thing: tax season doesn’t have to be stressful. The right payroll and HCM technology can turn what’s traditionally a time-consuming, error-prone scramble into a streamlined, accurate, and surprisingly painless process. From automatically balancing year-to-date totals to generating and distributing W-2s on time, a robust payroll system ensures nothing slips through the cracks. No more cross-checking data across platforms, no more last-minute tax filings, and no more anxiety about penalties or missed deadlines. At Simco, we get it—because we help businesses simplify this process every single day. The Challenges of Traditional Payroll Tax Management If you're still managing payroll taxes manually—or using disconnected software systems—it’s all too easy to fall behind. Some common issues employers face include: Human error : Tax calculations, forms, and deadlines are complex. A small mistake can lead to penalties or costly overpayments. Time-consuming manual work : Without automation, payroll processing can involve endless imports, exports, and reconciling data across multiple platforms. Compliance risk : With ever-changing tax laws at the federal, state, and local levels, staying compliant can become overwhelming without the right tools. How the Right Technology Can Make Tax Season a Breeze Today’s modern payroll and HCM systems are designed to simplify these challenges. Here’s how the right technology can help: 1. Automated Tax Filing and Payments: An integrated payroll system automates tax calculations, deductions, and filings. Forms like W-2s and W-3s are automatically generated, filed, and paid—without manual input. This reduces the risk of late filings, penalties, and missed deadlines, ensuring compliance with the IRS and state tax agencies. 2. Streamlined W-2 Management: W-2s can be a headache to manage—especially if you have complex tax scenarios like multi-state employment. With an automated system, W-2s are generated and distributed electronically, ensuring accuracy even in complex situations. Employees receive the correct form without you having to spend valuable time cross-checking or manually making corrections. 3. Self-Balancing Capabilities: A self-balancing payroll system ensures that your year-to-date totals and tax filings are accurate, eliminating the need for extensive manual reconciliation. By automatically matching figures in real-time, it streamlines year-end reporting, providing peace of mind when the filing deadline approaches. 4. Fewer Third-Party Imports and Exports: With everything integrated into a single platform, you won’t need to rely on third-party software or services for tax filing and reporting. This means fewer opportunities for errors, fewer manual imports and exports, and significant time saved during payroll processing. 5. Automated Adjustments and Updates: Tax laws and rates change frequently. With the right payroll system, you won’t have to worry about manually updating deductions or tax rates. The system automatically applies changes—whether it’s an update to federal tax rates or state-specific deductions—so your payroll is always up to date. 6. Expert Support When You Need It: Even with the best technology, tax season can present complex challenges. That’s why it’s important to have access to expert support. Whether you need help with multi-jurisdiction filings, audit preparation, or just have questions about tax return procedures, our team of HCM Specialists at Simco is here to provide guidance and ensure that you’re compliant every step of the way. Why Choose Simco for Smarter Payroll and Tax Management? As an isolved Network Partner, we offer a fully integrated payroll and tax management system that is built to handle the complexities of tax season—and beyond. We provide businesses with the tools they need to automate tax filings, ensure compliance, and streamline payroll processing. Here's how we do it: All-in-One Payroll & Tax Platform : From payroll processing to tax deposits and W-2 filings, everything happens within one system, reducing manual work and the risk of errors. Automatic Filing & Timely Accuracy : Federal, state, and local tax filings are completed automatically and on time, ensuring your employees receive only one accurate W-2 form—even in multi-state tax scenarios. Error-Free Tax Reporting : Our self-balancing ledger helps reduce errors and simplifies reconciliation, making tax reporting easier and faster. Expert Support : Whether it’s navigating multi-jurisdictional filings, preparing for an audit, or handling amendments, our team is always available to offer expert advice and assistance. Cost-Effective Solutions : We offer top-tier tech at competitive pricing, often matching or beating our competitors (learn about the Simco Price Match Commitment here !), while providing the personalized service that large providers can’t. Let’s Make Next Tax Season Easier, Starting Today It’s never too early to think about next year. With our unified payroll/HCM solution at Simco, you can save time, reduce stress, and ensure compliance all year long. It’s time to upgrade your payroll system to one that works smarter, not harder. Let’s chat and explore how we can help streamline your payroll and tax processes, so you can focus on growing your business with confidence.

SMART Goals: The Key to Crushing Your Business Objectives

April 4, 2025
New month, fresh start! But let’s be real—how many times have you set a goal, only to watch it fizzle out? Maybe it was too vague, too ambitious, or just got buried under the daily chaos. If you’re tired of spinning your wheels, it’s time to take a smarter approach—literally. Enter SMART goals —your secret weapon for turning ideas into reality. Whether you’re looking to improve employee retention, streamline operations, or boost revenue, this framework ensures your goals don’t just sound good but actually get done . The SMART Formula for Success Specific – Get laser-focused. A goal like “improve employee morale” is too broad. Instead, ask yourself: What does success look like? Are you reducing turnover? Increasing engagement scores? Define it. Measurable – Numbers don’t lie. How will you know if you’ve succeeded? Instead of saying, “increase engagement,” set a target: “Boost employee engagement scores by 5%.” Tracking progress keeps you accountable. Achievable – Dream big, but stay realistic. Sure, we’d all love zero employee turnover, but is it feasible? Probably not. However, reducing turnover by 15%? Now that’s a goal within reach. Relevant – Align with the bigger picture. Every goal should move your business forward. If your focus is employee retention, then prioritizing revenue growth over culture initiatives might not be the best move. Keep your goals aligned. Time-Bound – Set the clock. “Improve retention” is a nice thought, but without a deadline, it’s just wishful thinking. Instead, say, “Increase retention by 5% by the end of the year.” A firm timeline drives action. Track It or Lose It A goal without tracking is just a wish. You wouldn’t set out on a road trip without checking the map, so why leave your goals to chance? Regular progress check-ins—whether through weekly reports, monthly reviews, or real-time dashboards—help keep you on course. Tracking not only highlights wins but also flags roadblocks early, giving you the chance to pivot before it’s too late. And here’s the key: don’t just track for the sake of tracking—use the data to refine your approach. For example, imagine you're aiming to improve employee engagement scores by 5% by the end of the year. After tracking progress for a few months, you notice that engagement is lagging in one department. Instead of waiting until the year-end review, you dig deeper. Perhaps it’s due to lack of recognition or unclear communication—adjustments are made, and suddenly, the department starts seeing improvement. Tracking allows you to course-correct in real-time, ensuring that you hit your target rather than missing the mark. The most successful businesses aren’t the ones that never face setbacks—they’re the ones that track, adapt, and push forward. How We Use SMART Goals to Stay Ahead At Simco, we don’t just talk about SMART goals—we live by them. Our team follows the Entrepreneurial Operating System (EOS) , which helps us stay focused, aligned, and results-driven. A big part of EOS is setting Rocks —key priorities for the next 90 days. And guess what? Every Rock follows the SMART framework: Clearly defined objectives Measurable success markers Challenging yet attainable goals Aligned with our company vision Locked in with a firm 90-day deadline This system keeps us accountable, making sure we’re always moving the needle in the right direction. Your Turn: Take Action Today No more “someday” goals— today is the day to take control. Whether you’re aiming to increase revenue, refine your processes, or boost employee satisfaction, the SMART approach ensures you’re not just busy—you’re making real progress. Need help aligning your HR, payroll, or benefits strategy with your business goals? Simco is here to help . Let’s make this your most productive quarter yet!

The Do’s and Don’ts of Office Pranks

April 1, 2025
April Fools' Day is often the perfect opportunity for some lighthearted fun at the office. Whether it's a harmless prank, a funny email, or a playful desk setup, these moments of levity can help break up the monotony of the workday and bring smiles to your team. However, as many HR professionals know, it’s essential to strike a balance between fun and professionalism. While the intention behind pranks is typically harmless, they can sometimes cross boundaries and lead to uncomfortable situations, or worse, legal risks. Recently, an example came to light where one employee thought it would be funny to place a suggestive image on a coworker's desk. The issue arose when another employee saw the image and was offended, leading to a formal complaint. This scenario highlights the importance of knowing where to draw the line between lighthearted fun and inappropriate behavior. A Fine Line: When Fun Turns into Harassment Even if a prank isn't directly targeted at the offended person, it can still create a hostile work environment, especially if it makes someone uncomfortable. As an employer, it's crucial to ensure that your workplace remains respectful and free from harassment. If a prank results in a complaint, it's essential to follow your company's policies to investigate and address the situation. Proper documentation of your investigation and the actions taken is vital to demonstrate that you've fulfilled your obligations as an employer and to protect the organization in case of any future disputes. Setting Clear Expectations To avoid similar issues in the future, it's a good idea to review and clarify your company's stance on pranks and personal conduct in the workplace. Setting expectations starts with having a clear written policy that outlines what is and isn’t acceptable behavior, especially regarding pranks. Consider creating a set of guidelines that all employees can refer to, and be sure these expectations are communicated effectively to everyone. Here are a few tips to guide you: Establish a Formal Policy: Clearly define the boundaries of acceptable humor in your workplace. The policy should cover both pranks and jokes, specifying that while fun is encouraged, it should not come at the expense of respect, inclusion, or professionalism. Communicate Expectations Clearly: Include these guidelines in your employee handbooks or conduct policies, and ensure they’re reviewed during onboarding. Hold periodic team meetings to remind everyone about the importance of maintaining a respectful environment and reinforcing your stance on pranks. Set the Tone from Leadership: Managers and leaders should set an example when it comes to humor in the workplace. They should demonstrate the type of jokes or pranks that are acceptable and ensure their actions align with company policy. Employees are more likely to follow suit when they see their leaders taking these matters seriously. Encourage Open Communication: Foster a culture where employees feel comfortable speaking up if they feel a joke or prank crosses the line. Providing a safe outlet to discuss concerns without fear of retribution will help create an open, transparent environment where everyone feels heard. Categories of Pranks and Jokes That Cross the Line While there’s no one-size-fits-all approach, there are certain categories of pranks and jokes that should generally be off limits in the workplace . These pranks have the potential to cause harm, create discomfort, or violate company policies. By categorizing these behaviors, you can help employees better understand where to draw the line. Sexual or Gender-Based Humor : Avoid pranks with suggestive content, gestures, or language that can create a hostile work environment or be considered harassment. Discriminatory Jokes : Refrain from jokes targeting someone's race, religion, gender, sexual orientation, or other protected characteristics, as they can be harmful and illegal.  Invasive Pranks : Don’t tamper with personal belongings or invade others' personal space, as this undermines comfort and respect. Work Disruptions : Pranks that interfere with productivity or damage equipment should be avoided, as they can hurt overall efficiency. Aggressive or Harmful Pranks : Any prank that causes physical harm or emotional distress, including pranks involving physical touch or intimidation, is off-limits. Creating a Culture of Respect and Fun The key to managing pranks and other fun activities is to cultivate a workplace culture where employees feel comfortable, respected, and empowered. Rather than banning all pranks, focus on fostering a professional environment where employees understand the line between harmless fun and actions that could potentially harm or offend others. Encourage employees to engage in team-building activities and moments of levity that unite them in a positive and inclusive way, without crossing into territory that could lead to complaints or workplace tensions. As April Fools' Day passes, it’s important to remember that while pranks can provide a bit of comic relief, they should never come at the expense of respect or professionalism. By setting clear boundaries, encouraging open communication, and ensuring all employees understand your policies, you can create a workplace where everyone feels comfortable—whether they're laughing at a harmless joke or focusing on their next big project. Have fun in the workplace—but always ensure that a good laugh never comes at the expense of respect or professionalism!

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