Page 8 - EPIC E-News_Winter 2021_FIN

EPIC Adaptability and Resilience

By Immaculate Anyangwe, MHRM, PHR

After what has been deemed one of the most stressful years for employees and most employers, 2021 is pro-
jected to be a year of evolution and innovation in workplace wellness. Research shows that employees who
are healthy (i.e., mentally, physically, financially, and socially) are more productive, engaged, and motivated
to achieve their organization’s mission and vision. That is why EPIC continues to make every effort to meet

our employee's mental, physical, financial, and social well-being.
For employees to navigate a rapidly changing environment given the pandemic, EPIC has expanded remote
work for eligible non-administrative positions. EPIC continues to offer opportunities for eligible employees to

switch to shifts that better accommodate changes in their personal lives created by childcare challenges and
virtual schooling.
In addition to providing both paid sick and annual leave, EPIC voluntarily extended paid sick leave related to
COVID-19 through March 2021. This extension lasts up to 80 hours or two weeks for eligible employees and is

not deducted from accrued leave.
Additionally, EPIC has Emergency Assistance Funds for qualified employees who are experiencing extreme

economic hardship. This fund supports employees to not only have better lives but also to perform at a higher
level. Financial health is one of the biggest stressors and on-the-job distractions for employees, so the goal of
the fund is to help minimize the economic hardships because of unforeseen circumstances.
Together these and other practices help improve EPIC employees’ moral as we continue to navigate our new

normal.

Immaculate Anyangwe, MHRM, PHR, Human Resources Director, began working at EPIC in 2014 where she
utilizes her Master’s degree and certifications in Human Resources to oversee Benefit Administration, Employee
Relations, and Training and Development for over 200 employees.

8 6