The circumstances surrounding the Coronavirus (COVID-19) are continuing to develop hourly (let alone daily), and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and fear.
Most are confused about the next steps they should take, either paralyzed by fear, worried about their future or in the shock and denial phase of the crisis.
Having a plan is the best course of action for any business, however for many, especially those who have not implemented crisis management plans in the past, we are entering new territory.
The pandemic is creating a constantly changing national condition which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being ambitious in their communication and actions with employees.
Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid.
Thankfully, there are steps employers can take to prepare their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern.
These steps are the basis of crisis management and often seem commonsense, however, in a crisis it is more difficult to remain calm and think or behave in a considered way. It is vital for HR professionals that reasonable practices are established and followed, plans put in place and implemented, and most importantly, any action taken has been thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business.
Every day the boundaries and goal-posts are moving, so it is vitally important that leaders in industry, business and human resources are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know all we can in order to adapt, innovate and implement new ways of operating during a crisis.
This is why clear communication, accurate information and considered action are required.
Why you should Attend:
If you are in a leadership position, experienced in HR or new to the Human Resources field, have employees who travel or have a concern about how you will manage your people through crisis, this presentation will help you to:
- Employ fewer than 500 employees
- Have concerns about the impact of the new paid leave laws
- Have employees who are presently quarantined or infected with COVID-19
- Are in HR or new to HR
- Alleviate your concerns and get clarity for your communication and behavior
- Assist you to avoid ambiguous messaging to ensure your workforce is fully aware and working through changes being implemented
- Manage the functional workplace through this crisis, including up to date insight on the constantly changing environment
- Address the business’ internal and external response to the Coronavirus and any other crisis that occur
- Review your current processes and plan ahead for potential issue areas
Managing HR is about mitigating risk, reducing conflict and pre-empting issues. The trouble right now is that there is an overwhelming amount of information, and conflicting directives from multiple sources. Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is proactively maintaining expectations, communication and function.
As a result of the training you will be better equipped to make decisions regarding the operation of your business, and be able to lead, or assist leaders in the business, and to prepare the business for ongoing change.
Areas Covered in the Session:
- Which employers must adhere to the new act
- Who is eligible under the new act
- What is included under the expanded Family Medical Leave Act (FMLA)
- What paid sick leave requirements employers are required to adhere to during a public health crisis
- How long the provisions of this act are in place
- If an employee’s job is protected
- When an employee may use accrued Paid Time Off
- What notifications employees are required to provide employers when out on leave
- How multi-unit sites must comply
- How the new act potentially impacts collective bargaining agreements
- What happens to unused Emergency Paid Sick Leave at the end of the year
- What happens to unused Emergency Paid Sick Leave when an employee terminates
Who Will Benefit:
- Business Owners
- operators who employ under 500 employees
- novice and experienced HR Generalists
- Administrative Assistants
- Payroll staff
- small business Administrative Assistants
Brenda Neckvatal Nominated for the Stevie's American Business Award and again for the Stevie’s International Business Award, Brenda is an experienced practicing Human Resource professional and business consultant with vast experiencing spanning 30 years. She has experience working for five Fortune 500 corporations, consulted over 450 C-Suite executives, and led the reformation of HR infrastructure within 400 small businesses. Driven with a high level of compassion for business operators, she engages in helping business leaders in all industries solve their complicated people problems.