WEBINAR TRAINING
Right now, your small business is at risk of being completely shut down because of a COVID-19 situation.
It’s a scary time to be a small business owner in any industry. But if you’re in industries like these, I’m even more worried for you from an employment law perspective:
- Food: Restaurants, pubs, suppliers and exporters face increased scrutiny from agencies such as the FDA.
- Insurance: The global audit, tax and advisory giant KPMG advises insurers to expect to see not only increasing claims but also increasing litigation over payout disputes.
- Health: Not surprisingly, medical and dental offices, nurse practitioners, medi spas and other health businesses have no room for error when it comes to complying with COVID-19 laws.
- Any school or small business that involves children: Be prepared to follow a myriad of rules around case investigations, contact tracing and outbreaks, among others.
According to the international employment law firm Littler, since March 12, 2020, there have been 1,235 lawsuits (including 116 class actions) filed against employers due to alleged labor and employment violations related to the coronavirus.
The largest claims are based on retaliation, leaves of absence, worker safety and discrimination.
Here are just a few examples:
- In September, the children of a Tyson Foods meat packer in Idaho who died of COVID-19 sued the company over what they say was a lack of protective measures for its workers.
- OSHA and the U.S. The Department of Labor recently brought a $28,070 fine against a New Jersey-based residential health care facility after finding it had failed to provide respirators to workers treating patients with COVID-19-like symptoms, and even after providing respirators, had failed to adequately train and evaluate workers on proper use.
- A widow sued her late husband’s employer, Safeway, for wrongful death after he contracted COVID-19 at one of its warehouse distribution centers and died.
- Stylists at an Indiana salon claimed their employer violated the Fair Labor Standards Act and state law by withholding pay for the work performed shortly before the nationwide salon’s closure.
If you’re in certain highly regulated industries, breaking the law doesn’t mean paying a fine or quickly getting back into compliance.
It means you could be forced to swiftly close your doors and lose your livelihood and your home, all because you weren’t prepared and proactive.
Even then, you still have to pay!
And that’s just the beginning.
So many employees are burned out and stressed beyond max. From the U.S. election to the continuing COVID-19 pandemic, world events affect the health and well-being, work motivation and employee productivity.
Many haven’t experienced first-hand what it’s like to deal with this invisible virus—until it impacts someone close to them and it becomes very real.
People are trying to juggle family responsibilities with work, and keeping employees engaged while remaining legally compliant is getting harder and harder.
Especially with all the new rules that apply due to COVID-19, it can be overwhelming and downright dangerous not to have an HR pro on your side. You need someone you can call at a moment’s notice and give you guidance and peace of mind that you are doing the right thing.
If your employees don’t feel like they are being treated well, and if they don’t think they will get the answers they want from you or they feel like you just don’t care about them, they will call the EEOC, the Department of Labor, or an attorney who are each willing to take their call and help them solve their problem.
They are going to talk to somebody; and that somebody should be someone in your business—not a third party.
“What you don’t know can and will hurt you in a court of law and public opinion.”
Let me be your guide as you navigate the legal landmines of COVID-19.
Protect yourself with my comprehensive webinar training: Pivot Your Way to Success Over, Around, Through and Beyond COVID-19.
It’s only $97—that’s pennies compared to what you’ll pay to deal with any legal issue or employee complaint! A mere fraction of one call to an attorney.
I will show you exactly what you must do to safeguard your business, keep your employees and customers happy and safe and run your business efficiently and profitably.
Whether you have 1 employee or 100 employees, you face the same employment law risks.
First of all, you might be thinking: I’m a small business owner. These costly and time-consuming problems happen to the big guys, not to me!
Unfortunately, it’s just the opposite. Large companies have a fully-staffed HR department, most of whom have HR degrees and all of whom keep on top of all of the changing laws and regulations. They also have attorneys on staff, or one that is just a phone call away.
Not only that, but these corporate HR departments are filled with recruitment and talent management specialists and the bank account to attract and retain the best and brightest employees, and offer them what they want—whether it’s a bigger salary, more comprehensive benefits or a better work environment.
Unfortunately, most of you do not have a full-time HR staff with the knowledge and skills to handle these extraordinary issues and I get it.
The designated HR person in most small businesses wears multiple hats like boss, bookkeeper, event planner and office manager all rolled into one very important and busy person!
I know it’s overwhelming.
You’re trying to take care of employees, stay safe while providing great service to customers and still follow all of the laws and regulations so you don’t get shut down or end up in jail.
The benefits of attending Pivot Your Way to Success Over, Around and Through COVID-19 & Beyond
After my comprehensive training, you’ll walk away with peace of mind and confidence, because you’ll understand:
- Know when and how much you must pay employees under the Families First Coronavirus Response Act if they have to be off work for a COVID-19-related reason, and how to get reimbursed by the government dollar for dollar.
- Receive a customizable Work-from-Home policy to share with your team so everyone knows the rules and what is expected.
- Know how to avoid wage and hour risks when employees work from home.
- Know what to do if your employee or his/her family member is sick so that you don’t violate privacy laws, but also keep others informed.
- Know how to handle furloughs, layoffs and terminations so you don’t get sued.
- Understand what to do if your employee refuses to come back to work when you have employment available.
- Be able to keep all of your employees excited about working together as a team, even if they aren’t all coming into the workplace every day.
- Be able to effectively reward and recognize your employees and keep morale high.
- Understand the new I-9 rules from the Department of Homeland Security around reviewing an employee’s identity and employment authorization documents in specific situations.
- Recognize what kind of training is available for your managers to help them handle situations that come up, especially now that COVID-19 is a longer-term problem.
- Walk away with a Return-to-Work checklist to use now and as you bring employees back to the workplace to prevent reinfection.
- Know when to have an HR consultant on speed dial.
- And much, much more…
What you don’t know can and will hurt you in a court of law and public opinion!
About Katherine Hartvickson
I have spent my entire career in human resources, leading teams around the world. I was conducting virtual meetings long before it was cool!
When I left the corporate world in 2010 I was the VP of HR for a global manufacturing company. At that time, I decided to commit myself to helping small business owners and entrepreneurs just like you control your own destiny by building strong, sustainable businesses and developing great employees so you can do the work you love, make a bigger impact, and live the lifestyle you want.
I’m here for each and every one of you and I will be your guide as you navigate through COVID-19 and beyond.