Updated: Employers Playbook for the Families First Coronavirus Act
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The new Families First Coronavirus Response Act takes effect April 2, 2020 and with it comes temporary requirements that impacts employers with less than 500 employees.
This new body of legislation presents not only relief to small business employees, but a new gamut of challenges for small business owners and leaders.Initial reactions to this new law range from excited to frustrated, and everything in between.
Why should you Attend:
Participants should attend this webinar if they:
Areas Covered in the Session:
- 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
- Are in a leadership position and need more information while building or expanding their plan to address the company's response to the coronavirus
Who Will Benefit:
- 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 and more
- Business Owners and operators who employ under 500 Employees
- Experienced HR Generalists
- Administrative Assistants
- Payroll Staff
- Small business Administrative Assistants
Brenda Neckvatal is an international award-winning HR professional and is often referred to as the “HR Force of Nature” by her clients. Not only does she help business leaders solve their most difficult people issues, she is a specialist in crisis management, government contracting HR compliance, and mentor to women in HR working as an HR department of one.
Featured in Forbes and Inc.com, she started as an HR sprout after a solid fourteen year career in retail management. She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers in a greater capacity. Having the benefit of working for a total of five Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help small businesses achieve their workforce goals.
In her 30 year career in human resources and business, she has consulted to nearly 500 small businesses and C-suite leaders. She has optimized employee effectiveness and helped mitigate the high costs that are associated with making hasty employment related decisions.
Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare.
She dedicates 32 weeks a year working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.
Perseverance, integrity, and relentless optimism are just of the few of the ingredients that make up what you experience when meeting and working with Brenda.