Not all businesses are closed during this pandemic. Some essential businesses remain open and some essential workers may occasionally enter office spaces to administer payroll, cut checks, etc. One thing we have learned is that the COVID-19 virus can remain on hard surfaces, like a doorknob, phone or keyboard for days.
In 2015, employers had months to prepare for California’s paid sick leave program. Oh, how times have changed. Now, employers are trying to figure out how to comply with two new emergency leave laws since COVID 19. The emergency paid sick leave (EPSL) and emergency family medical leave (EFLMLA), under the Families First Coronavirus Response Act (FFCRA) both went into effect on April 1, 2020.
As leaders, many of us have felt “lonely at the top.” Isolated when we feel we cannot share our concerns or fears with others in the company. As COVID-19 sweeps across the world, it cultivates a ripple effect of loneliness in the workforce.
On March 18, the federal government approved the Families First Coronavirus Response Act (FFCRA). The new law takes effect on April 1, 2020 and ends on December 31, 2020. There is no retroactive effect.
Who thought we would ever say this to our neighbors or our co-workers? Yet, these are unprecedented times that are requiring us to do just that. Stress and anxiety go hand-in-hand with all of the news we are hearing about COVID-19 from around the world. All of these reports about the illness and death caused by coronavirus can be hard to take.
When there is a slowdown in your business or you are mandated to cease or significantly limit operations, what options do you have to reduce your overhead? Keep in mind, a combination of the options below may be necessary depending on the needs of your business.
Remote work may be an option or, in times of emergency, a requirement. The following checklist contain some items to consider in order to create a remote work plan. Following the checklist is an article on remote work and security and trade secret/confidentiality concerns.