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Employment Implications of COVID-19 - Shared screen with speaker view
Allison Mrasek
07:54
Yes we can hear you!
Carrie Hoffeditz
08:02
Not yet
Allison Mrasek
08:03
No we can't see your screen yet...
Laura Stoller
08:05
Not yet
Debbie Snyder
08:05
no
JESSICA SHERIDAN
08:05
No
Laura Stoller
08:12
Now i see ‘MJ Sorority’ logo
Casey Keller
08:20
not yet
Kelly Douglas
08:22
I see a logo
Sara Sterley
13:36
Feel free to ask questions here as they come up, and we will collect them for the end of the webinar.
Laura Stoller
17:59
We want to pay our two hourly employees through the end of the school year as it is in our budget and we want to take care of them. They don’t currently qualify for the sick leave based on the 6 provisions outlined. Can we continue to pay them as if they are reporting to work each day? My concern is not wanting to give paid vacation leave as it could later prevent them from collecting unemployment due to state regulations about such. (My own employer-a school district- is paying people in this way.) I’d happily take any advice or feedback.
Pam Myhre
20:22
What if a salaried person can work remotely, but is sick and can only work 4 hours per day?
DONNA BARSOTTI
27:26
Our meal service ended on Friday, March 20, 2020. What is our obligation to continue to pay them? From our contract with them: Does the paraagraph below from our contract cover NOT PAYING THEM for the balance of our contract with them? "FORCE MAJEURE: Neither party shall be liable to the other for any delay or failure to perform its obligations herein due to any cause beyond its reasonable control, including, without limitation, fire, accident, act of public enemy, war, rebellion, insurrection, sbotage, transportation delay, lbor disputes, shortage of material, shortage of energy, shortage of labor, act of God, act of governmnt or act of judiciary
Kelly Douglas
33:06
our house director is a recovering cancer patient and has a dr note that she cannot work until april 8. our campus closed two weeks ago, and we informed her a few days ago that her last paycheck was march 23.we would like to terminate her and hire a new HD - how do we do this given her health issues?
Kelly Douglas
33:15
we have an employment 'agreement'
Kelly Douglas
35:56
*note - we do not want to remove her due to her health. .. we have other issues
Cindy Stellhorn
39:06
advice on how to navigate unemployment?
Cindy Stellhorn
43:55
any recommendations on crafting new employment contracts in light of this chaos?
Eydie McNeill
44:38
What if you put housekeeping on unemployement are the they still able to apply for any of these programs?
Michelle Rosenthal
45:42
After answering question 1. Re: paying hourly through the end of the school year. Does that make more sense to pay them through the end of year as normal b/c that is six weeks (school year ends first week of May) rather than 2/3 pay for 12 weeks under EFMLA? Any disadvantage for the employee once school year ends in May re: seasonal unemployment.
Kelly Douglas
45:43
three
Kelly Douglas
45:46
employees
Kelly Douglas
46:12
will contact offline - thank you!
Shannon Ferguson
46:52
Can you send the link to the chart in the chatbox?
Kelly Douglas
51:00
if you let them go prior to april 1 and re-hire August, these rules still apply until dec 31?
Kelly Douglas
52:21
thank you
Cindy Stellhorn
52:23
Michelle share your contact information.
Michelle Anderson
53:05
manderson@fisherphillips.com
Michelle Anderson
53:12
fisherphillips.com
Kelly Douglas
53:51
thank you for your time!
Laura Stoller
53:53
Thank you!
Catherine Donaldson
54:05
Thank you!
Jo Fischer
54:16
tank you
Eydie McNeill
54:19
Thank you
Beth Webb
54:36
Thank you!
Pam Myhre
54:40
Thank you!
Debbie Snyder
54:57
Thank you MJ & Sister Michelle!
Eydie McNeill
55:21
UscThetaFD@gmail.com please send power point
Joel Saslaw
55:39
Thank you