Employment Implications of COVID-19 - Shared screen with speaker view
Yes we can hear you!
No we can't see your screen yet...
Now i see ‘MJ Sorority’ logo
I see a logo
Feel free to ask questions here as they come up, and we will collect them for the end of the webinar.
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.
What if a salaried person can work remotely, but is sick and can only work 4 hours per day?
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
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?
we have an employment 'agreement'
*note - we do not want to remove her due to her health. .. we have other issues
advice on how to navigate unemployment?
any recommendations on crafting new employment contracts in light of this chaos?
What if you put housekeeping on unemployement are the they still able to apply for any of these programs?
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.
will contact offline - thank you!
Can you send the link to the chart in the chatbox?
if you let them go prior to april 1 and re-hire August, these rules still apply until dec 31?
Michelle share your contact information.
thank you for your time!
Thank you MJ & Sister Michelle!
UscThetaFD@gmail.com please send power point