IMPORTANT: Recent Federal employment law changes mean that you are NOW mostly likely required to modify your employment policies to comply with the COVID-19 Families First Coronavirus Response Act (FFCRA) rule. COVID-19 employment policy.
The Sept 12th changes REMOVE your practice’s blanket exemption from having to comply with FFCRA rule. This means that you’ll need to modify your employment policies for those staff members that are no longer exempt. COVID-19 employment policy.
Ignoring these newly revised employment regulations really isn’t an option. Doing so will leave your practice seriously exposed to legal and governmental audits and penalties – especially considering the temporary non-enforcement period has ended.
This is where healthcare and employment attorney, Kelly Holden, Esq., can help. During her upcoming 90-minute online training session on Wednesday, October 28th at 1 pm ET, Kelly will provide you with plain-English, practice-specific employment law compliance strategies. You’ll receive step-by-step advice on how-to revise and implement these changes into your employment policies to ensure compliance and avoid costly audits and violation penalties.
Here are a just a few of the COVID-19 revised employment policy regulation questions you’ll get answered during this expert-led online training:
- How do exemptions vary for doctors, medical technicians, and front desk staff?
- If a biller wants to care for a family member, are they permitted to take FFCRA leave?
- How should you update your policies based on each employee’s individual role?
- Are you violating DOL laws if you deny an IT person paid sick leave?
- How do you know if you are required to comply with Federal Families First Coronavirus Act?
- Can you require a records manager to use PTO if you send them home during illness or suspected COVID?
- If an employee does not provide direct health care services, can you exempt them from EFMLEA?
- How long must you hold a position open for a nurse who can’t come to work due to COVID related reasons?
- What are your obligations to the Emergency Family & Medical Leave Expansion Act (EFMLEA)?
- Are you required to comply with State immunity statutes?
- What is the best way to document new employment policy communication?
- How should requests for time off related to school closures be handled?
- Are you required to compensate nurse practitioners who want to take leave intermittently?
- Do employees have an obligation to provide proof of why they took leave?
- When is it safe to let a COVID-19-positive maintenance staff return to work?
- Are you required to comply with ALL employee PPE requests, regardless of cost?
- What should you do if you tell an employee to go home and they refuse?
- Are you required to pay a lab tech if you send them home due to COVID concerns?
- What obligations do you have related to the Emergency Paid Sick Leave Act (EPSL)?
- Are there employee notification requirements pursuant to FFCRA?
- Are you required by EFMLEA and EPSL to pay all employees for time they don’t actually work?
- How do you amend your FMLA and leave policies to align with updated COVID-19 regulations?
- And so much more…
Who Should Attend? If you own or manage a medical and/or dental practice, regardless of specialty, size or location, you will significantly benefit from the practical employment law compliance strategies you’ll receive from this this attorney-led online training.
The problem is that cutting through the legalese of these policy changes and knowing how to ensure your compliance is no easy task. The good news is you can avoid putting your practice at the mercy of Federal government audits and violation penalties.
These revised COVID-19 employment laws are confusing and affect a variety of policies in your practice from how you pay employees out sick to how you process requests for time off (and everything in between). There is too much at risk to consider tackling these changes alone.
Register for this upcoming online training today to reduce your financial penalties by finding out how to update your practice’s employment policies to align with clarified COVID-19 Federal mandates!
Don’t wait—sign up today! COVID-19 employment policy.
Kelly is a licensed lawyer in three states, heads the DBL Law’s employment law division, which represents private and public employers in all facets of employment law. She has been advising HR managers and healthcare companies for over 26 years in all aspects of employment law.
Kelly’s employment law practice Includes advising clients on compliance with various employment laws and providing in-house training on such issues. She is a former SHRM member and president of a local chapter as well as several nonprofit boards. More recently, Kelly has been using her acquired expertise in advising companies on complying with COVID-19 employment issues.
Kelly has experience working with the EEOC, DOL, DOJ and litigating cases in federal and state courts. She also advises companies on I·9 compliance and performs I-9 audits. conducts harassment investigations, drafts employee handbooks and employment policies and, does training on all aspects of employment law. Kelly was featured on WI/XU Cincinnati, as a subject matter expert, lo speak on 25 years of the Americans with Disabilities Act and the impact it has.