Open for Business: Navigating an Employer’s Legal and Safety Obligations
In this 75-minute training, you will learn how to:
Open and operate safely and legally.
Get a phased-in strategy to bring more workers back into your workplace (and comply with every law and safety rule).
Make all the right vaccine moves.
Should you require the shot? Can you ask if employees have been vaccinated? Can you require vaccinated staff to return to work? Find answers to all the big questions.
Respond legally when employees test positive or get sick.
Don’t let your guard down—the wrong response can spark legal trouble that could last years.
First came the virus, then came the lawyers … Is your organization protected from both?
The vaccine has offered hope this spring. But it’s also added one more legally risky twist to the maze that employers and HR professionals must navigate during the pandemic. Especially for smaller employers, it’s nearly impossible to keep up with all of the new requirements on safety, testing, vaccines, employee leave, recordkeeping and more.
As more employees return, it’s important to understand the legally smart steps to protect your employees’ safety … and prevent legal trouble. Mistakes on these important decisions can lead to big-time safety, health or legal liability. Discover answers to the key COVID-related compliance questions that are keeping employers and HR up at night.
Agenda for Open for Business
- A phased-in strategy to open and operate safely and legally
- When you can require employees to come to work … or to stay home
- The vaccine: Should you require it … ask employees about shots … offer incentives, etc.?
- How to handle remote employees—can they demand telecommuting even after vaccination?
- How to understand the confusing COVID-related employee leave rules
- The legal way to respond when an employee gets sick or tests positive
- Requirements for testing, hygiene, PPE, cleaning and social distancing
- Best practices for operational and physical changes to your workplace
- The most common COVID-related lawsuits—and how to avoid them
- What can employees demand as an ADA accommodation?
- Which new OSHA records you must keep (illnesses? testing? safety measures?)
Dan Kaplan is a partner with Foley & Lardner in its Madison, Wis. office, co-chair of the Firm's Labor & Employment Practice Group, and a leader on the firm's Coronavirus Task Force. He counsels employers in all aspects of the employer-employee relationship and has experience litigating before federal and state agencies, state courts and federal courts throughout the country. He works extensively with employers on wage & hour litigation, employee leave issues and OSHA compliance. Dan is a well-known national speaker on employment law issues and he serves as moderator of the annual HR Specialist Summit.Dan Kaplan Foley & Lardner
Carrie B. Hoffman is a partner in the Dallas office of Foley & Lardner, LLP. She advises and represents employers in litigation covering labor and employment issues in both federal and state courts across the country. She is also a trusted advisor to employers on all aspects of labor and employment law, including wage-and-hour matters, OSHA, employment contracts and noncompetes, union avoidance and negotiations, leaves of absence, handbooks and harassment and discrimination issues.Carrie Hoffman Foley & Lardner, LLP
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Professional Certification Credit Hours Included
This program is valid for 1.25 PDCs for the SHRM-CP® or SHRM-SCP®.
The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
We promise you'll be satisfied.
If Open for Business: Navigating an Employer’s Legal and Safety Obligations fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.