2020 - Current HR Requirements During the COVID-19 Pandemic

OVERVIEW
Until recently, our worries as HR professionals were likely centered on initiatives around organizational transformations, automation and AI, and workforce skills gaps. And suddenly, in only short time, our businesses have been upended, we’re implementing new work processes and employees are worried about their jobs and the very survival of the organization.
The coronavirus outbreak is first and foremost a human tragedy, affecting hundreds of thousands of people. It is also having a growing impact on the global economy. What do human resource leaders need to do now and what preparation can be make for the future requires a perspective on the evolving situation and implications for their companies.
This is particularly important as we begin the process of returning to work. What will the workplace of the future look like and how will our employees deal with those changes are essential questions to answer.
LEARNING OBJECTIVES
What HR should be doing, right now, to provide employees with relevant and necessary information about the pandemic.
How to create a telecommuting and remote work policy.
What paid leave under the Families First Coronavirus Response Act means to employers.
How the WARN Act pertains to Closures and Mass Layoffs.
Best practices for travel and other work restrictions.
What employers are allowed to do concerning employee medical screenings.
WHY SHOULD YOU ATTEND
From Alibaba to Google, companies around the globe told their staff to work from home in a bid to stem the spread of COVID-19. Such remote working at scale is unprecedented and will leave a lasting impression on the way people live and work for many years to come.
While this arrangement has some benefits, such as avoiding long commutes, many employees and companies find it challenging. One employee at an internet company quipped his work day changed from ‘996’ to ‘007,’ meaning from nine to nine, 6 days a week.
On the personal front, employees found it difficult to manage kids’ home-schooling via video conference while coordinating with remote colleagues. At a company level, many felt that productivity rapidly tailed off if not managed properly.
In the short term, a vast majority (88%) of employers are encouraging or requiring employees to work from home—whether they’re sick or not. They have almost universally (97%) suspended work-related travel.
Just as we found after 9/11, one of the critical roles of HR in times like these is to foster a sense of safety, trust and collective thinking in our people. The coronavirus situation actually represents an opportunity. If you focus on your people in a competent and ethical way and you actively listen to their needs, you can drive up trust, teamwork and resilience.
AREAS COVERED
Covid-19. What are we dealing with.
Human Resources Steps Up
Working remotely
EEOC issues with employee health and preventative measures
Workplace violence related to mental health issues connected to Covid-19
Regulatory changes due to Covid-19, state and federal
Recruiting and hiring in the post-Covid environment
Protocols and procedures for return to work; workers’ compensation, etc.
Leading Through the Crisis
Re-opening Safely
WHO WILL BENEFIT?
All Human Resource professionals in any size company but especially for those in smaller and mid-size companies or those who are stand-alone practitioners.
SPEAKER
Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource program, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley.
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