President Trump has signed the Families First Coronavirus Response Act (FFCRA) into law.

The Coronavirus may have brought much of the world as we know it to a temporary halt. Employment laws, and employers’ obligations, however, are not on hold.

Employers still have an obligation to provide their employees a safe, workplace, free of harassment and discrimination. Employers are still required to make reasonable accommodations for qualified individuals with disabilities.

But how does an employer meet these seemingly competing interests?

With Congress just having passed the Families First Coronavirus Response Act, and some states looking to follow suit, the legal landscape has changed and may continue to change for a while.

In this webinar, we will explore Families First Coronavirus Response Act and other issues relevant to employers in today’s climate.

• When you can and can’t require employees to be tested:
• Wage and hour law compliance including remote work requirements and potential shutdowns or furloughs
• Sick leave and other leaves of absence, including when and how employers must provide sick leave or other statutory leaves of absence for employees affected by coronavirus
• The Families First Coronavirus Response Act
• Employee privacy, including when an employer can request health-related information from employees and when and how an employer can communicate with employees about a diagnosed case in the workplace
• Potential employer liability to employees who become infected by COVID-19 at work

The FFCRA builds on an $8.3 billion emergency coronavirus spending package enacted into law on March 6 and deals with the immediate public health crisis the COVID-19 pandemic is causing, including many provisions that will have a direct impact on employers nationwide.

As the Coronavirus spreads, employers are finding themselves in a conundrum that seems to grow exponentially, along with the disease. Decisions about working remotely, evaluating potential workplace hazards, and responding to employee concerns and maintaining business operations are just a few of the issues confronting employers.

In addition to the above issues, in this webinar we will discuss an employer’s legal obligations in the face of the pandemic and provide some practical guidance for dealing with crisis.

• HR Directors
• All HR Practitioners
• CEO’s
• Business Owners
• Senior Managers
• Leave Administrators
• Benefits Administrators
• CFO’s
• Controllers
• Payroll/Compensation Officers

SPEAKER

Janette Levey Frisch

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Janette S. Levey, “The Employer’s Lawyer” has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.

Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits.

Janette works with employers on most employment law issues, to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.

Janette has served on the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence.

Janette currently serves as an Advisory Board Member for Child and Family Resources of Morris County, New Jersey.

Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Addressing and Preventing Employee Leave Abuse, Pre-Employment Screening among many, many others.

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