Tips for Louisiana HR Professionals: COVID19

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Robin Schooling

Greater Baton Rouge SHRM webinar/meeting to discuss COVID19 and updates

Business

TIPS FOR LOUISIANA HR
PROFESSIONALS: COVID19
MARCH 17, 2020

JAY STOVALL
PARTNER | ATTORNEY
ROBIN SCHOOLING
MANAGING PARTNER,
HR + PEOPLE STRATEGY
robin@peridusgroup.com
jls@bswllp.com

AGENDA
• Tips for HR Professionals
• Families First Coronavirus Response Act (update)
• FAQs
• Health Related
• Business Operations
• Pay and Benefits

TIPS FOR HR
• Communication
• Flexibility
• Human Focused Response
• Wellbeing
• Resources

FAMILIES FIRST
CORONAVIRUS RESPONSE
ACT
• 3/16/20: House passed a “technical
corrections” package revising the
original bill
• 3/17/20: Senate expected to take up
the bill later today
• Bill would be sent to POTUS to sign
• Effective date of 15 days after signature
into law by POTUS

FAQS: HEALTH RELATED
What if an employee says they think they have COVID19? What can we do? Send them home? Require a test?
Require a doctor’s note?
Can we ask people about their symptoms?
Can we take employee’s temperatures?
If an employee tells us they may have been exposed do we have to tell other employees? What if an employee
gets tested or is sent home? Our employees say they need to know for their own safety.
We have an employee requesting an ADA accommodation to WFH because they are immunocompromised. Do we
have to accommodate? Is this considered reasonable or unreasonable if no one else is WFH?

FAQS: BUSINESS OPERATIONS
What about visitors or in person interviews?
Is anyone postponing new hires or orientation?
We made job offers that are now pending on background checks (but court systems are closing) and drug
tests (and clinics may close). How should we handle those pending offers?
What happens IF there’s a curfew or lockdown? (state/local/federal?) Can we make people come to work?

FAQS: PAY AND BENEFITS
If an employee tells us they’ve been exposed/have symptoms/etc. and is sent home do we have to pay them?
What should we do if an employee can’t come to work because schools/day care are closed?
We have a no-fault (point) attendance policy; can we terminate someone for not showing up to work?
What if we close down? How do I need to pay exempt people?
Can I allow employees to go negative on their PTO/sick/vacation balances?
Do we have to offer work from home? What if only some of our employees can work from home?
What should we do if someone is tested and they are awaiting their results? Do we need to pay them?
We need to save money and can’t afford to pay our exempt people if we close. Can we change them to non-exempt
during this time?

RESOURCES
• #coronavirusHR
• Coronavirus HR Comms & Resources Guide (open sourced);
https://bit.ly/2Ubq9y5
• RemoteWork Survival Kit: https://rb.gy/awzxx8
• NYC:Tech (company response plans: open sourced); https://rb.gy/uokcky
• group messaging option: https://www.eztexting.com/
• well-being resource (free) for employees: https://www.grokker.com/
• Red Stick Ready: https://www.brla.gov/2151/COVID-19-Novel-Coronavirus-
Information
robin@peridusgroup.com jls@bswllp.com

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