Musical chairs in a post-Covid world.
Why you’ll want to participate in this session. Last March, work as we know it, turned on a dime. The very basics of where and when people work shifted dramatically. Many workers across Maine are uncertain of their employment status. Furloughed? Laid off? There are untold others performing work they never imagined doing and not part of their job descriptions. Perhaps some of them have lost or gained exempt status? As we crawl back to “normalcy” this year, the HR community must be on its toes, because you’ll hear this (if you haven’t already): “I want to come back to the office.” “I want to continue working from home.” “I want to do the work I used to do.” Our employment lawyer friends Michael Messerschmidt and Matt LaMourie have had many sleepless nights contemplating various return–to–work scenarios and their employment law implications. They will help you unpack the legal issues coming your way so that you can be better rested.
What’s it all about?
- Consider the discrimination potential posed by the rapid down-sizing, re-hiring, re-structuring likely to continue this year, particularly issues concerning age discrimination (Maine is the oldest state in the union) and gender discrimination (as women continue to face the brunt of the work on the home front).
- Keep your FLSA practices in compliance in light of the new workplace clock and classification issues presented by rapidly shifting job functions.
- See how your employee handbooks, protocols, record keeping, and job descriptions are more important than ever.
Applying for SHRM Credit and HRCI General (HR) Credit.