If your business operations are halted or employees can't get to work due to a weather-related event or other "state of emergency"-type situation, how will you respond? Emergencies and disasters do not grant employers immunity from compliance with statutory requirements of laws like the Family and Medical Leave Act of 1993 (FMLA), the Fair Labor Standards Act (FLSA), and the Occupational Health and Safety Act (OSHA). At chaotic times, employers can easily overlook a crucial and potentially devastating legal pitfall. Prepare now, so that when a blizzard, a flood, a wildfire, a hurricane, an earthquake, or other disaster or emergency strikes, you'll know:
- Whose pay can be reduced when the business is shut down and by how much under the FLSA—and what happens when an employee gets a fixed salary for fluctuating workweeks?
- What’s your legal obligation to pay someone who’s on call to deal with emergency repairs, shoveling or other tasks even if they don’t perform any work?
- What are your notice requirements if the state of emergency leads to an all-out shutdown of your business operations and thus the need for layoffs?
- How do business shutdowns impact leave under FMLA?
- What are an employer’s obligations concerning employee benefits if a natural disaster requires even a temporary shutdown of operations?
- Could your organization be subjected to fines and penalties under the Occupational Safety and Health Act (OSHA) for requiring an employee to report to work during a major storm?
These are just a few questions we'll address. Join us on January 30 for an all-new webinar addressing an employer's legal obligations under federal laws such as the FLSA, FMLA, OSHA, and the Worker Adjustment and Retraining Notification Act (WARN Act), during a state of emergency.
AFTER ATTENDING THIS WEBINAR, YOU'LL BE ABLE TO:
- Recognize the legal issues (under federal law) that unexpected business closures could pose to managing the workforce
- Determine when to permit employees to work from home and for how long
- Effectively communicate your expectations to the workforce about reporting to work following a state of emergency
- Properly track time off under FMLA during this time
- Properly calculate compensation owed under the FLSA
- Address legal obligations concerning the continuation of employee benefits due to a temporary or more permanent shutdown
- Comply with applicable WARN Act notice requirements