Return to Work SAFELY Recording

Hello all!

Marc and I shared a bunch of information on returning to work in today’s webinar, including whether temperature checks and welcome back potlucks are good ideas, how cubicles can be spaced, and much, much more.

If you’re in the market to “open” back up and bring people back to the office, take a watch:


If you’d like to hear more of our banter, take a listen to the Hostile Work Environment Podcast wherever you get your podcasts.  AND, contact us if you have questions!

Return To Work SAFELY Webinar

Hello all!  Are you sick and tired of webinars but still want some help figuring out how to return your folks back to work safely and legally?  Care to indulge me in another webinar?

On Monday, May 11 at 10 AM CDT, I’m going to go through some of the legal issues involved in returning to work, including:

  • To mask or not to mask
  • Temperature checks
  • Changing leave policies
  • Continued remote work issues
  • Office configurations
  • Wage & hour conundrums
  • What to do when an employee doesn’t want to return
  • The end of potlucks and company party buffets

This will be another Zoom webinar.  Here’s the link, and the password is 244461.

In the meantime, stay safe, wear a mask, and wash your hands please!

Photo by Mika Baumeister on Unsplash

COVID-19 April 10 Webinar

Happy as it can be Friday!  Below, please find the recording of today’s webinar.  This webinar is different in that it goes through common scenarios for paid sick leave and expanded FMLA under the Families First Coronavirus Response Act with tips on how to document and track the leaves.  It also contains checklists to use for documentation purposes. If you’d like the slides, please email me directly at

Also, here is the info sheet for employers:  PSL eFMLA One Pager  Feel free to add your own contact information to it to use with your employees.

Now, for the love of all things holy (regardless of denomination or not), go wash your hands and stay safe out there!

Checklists, Not Forms

You’ve met her.  Her name is Darlene.  She’s in HR.  She’s a stickler for rules.  She’s definitely not the party-planner HR-type.  Darlene denies requests that do not come on forms completed perfectly.  (She actually gets quite huffy about it.)  In fact, lawyers have taught Darlene that her way is the best way.  In the time of COVID-19, Darlene is about to experience an awakening.  She’s not gonna like it.

Under the Families First Coronavirus Response Act (FFCRA), employees can request paid sick leave and/or expanded FMLA in any way they can.  In its regulations, the Department of Labor has explicitly said that an employee can request leave orally.  Employees do not need to ask for a leave in writing.  (The IRS has some things to say about this, but…)

So, do you need a form?  No.  Should you have a form?  Not if you’ve got a Darlene working for you because she’s going to deny the leave if she doesn’t get the form filled out just the way she wants it.  Here are the reasons to say no to forms:

  • Not all employees have printers at home
  • Not all employees have computers at home to complete forms
  • Completing a form might be difficult for some employees
  • Requiring a form creates a hoop that an employee has to jump through to get the leave and therefore could be considered interference with the leave
  • If DOL says an oral request is sufficient, then you can’t require a form (worth repeating)

I know what you’re thinking, “But Kate, how am I going to have evidence if they ever sue me?”  Don’t worry.  I didn’t say you weren’t going to have evidence.  I said you shouldn’t have a form.  Instead, let’s have a checklist that HR or whoever is responsible for HR stuff to go through to make sure they have everything they need, like healthcare provider names, kids’ names and ages, and dates.  Having a conversation back and forth with an employee to get this information – whether it is over email or text message – is going to get you all the documentation you need.  You can even use your old faithful friend, Microsoft Excel, to track the information and document where the information is.  Really.  An email string or a text chain is going to be enough.

Tomorrow, April 10 at 10 AM CDT, I’m going to go through a bunch of scenarios where employees need leave.  I’ll walk you through my checklists, how to document the leave for IRS purposes, and even give you the tracking spreadsheet.  No registration necessary.  Just log in here: Kate’s COVID Webinar.  The password is 813056.

Until tomorrow, don’t be like Darlene.

Photo by Glenn Carstens-Peters on Unsplash

COVID-19 Update: April 2 @ 10 Webinar

Hello, all you cool cats and kittens!  (Sorry, I had to try to crack a smile on some of you!)

Below, please find a recording of the content from this morning’s webinar.  Also, here are some helpful links:

  1. DOL FAQs related to the Families First Coronavirus Response Act
  2. IRS FAQs related to the Families First Coronavirus Response Act (Take a look at Question 44 regarding the children older than 14.)
  3. DOL’s New Rule
  4. Jon Hyman’s Synopsis of the new rule

Please don’t hesitate to reach out if you have any questions!  We’re trying to help!

Documenting Leave: The IRS Perspective

Yesterday, the IRS provided some answers to frequently asked questions around the Families First Coronavirus Response Act (FFCRA).  The answers uncover one of the most pressing issues for small businesses preparing to provide paid sick leave and expanded FMLA under the act – how to document the leave. Why the IRS?  Remember, the leaves have tax credits attached to them, so if you want the tax credits, you need to follow both DOL and IRS rules.

The IRS requires that the leave request must be in WRITING and include:

  1. The employee’s name,
  2. The date or dates the employee is requesting leave,
  3. A statement of the COVID-19 related reason the employee can’t work (or telework) and written support for the reason, and
  4. A statement that the employee is unable to work for that reason.

Let’s game this out.  Tim from your manufacturing floor calls and says he needs to self-isolate because his live-in girlfriend tests positive for COVID-19.  Here’s the conversation:

  • Tim:     I can’t leave my house, Suzie has COVID-19.
  • You:     Oh no.  Is she okay?
  • Tim:     She’s okay now, but I’m afraid I could get it.
  • You:     Are you okay?
  • Tim:     I think so.
  • You:     Have you spoken with a healthcare provider?
  • Tim:     No.
  • You:     Tim, there are paid leaves available to you in situations like this. In order to get those leaves, I need you to talk with your healthcare provider about what you should be doing.
  • Tim:  I’ll call now.

Tim calls his doctor and calls you back.

  • Tim:     I need to self-quarantine.
  • You:     Ok.  How long?
  • Tim:     Two weeks.  Am I going to lose my job?
  • You:     Not for this, Tim!  This is exactly why we have this new paid leave available.  Ok, can you please send me an email saying you spoke with your healthcare provider (I’ll need their name), they told you to self-quarantine for two weeks because of exposure to COVID-19, and that you want to use the leave because you can’t come in?
  • Tim:     I can do that.
  • You:     Great.  Once I get the email, I respond confirming the leave and providing you a calculation of what you’ll earn during those two weeks.  Is there anything else you need?  Do you have enough groceries?
  • Tim:     I think so.
  • You:     If you don’t, let me know.  I know there are some services that could deliver some. We want you to stay safe, Ok?  Let us know if anything changes.

You are then going to take Tim’s email and your response and file it away in Tim’s medical file and document Tim’s situation in an Xcel document so if you need to produce the document to the IRS, you know who received the leave and where to find the email.  Remember, Tim’s medical file can be held electronically as long as it is secured.

Let’s do another one.  Maria has two little kids from home, ages 3 and 5.  She’s able to work from home, but often the kids get in the way. She calls you.

  • Maria: I’m struggling with the kids being at home.
  • You:     I get that.  Are you able to get work done or is there something we can do to help?
  • Maria: My manager seems to be okay with me working half-time because I’m really only able to work about that because the kids, you know?
  • You:     The kids aren’t in school or daycare?
  • Maria: Duh! Yes, COVID has all of them closed.
  • You:     Ok.  There are some paid leaves available for you that we can use half-time.  Do you want to try that?
  • Maria: What do you mean?
  • You:     Well, because your kids are at home, we could put you out on paid sick leave because the schools are closed because of COVID.  I’ll need you to send me an email saying that along with the school and daycare’s name.  Can you do that?
  • Maria: Yes!  How much will I get paid?
  • You:     The paid sick leave is up to $200 per day for childcare needs, so if you need it half time, you’d get your regular rate for a half day and then $100 for the rest of the day.  Is that okay?
  • Maria: Better than losing my job or nothing, so, I guess.
    You:     Once you send me the email, I’ll respond confirming all of this.  If there’s something missing in the email, I’ll let you know, okay?
  • Maria: Ok.
  • You:     We want you and your family to stay healthy and safe. Okay?  If there’s anything else we can do let me know.
  • Maria: Can you help smooth this over with my boss?
  • You:     I can certainly try.  We understand that this is new for everyone and we’re going to give you as much grace as we can.  Just do your best, okay?
  • Maria: Thank you.  I will.

You’re going to then going to take Maria’s email and your response and put it in Maria’s personnel file.  You’re going to track Maria in your Xcel spreadsheet next to Tim as well.  You’re also going to grab your governor’s order closing schools from the governor’s website, so if you ever need to produce information for the IRS, you know to grab the emails from Maria’s files with the governor’s order.

These should be the most common conversations about these leaves. If you have any questions, please feel free to contact me.  We can go through them.

I’m going to hold another webinar tomorrow at 10 AM CDT to go over documentation and any other guidance (DOL regs expected) that comes out today.  You can join by clicking here.  The password for the webinar is 130798.  (We need the password to hopefully stop zoombombing.)

Photo by Kelly Sikkema on Unsplash