In an ever-changing world of new COVID-19 related regulations and guidelines for employers, how can you keep your business' H.R. Policies and Practices up to date? Join me, Eric Sarver, with my guest, Rick Maher of Turning Point HCM, to discuss how Rick's company provides unique H.R. services that your business needs to succeed in a post-COVID world.
Tune in for this informative conversation at TalkRadio.nyc or watch the Facebook Livestream by clicking here.
Eric introduces his guest Rick Maher, CEO of Turning Point HCM. His company focuses on HR problems that often fall into four categories; compliance issues, employee challenges, policy and procedural headaches, and strategic. Eric reflects on the way that businesses have transitioned due to the Covid-19 pandemic. Now that workers will likely be returning to the office soon, they will be discussing how companies can handle this transition. Rick compares this transition to what was experienced during the recession of 2008 and talks about how companies attempted to find solutions. It was during this crisis that his business was born. He has shares the pattern he has noticed within companies during Covid-19
Eric reflects on how his clients handled the pandemic and rules around relief like PPP loans and the Cares Act. By the fall he noticed that many saw the light at the end of the tunnel and started to think about what the next step is and what the new normal would look like. Rick believes that before coming back business owners will have to understand that policies are changing rapidly and they will likely have to play catchup. There will need to be policy updates signed off by the employees with the understanding that they will change. With all the things that have gone on in the last year and the impact that it has had on employees personally, this will present a new challenge for companies so that is something that must be anticipated.
The Turning Point HMC has trained nearly 13,000 employees on their Learning Management System. They offer 180 courses in addition to those mandated by New York state. In the Learning Management System that he built they now have courses on unconscious bias, diversity, equality, inclusion, and things that are now becoming a part of the mainstream vernacular. The Turning Point HMC also has a living handbook. Rick believes that an educated employee is the best employee.
Rick talks about what he thinks a return to work plan should look like. A plan needs to be put in place for possible exposures and such. Covid will also have to be factored into plans for business trips. Of course there is also the plan for a return to work that will need to be analyzed. Proactive planning is essential. In order to contact Rick Maher visit turningpointhcm.com
00:00:37.230 --> 00:00:46.440 Eric Sarver, Esq.: Good evening, welcome to employ a lot today i'm your host erick sovereign i'm an employment law and business law attorney at the law office very good soccer.
00:00:46.830 --> 00:00:53.790 Eric Sarver, Esq.: And I do this show weekly Tuesday nights at 5pm where I have guest on you help to discuss issues.
00:00:54.210 --> 00:01:05.970 Eric Sarver, Esq.: That impact business owners in all industries, especially now as they're navigating the complex employment Labor law issues that we're all facing and led to the Cobra team dynamic.
00:01:06.480 --> 00:01:20.730 Eric Sarver, Esq.: And i'm joined tonight by my guest rick more rick is the Co founder and visionary behind turning point hcm that's turning point human capital management rick welcome to the show.
00:01:21.480 --> 00:01:26.040 Rick Maher: Thanks Eric thanks for having me looking forward to having a great discussion over the next hour.
00:01:26.670 --> 00:01:31.140 Eric Sarver, Esq.: Sure thing sure thing when our topic tonight, as I mentioned, for our audiences.
00:01:32.130 --> 00:01:41.850 Eric Sarver, Esq.: Global workplace transitions right we're talking about workplace adaptation from an HR perspective, and I just want to introduce you rick before we go into the topic here.
00:01:42.240 --> 00:01:51.750 Eric Sarver, Esq.: As rick more, as I mentioned co founder of turning point hcm rick basically the fractional human resource consulting firm.
00:01:52.170 --> 00:02:03.270 Eric Sarver, Esq.: That is focused on solving the problems that keep business owners awake at night and those problems those HR problems, usually fall into four categories, they include compliance issues.
00:02:03.960 --> 00:02:12.420 Eric Sarver, Esq.: Employee challenges policy and procedure headaches and strategic aligning of human capital for maximum performance.
00:02:13.170 --> 00:02:21.480 Eric Sarver, Esq.: turning point hcm mission is to release the pressure valve that build and business owners whenever legal or a day to day HR issues pop up.
00:02:22.050 --> 00:02:30.360 Eric Sarver, Esq.: And rick's company creates a customized solution for each clients objectives while focusing on price service and doing what is best for their client.
00:02:30.990 --> 00:02:39.570 Eric Sarver, Esq.: So it makes sense for the business and helps the owner and put HR issues in the rearview mirror or their clientele includes first and second generation family owned businesses.
00:02:40.110 --> 00:02:50.220 Eric Sarver, Esq.: Often, that have between five and 500 employees and between 1,000,075 million in revenue so rick it's great to have you on the show really glad you can be here.
00:02:50.940 --> 00:03:08.850 Rick Maher: Thanks Eric thanks I might you know my goal and my intention, throughout this time that we're speaking, is to you know really educate enlighten and inspire your audience as they decide how if and when they're going to return to the office and dealing with codes specific issues.
00:03:09.750 --> 00:03:25.680 Eric Sarver, Esq.: that's great record educating inspiring it's all part of what I hope to accomplish with this podcast and it's also part of the stations educate uplift and motivate so that's really nice that your goals align with mine and that of talk radio and my see.
00:03:26.970 --> 00:03:36.300 Eric Sarver, Esq.: So let's, let me just discuss brief leave the topic that we're talking about at hand here the workplace transition transition, the big picture view.
00:03:36.900 --> 00:03:45.300 Eric Sarver, Esq.: So you know, I was thinking about this and you and I spoke about before the show, and we all think back to a year ago march of 2020.
00:03:45.930 --> 00:03:54.480 Eric Sarver, Esq.: When this coven 19 pandemic forced businesses to radically alter their workplace and from everything from restructuring the chain of command to.
00:03:54.930 --> 00:04:07.770 Eric Sarver, Esq.: Going virtual to changes in how employees work interact with one another and with management and, as you may recall rick as I do, for my clients back then much this was about survival mode right just focused on.
00:04:08.430 --> 00:04:16.290 Eric Sarver, Esq.: Businesses keeping the lights on and learning the new technology and the new ways to function, but now more than a year later.
00:04:16.950 --> 00:04:25.830 Eric Sarver, Esq.: I what I found two is as businesses prepare for the employees, in many cases, returning in person to the workplace or into a hybrid perhaps work environment.
00:04:26.160 --> 00:04:43.290 Eric Sarver, Esq.: And the question becomes what new employee relations challenges might arise and other coven 19 related now cultural and behavioral changes brought about, after more than one year of basically this right doing the zoom thing and webex and teams online for 13 months.
00:04:44.460 --> 00:04:50.310 Eric Sarver, Esq.: And if so, how to business owners address these changes, what communication into the company sent to us returning workers.
00:04:50.820 --> 00:05:06.120 Eric Sarver, Esq.: As related to cover 19 protocols is just some of the questions that rick and I discussed and will be discussing tonight for you our audience to listen and hopefully to take away some good valuable tips from so rick, if I may turn to you, the first question.
00:05:07.230 --> 00:05:14.040 Eric Sarver, Esq.: um sure listeners a bit more about yourself, but what prompted you to found turning point in human capital management.
00:05:14.670 --> 00:05:18.210 Rick Maher: yeah Thank you that's that's a great question and great jumping off points so.
00:05:18.690 --> 00:05:29.370 Rick Maher: You know, you and I discussed in the past, so I too was you know 11 years ago, doing the train thing to New York City, and you know spending half my life doing that and I was a.
00:05:29.730 --> 00:05:41.220 Rick Maher: National practice leader for private equity and large law firms nationally for a Goldman Sachs capital partners own company called USA at that point in time, and you know I had I had children that were.
00:05:42.060 --> 00:05:55.860 Rick Maher: You know in there, you know eight 910 years old and wanted to be a part of their life every day and didn't want to spend my time on the train and then there was this event around that time that really you know in hindsight.
00:05:56.880 --> 00:06:02.040 Rick Maher: has shaped really almost everything that we've built and everything that we do.
00:06:02.700 --> 00:06:13.710 Rick Maher: As we stand today and that event was the you know the great economic collapse, the great recession of you know, call it 2008 through 2012 time period that's when I started the business.
00:06:14.340 --> 00:06:29.460 Rick Maher: And you know, it was a time where I saw a problem that was arising from that shock and that shock was as businesses were struggling at that point in time for different reasons, typically their first.
00:06:30.900 --> 00:06:36.420 Rick Maher: People that they were letting go because they were non revenue generating generating was their HR team.
00:06:37.050 --> 00:06:42.810 Rick Maher: or secondarily the last people they were letting letting go where their HR team as in.
00:06:43.590 --> 00:06:52.170 Rick Maher: You know, lay everyone off closed the lights thanks for coming have a great day kind of a thing, so there was just tremendous turmoil at that period of time.
00:06:52.470 --> 00:07:03.630 Rick Maher: In larger businesses but, more specifically, where I was focusing on that point in time kind of those businesses that you described first or second generation family businesses with a handful to a couple hundred employees.
00:07:04.290 --> 00:07:13.080 Rick Maher: You know those businesses who were my clients at that point in time, they all had these problems these things that were keeping them awake at night.
00:07:13.650 --> 00:07:22.650 Rick Maher: And I saw an opportunity at that point in time to combine some of this great talent in HR that was now sitting on the sidelines.
00:07:23.310 --> 00:07:33.780 Rick Maher: With businesses that had a real problem they had to deal with their remaining employees challenges and all those sorts of things, but more importantly, deal with it in a way.
00:07:34.350 --> 00:07:41.400 Rick Maher: That was, you know the right resource the right price and the right amount of time because things were tight.
00:07:42.090 --> 00:07:55.590 Rick Maher: So, you know that was really the genesis of our business with the business that we that I started and and from that period of time we've we've grown to now we have 20 HR professionals on staff.
00:07:56.400 --> 00:08:01.620 Rick Maher: We work with we've worked with over 1100 businesses in the past 11 years.
00:08:02.340 --> 00:08:21.000 Rick Maher: And in 65 different industries and Ford and all 48 contiguous United States so i'll address that a little further, of how cove it has actually enhanced in certain instances, our business model and and and where we're going, but the business was born in a time of.
00:08:23.430 --> 00:08:39.300 Rick Maher: desperation really for many businesses and now looking back on that we're kind of in the similar time for many businesses and many clients so it's a sometimes it's a great comfort to draw upon those experiences of eight or nine years ago.
00:08:40.380 --> 00:08:45.180 Rick Maher: To apply them to today where we're going but also how we can help our clients.
00:08:46.200 --> 00:08:54.720 Eric Sarver, Esq.: yeah I mean interesting things there you know I love hearing my guest stories about how they were motivated found their company or their practice and.
00:08:55.080 --> 00:09:06.180 Eric Sarver, Esq.: Hearing one of the motivations that I resonates well with me lands with me is the idea of wanting to spend more time with your family and your children, you know, I have a young son is 19 months old almost 20 months he's a young.
00:09:07.080 --> 00:09:12.120 Eric Sarver, Esq.: But just with you on the commute me in New Jersey transit into the city and so.
00:09:13.080 --> 00:09:23.190 Eric Sarver, Esq.: And this is interesting, too, because I mean you talk about something being born out of a very stressful arguably tight time for many people, including the men mainly the.
00:09:23.790 --> 00:09:33.660 Eric Sarver, Esq.: recession in 2008 nine and arguably 10 to 11 so it's really great to hear that you have that experience, and I imagine that some of that.
00:09:34.650 --> 00:09:47.430 Eric Sarver, Esq.: Perhaps the experience that you had then when you're helping your clients now, I would just imagine, maybe there's something we can talk about later that must have it must impact, how you speak with your clients and what issues you can recognize and spot.
00:09:48.540 --> 00:09:55.740 Rick Maher: Like yeah you know absolutely I mean I think even you know to kind of start to transition into today's topic when.
00:09:56.160 --> 00:10:02.670 Rick Maher: You know, a year ago we had built out a couple years ago we built out this beautiful office space.
00:10:03.000 --> 00:10:13.380 Rick Maher: Right and the intention and the you know the budget and the game plan was within 18 to 24 months to be buying or building our own building at that point in time right, so you know just some simple.
00:10:14.670 --> 00:10:25.320 Rick Maher: what's called silly things that serendipity that you know, so we built an office that there was no paper on any of our desks right everything was scanned filed electronic because the purpose was.
00:10:25.620 --> 00:10:31.710 Rick Maher: that one day we were just going to unplug our computers and move to the next space with as minimal with minimal disruption as possible.
00:10:32.550 --> 00:10:39.990 Rick Maher: Well, we thought it was going to be going into a building and really what it now has become is we've shut down that office we've gone remote.
00:10:40.530 --> 00:10:53.100 Rick Maher: Right we've embraced this model this world that we're in but it allows us now to service clients across the country because zoom and this way of talking to clients has now become much more.
00:10:54.240 --> 00:11:02.880 Rick Maher: acceptable, so I think is entrepreneurs right and dealing with our clients who are also, in many cases, entrepreneurs, the.
00:11:03.870 --> 00:11:17.430 Rick Maher: The ability to find solutions where there seem to only be problems is really what our job is right and, quite frankly, it's why I changed part of my title to be CEO and visionary.
00:11:17.850 --> 00:11:35.520 Rick Maher: visionary wasn't meant to be to be some genius who's developing some new business, but as visionary, in a sense, to say what's next good bad and indifferent, how do we plan for it, and then, how do we share that same knowledge with our clients right.
00:11:36.150 --> 00:11:44.940 Eric Sarver, Esq.: Absolutely, I think it's a nice segue into talking about what's next what's next in the pandemic and I think in order to do that it's helpful to.
00:11:45.630 --> 00:11:50.130 Eric Sarver, Esq.: Take a little step away and look back at where we've been with this pandemic here so.
00:11:51.000 --> 00:12:02.580 Eric Sarver, Esq.: it's nice segue into the question of what have you seen record some of the biggest HR related challenges posed to businesses now during that coven 19 penn State to do so when we started last March, through.
00:12:02.940 --> 00:12:11.910 Rick Maher: Press yeah yeah you know I think there's been really there's been three or four distinct waves right and each of the waves to this point.
00:12:12.390 --> 00:12:25.770 Rick Maher: has had an underlying tone of patients right, and I think that those patients we're starting to see the fraying of those patients between employers and employees co workers, etc.
00:12:26.850 --> 00:12:33.300 Rick Maher: And then, and then ultimately, I think, as we get back to earth people decide, are they going back to the office I think there's going to be.
00:12:33.840 --> 00:12:37.260 Rick Maher: That patients is going to wear thin comments will be made.
00:12:37.770 --> 00:12:42.990 Rick Maher: Things will be said so let's call it the first three or four months, you know from the middle of March into.
00:12:43.290 --> 00:12:52.410 Rick Maher: let's call it the beginning of July of last year, I think it was more everyone's just saying how are we going to do this, how are we going to keep the lights on how are we going to survive, how are we going to communicate.
00:12:52.740 --> 00:12:57.810 Rick Maher: Right and for many business owners and this is their human capital, their human capital management.
00:12:58.560 --> 00:13:08.280 Rick Maher: The way that they managed was by seeing someone at their desk and equating that to them working hard right or work or doing the right things.
00:13:08.790 --> 00:13:22.500 Rick Maher: So I think, from a management perspective as an entrepreneur's perspective there was this big shift of how are you going to engage your workforce, how are you going to you know communicate with them, how are you going to keep the culture.
00:13:23.520 --> 00:13:33.930 Rick Maher: That you've built the same now that it's being ripped apart at its fabric right and then underneath that tone from you know march to July was okay.
00:13:34.260 --> 00:13:40.260 Rick Maher: Though you know, in many instances, before we had all these great green screens and things that we're seeing on screen right now there was.
00:13:40.500 --> 00:13:52.200 Rick Maher: laundry behind there was you know pots and pans in the kitchen sink kids running around dogs barking all that sort of stuff, so I think was a very you know, there was a very distinct time, then I think, as we settled in.
00:13:53.220 --> 00:14:02.580 Rick Maher: In you know, in the summer months it's cold July, through you know October ish or late September I think people settled in and started to understand where they're going.
00:14:03.210 --> 00:14:11.550 Rick Maher: starting to change their model who's embracing what aspect of it, and I think that, from that you know we started to hear.
00:14:12.150 --> 00:14:23.580 Rick Maher: The rumblings of when we go back to normal right and and I think there was this big argument esoteric argument between entrepreneurs and them in their own heads is.
00:14:24.480 --> 00:14:29.730 Rick Maher: Are we ever going back and do I want to write, or is there a way forward so then.
00:14:30.210 --> 00:14:40.050 Rick Maher: You know, I think, then, the third wave that we saw was you know call it the late fall through what's called election season and transition to.
00:14:40.590 --> 00:14:54.960 Rick Maher: new political leadership, which was okay what's going to happen now right, and I think now we're in the fourth wave, which is let's call it from the middle of January to where we stand today and a couple of months going forward, which is.
00:14:55.500 --> 00:15:11.400 Rick Maher: Okay, the the seeds of quote unquote normalcy are starting to sprout right and maybe we are going back to the office, so now, I need to think about a do I want to be, how do we do it.
00:15:12.210 --> 00:15:16.530 Rick Maher: See, what are the ramifications of it right, and I think we're going to talk about that a little bit later.
00:15:16.920 --> 00:15:33.570 Rick Maher: But, but you know, then, more importantly, is you know there's for lack of a better term there's all this pent up demand or this pent up energy that people who haven't really spoken in a meaningful way, who were friends let's go co workers.
00:15:34.500 --> 00:15:46.620 Rick Maher: That they're now going to be unleashed on each other with with unvarnished opinions with unvarnished comments and what is that going to do to a business.
00:15:47.490 --> 00:15:55.320 Rick Maher: In addition to what are the steps that you should take as an organization such as communicating the expectations what's going to happen.
00:15:55.650 --> 00:16:10.140 Rick Maher: Dealing with you know, should we vaccinate, should we not vaccinate can we mandated all those sorts of things, so I think we're in Stage four and who knows it might be for our 10 more after this, but I think we're in Stage four from what I can see from when this started.
00:16:11.670 --> 00:16:23.550 Eric Sarver, Esq.: rick let's take a quick commercial break and we'll come back to those stages i'm Eric sorry your host here tonight with rick mark and turning point hcm so stick around we'll be right back.
00:19:19.920 --> 00:19:29.640 Eric Sarver, Esq.: Welcome back to implement a lot today i'm your host erick sorry here with my guest rick more from training point hcm brick we covered a lot I love to unpack a little bit of that, if I may.
00:19:30.210 --> 00:19:36.390 Eric Sarver, Esq.: From before the break for those who might be joining us lead or just to recap before the commercial we're talking about.
00:19:36.870 --> 00:19:45.360 Eric Sarver, Esq.: sort of breaking this up into four phases or stages, if you will, of how businesses have been impacted by the dynamic and.
00:19:45.780 --> 00:19:53.520 Eric Sarver, Esq.: As you were talking about those phases It made me think about as an employment law attorney what my clients were going through and definitely an old trapped in terms of.
00:19:53.850 --> 00:20:07.050 Eric Sarver, Esq.: Those earliest start date spring into summer of 2020 a lot of this just figuring things out, you know what's next what's the next stage to keep people connected and technologically on track, I know my clients were all about.
00:20:07.650 --> 00:20:18.030 Eric Sarver, Esq.: How do we get the PPP low and and business small business loans and how do we figure out whom to furlough and not and what what cares that was might apply to us a lot of that going on.
00:20:19.110 --> 00:20:24.330 Eric Sarver, Esq.: But then in those situations, I think a lot of those cultural issues in the workplace, get sort of put on the shelf.
00:20:24.750 --> 00:20:33.360 Eric Sarver, Esq.: And then you've got the summer months and people sensing that some maybe changes afoot we've gotten used to this new normal little bit, but we know it's going to be over.
00:20:33.780 --> 00:20:39.090 Eric Sarver, Esq.: i'm paraphrasing here a bit, if I may, and then I can recall like in the fall for sure.
00:20:39.540 --> 00:20:50.130 Eric Sarver, Esq.: Companies saying okay well now what's next, and I can see the light at the end of the tunnel here, perhaps we will be going back to quote unquote normal, but then, in the last few months.
00:20:50.640 --> 00:20:55.920 Eric Sarver, Esq.: As that becomes more of a clear picture and the seat of mandates, or rather opinions around the vaccine mandate.
00:20:56.820 --> 00:21:04.020 Eric Sarver, Esq.: What you can and can't do with your employees lot of companies, asked the question right do you do we want to go back to normal and.
00:21:04.560 --> 00:21:12.510 Eric Sarver, Esq.: Do we want to go back or are we just entering into a new normal and I think it's important to make the distinction between you know if you take them.
00:21:12.900 --> 00:21:18.270 Eric Sarver, Esq.: occasion for a month and then your your leave of absence should say being sent you go back to work.
00:21:18.720 --> 00:21:26.220 Eric Sarver, Esq.: let's say if it's all pre covered you go back to where you are you're back in your chair you back in your seat it's like Oh, I remember this within a week or like back in the swing of things.
00:21:27.360 --> 00:21:37.500 Eric Sarver, Esq.: But we're not necessarily going back to the way things were we're going back to different regulations different rules we're going back to a different culture, so let me ask you about.
00:21:38.040 --> 00:21:44.760 Eric Sarver, Esq.: This sort of looking ahead with workplaces transitioning from remote work to impressing employees again.
00:21:45.240 --> 00:21:59.520 Eric Sarver, Esq.: i'm wondering, so what are some you mentioned specifically later challenges but employees face, can you talk about some of those in terms of like changes in social norms or cultural, political divides and intense intensifying you know things to that effect.
00:21:59.670 --> 00:22:05.430 Rick Maher: yeah yeah yeah so to start a you know at a very high level right week we could look at things.
00:22:06.570 --> 00:22:18.750 Rick Maher: You know that are going on your show you mentioned cares act, and you know the FF CRA the family first coronavirus response act and and the different things that are going on there, so I think at a very high level.
00:22:19.350 --> 00:22:27.480 Rick Maher: Governments and entities, you know States, local governments federal are responding to the pandemic.
00:22:28.140 --> 00:22:39.000 Rick Maher: With new kind of laws rules, regulations that are that are coming down the Pike and I think we're going to continue to see that evolve over time because we're kind of.
00:22:39.750 --> 00:22:49.950 Rick Maher: Making this stuff up as we go along right and responding to the days you know issues in many cases, so I think, from a from a from an employer standpoint.
00:22:50.490 --> 00:23:00.210 Rick Maher: When we left there was there's always going to be those updates those changes those laws those rules and regulations, but there's been a significant number of them.
00:23:00.900 --> 00:23:08.880 Rick Maher: Since since we you know, since we left the office and with the employees right and the employers having patience for each other.
00:23:09.630 --> 00:23:15.660 Rick Maher: This is where we're starting to see, I think, as those rules change and, as you mentioned business leaders and leadership.
00:23:16.530 --> 00:23:22.290 Rick Maher: left you know some of the things they needed to do to focus on how to stay alive and stay open and all those sorts of things.
00:23:22.740 --> 00:23:27.990 Rick Maher: So I think, from a from that perspective business owners gonna have to understand that, even though coming back.
00:23:28.440 --> 00:23:35.970 Rick Maher: Before we get to the coven stuff and the social distancing and all those and the social changes in America and the past 1213 months.
00:23:36.660 --> 00:23:44.070 Rick Maher: They have to understand that, from a you know from a compliance standpoint that's called the handbook view of things.
00:23:44.880 --> 00:23:52.410 Rick Maher: Those changes are you know they're still coming rapidly and there's many that they need to probably catch up on and deal with.
00:23:52.830 --> 00:24:02.580 Rick Maher: them from the employee side right, so you have now employees that some might say I don't know that I want to come back we've done it this well for this long, why are we coming back.
00:24:03.060 --> 00:24:12.660 Rick Maher: So I think that there needs to be you know, a real strategy and a real plan around communicating to employees often and early so, for instance.
00:24:13.080 --> 00:24:23.070 Rick Maher: You know, and it may come in phases or stages, so the first one might be just an overall letter state of the Union kind of thing we're coming back to the office here's.
00:24:23.430 --> 00:24:34.830 Rick Maher: Why right here's how we're going to do it not full blown detailed plan, but it should have kind of this is what the what the why the how that sort of stuff the when.
00:24:36.450 --> 00:24:44.790 Rick Maher: Then I think the next phase should be you know kind of policy updates right so here's going to be our policy around.
00:24:45.210 --> 00:24:58.320 Rick Maher: Are we mandating vaccinations are we, you know, are we rebuilding our office to function, you know with you know social distancing or how we going to deal with one employee that doesn't want to wear their pee pee.
00:24:59.310 --> 00:25:15.780 Rick Maher: stuff or all those sorts of things, and those are company policies that should be drafted and sort of like an addendum to the handbook that are signed off by the employees with the understanding that these things are going to change right so, for instance.
00:25:17.400 --> 00:25:27.240 Rick Maher: There may be, you know so so those things going to want to be written out and with the understanding they will change because they will change right we're changing nearly every day we went from.
00:25:27.510 --> 00:25:33.840 Rick Maher: Six feet social distancing to three feet, it may go back who the heck knows, but that you know that's that's the path we're on.
00:25:34.560 --> 00:25:47.790 Rick Maher: Then I think there's going to be kind of let's call it the human part of coming back right fears right anxiety about all those things, but now also.
00:25:48.600 --> 00:25:53.520 Rick Maher: If you think about it when we go on zoom meetings now and we have this with our team.
00:25:54.360 --> 00:25:59.280 Rick Maher: One of the difficulties is we don't have that water cooler where we can spend five or 10 minutes just.
00:25:59.730 --> 00:26:11.370 Rick Maher: Talking about things right, having a conversation right those happened every day in the Office now you have this how's your day good son yep good okay good it's 30 seconds and we're on to work.
00:26:12.090 --> 00:26:18.030 Rick Maher: So I think that there's going to be this pent up demand is the only time that I can come up with, and I know it's not a great phrase for it but.
00:26:18.390 --> 00:26:27.750 Rick Maher: there's this pent up demand for me to talk to my colleagues and vice versa, and kind of give them my opinion on things right now, if you think about.
00:26:28.290 --> 00:26:38.490 Rick Maher: This and maybe 12 months ago, you and I would have a conversation about you know what's our favorite color and we both thought it was blue right, but now, this is a different time.
00:26:39.120 --> 00:26:46.950 Rick Maher: I may think I may still light blue and think that you do so, I talked about how great blue is and you say, what do you NUTS reds great right reds the best.
00:26:47.520 --> 00:26:55.800 Rick Maher: And now, this can cause friction So if you think about all the things that have gone on in the past 13 months, you know politics social unrest.
00:26:56.070 --> 00:27:12.690 Rick Maher: You know our vaccines good Are they not all that stuff that we all read in the newspaper every day that's going to create real challenges for businesses, how they handle it and how they handle employees that may be kind of.
00:27:14.910 --> 00:27:29.010 Rick Maher: I don't want to call tearing apart at the seams but we're seeing it in global scale in the economy we're seeing families kind of separate you know we seeing it, so we should anticipate and then just as proof of that you know we saw a couple of weeks ago Coca Cola, and some other.
00:27:30.060 --> 00:27:32.250 Rick Maher: Large organizations.
00:27:33.330 --> 00:27:48.660 Rick Maher: You know, are instituting let's call it mandatory different sorts of trainings to be ahead of this of this wave of potential problems that are coming that could rip apart, a business yeah yeah.
00:27:49.710 --> 00:27:58.530 Eric Sarver, Esq.: You know I, I agree with everything you say i've seen as well, my clients and it's we talked about the earlier part of the legal sort of the compliance.
00:27:58.860 --> 00:28:07.020 Eric Sarver, Esq.: get it communicate that to people getting the rules down packing in the handbook the agenda to people understand the how what, when and why because.
00:28:07.350 --> 00:28:17.790 Eric Sarver, Esq.: I think when people are anxious about something the lack of information feeds their anxiety right if you're a nervous wreck going back it's understandable who wouldn't be after you know 13 months.
00:28:18.090 --> 00:28:24.060 Eric Sarver, Esq.: working from home and say in their in their data or the bedroom and something that even just interact again and it's.
00:28:24.540 --> 00:28:36.210 Eric Sarver, Esq.: So I think people have that anxiety come later on top of the what is my job now where does the workplace look like what's what's going on, and so I agree with you that I think having those like handbooks and place.
00:28:36.900 --> 00:28:42.870 Eric Sarver, Esq.: Having knowing what the compliance issues are is key, and then you talked about the human aspect so it's.
00:28:43.440 --> 00:28:55.020 Eric Sarver, Esq.: Like it's connected to the legal right, I mean compliance when it comes to employment law, as we know, our Labor employment is an HR it's how the company is comply with the law as it relates to humans and their interactions.
00:28:56.040 --> 00:29:06.210 Eric Sarver, Esq.: Where there's discrimination or harassment issues or even just workplace, you know bullying or or and then, of course, you have the issue of employee productivity.
00:29:06.840 --> 00:29:11.370 Eric Sarver, Esq.: But I hear what you're saying about just like employers will have to deal with it, if I hear correctly.
00:29:11.700 --> 00:29:18.660 Eric Sarver, Esq.: The to the human interactions that people are starving for conversation some which now might be much more.
00:29:19.020 --> 00:29:24.900 Eric Sarver, Esq.: lead with conflict or disagreement, you know we become much more polarized I think we're already polarized as a nation.
00:29:25.470 --> 00:29:37.530 Eric Sarver, Esq.: Before clomid and now I think it's just gone like this that you mentioned that I like to read the blue metaphor, they are you know, so I hear you and you know we were about it for commercial break when we come back.
00:29:38.550 --> 00:29:44.340 Eric Sarver, Esq.: love to discuss this a bit more with you, what are your thoughts about you know how your company specifically.
00:29:45.270 --> 00:30:00.660 Eric Sarver, Esq.: addresses these issues so i'm Eric sovereign the host of employment law today, Tuesday, at 5pm here with my guest rick more The co founder and visionary behind turning point human capital management stick around folks we'll be right back.
00:30:03.990 --> 00:30:04.830 Eric Sarver, Esq.: Talk radio.
00:32:48.330 --> 00:32:55.290 Eric Sarver, Esq.: Welcome back to employment law today your host erick solver here with my guest tonight rick Mr rick you covered some.
00:32:55.770 --> 00:33:01.320 Eric Sarver, Esq.: Good topics before the break about what companies can expect what issues come up.
00:33:01.830 --> 00:33:11.760 Eric Sarver, Esq.: Around the transition back to work we've got the compliance part with employee handbooks and all the laws and rules, regulations are uncovered 19 protocol in the workplace.
00:33:12.330 --> 00:33:20.880 Eric Sarver, Esq.: And we have the issues of right the magical to the human aspect interactions of employee, you know challenges or or disputes.
00:33:21.540 --> 00:33:37.920 Eric Sarver, Esq.: Just re learning essentially I call it learning workplace that again i'm wondering, you know what type of solutions to do you have in mind for your clients around let's say, for example, the human interaction challenge yeah.
00:33:37.950 --> 00:33:43.800 Rick Maher: So so really you know there's there's really three things that we're focused on and have been focused on.
00:33:44.430 --> 00:33:49.260 Rick Maher: The past several months and anticipate will become even more important as we get back to the office so.
00:33:49.860 --> 00:33:58.860 Rick Maher: They all revolve around technology, which sounds crazy when you're talking about humans and human capital management, but it's truly important so.
00:33:59.610 --> 00:34:09.330 Rick Maher: One of the things that we did in response to this and and we're rolling it out even more aggressively so in the past 12 months we've trained over 13,000 employees.
00:34:10.320 --> 00:34:19.020 Rick Maher: On our learning management system, so we offer 180 different courses to employers and to our clients and.
00:34:19.920 --> 00:34:23.490 Rick Maher: And and it's very well received and there's the natural ones that are.
00:34:24.090 --> 00:34:31.860 Rick Maher: mandated so like in New York state, for example, we have mended mandated New York state sexual harassment, training and it has to meet certain guidelines and.
00:34:32.340 --> 00:34:42.390 Rick Maher: All that sort of stuff so so that was the original driver of this technology that we started a couple years ago and that's brings me back to when I said as an entrepreneur as a visionary of job is to.
00:34:42.960 --> 00:34:52.380 Rick Maher: pull things from the past and say how do they apply to the future right so, so this is again coming back so in this learning management system that we've built.
00:34:52.830 --> 00:35:05.310 Rick Maher: we've added courses like unconscious bias training diversity, equality and inclusion right so those things that we're now talking about that have really kind of started to.
00:35:05.670 --> 00:35:13.770 Rick Maher: become part of mainstream vernacular over the past several months, so I think that the first thing is using that technology.
00:35:14.220 --> 00:35:21.900 Rick Maher: to train employees on these various topics, and I think, from an employer's perspective when they see that.
00:35:22.500 --> 00:35:32.400 Rick Maher: You know you can't do the old training, where you get everyone in the break room right you bring in the coffee and the donuts and that that's not no longer here, so how do you train.
00:35:33.240 --> 00:35:42.660 Rick Maher: In this case, 13,000 employees remotely so there's a lot of you know tools that we use and particularly it's around a learning management system so that's been.
00:35:43.110 --> 00:35:52.710 Rick Maher: Very well received and it's really I would call it cutting edge of keeping up with the times and the issues that we're dealing with, and as you read the news on the Internet every day.
00:35:53.190 --> 00:36:02.010 Rick Maher: These training courses are following that I mentioned Coca Cola earlier right they really went after you know to be proactive in.
00:36:02.640 --> 00:36:09.360 Rick Maher: How they're you know training their employees on diversity, inclusion and equality right issues that sort of thing.
00:36:10.290 --> 00:36:16.950 Rick Maher: The second technology again when you when we're talking about these things, just like the training part of it.
00:36:17.400 --> 00:36:29.670 Rick Maher: it's not only legal and compliance but it's really dealing with that pent up demand as to how we bring these folks back into the office and and it's almost like you know you know.
00:36:30.690 --> 00:36:37.110 Rick Maher: it's spring break is going to happen we don't know what's gonna happen it's gonna be mayhem right that's that's So how do you how do you get ahead of that.
00:36:37.410 --> 00:36:52.080 Rick Maher: And in the communications when you're bringing people back, explaining to them that training and you know opening our eyes to things that we may have never thought about in the past or thought about ourselves in the past and how we treat others, those things it's really important.
00:36:53.250 --> 00:37:02.700 Rick Maher: The second technology that we've built in, you know again it was built a couple of years ago, but it's a it's come to the forefront, is what we call a living handbook.
00:37:03.270 --> 00:37:14.940 Rick Maher: So, again using technology, a handbook is in many cases it's written it gets put in the desk no one sees it to collect stuff it's it's it's it's just there it's yes, we have a checkoff.
00:37:15.330 --> 00:37:16.650 Eric Sarver, Esq.: Much to my chagrin, by the way, isn't.
00:37:17.940 --> 00:37:18.630 Rick Maher: It.
00:37:18.660 --> 00:37:20.280 Rick Maher: yeah yeah.
00:37:20.370 --> 00:37:23.550 Rick Maher: You would like to have a whole conversation on that separately right.
00:37:24.600 --> 00:37:27.510 Rick Maher: But what we're advising our clients is by using technology.
00:37:28.380 --> 00:37:40.830 Rick Maher: Our system that we built it pulls in every time there's a federal or State law that your company is located in it pulls in that that update to the system alert you that there's an alert you can read it.
00:37:41.340 --> 00:37:49.830 Rick Maher: see it hit, yes, and it up automatically update your handbook, so I think from you know that's the legal and compliance side, but from the employee side.
00:37:50.250 --> 00:38:02.010 Rick Maher: You know sigh sims used to say an educated consumers my best customer right an educated employee is typically the best employee so they're reading on the news that you know.
00:38:02.490 --> 00:38:12.600 Rick Maher: New Jersey, is implementing some new law let's just talk about what's going on with marijuana and and and those laws right, those are now going to impact the workplace employees know this.
00:38:13.200 --> 00:38:15.120 Rick Maher: The company's policies.
00:38:15.420 --> 00:38:23.730 Rick Maher: have to keep up with it right, the owner or the leaders of that business the HR teams have to understand where those things are and how they fit into this world.
00:38:24.300 --> 00:38:33.180 Rick Maher: And and it's just this it's this constant cycle that's coming through that employers, you know, have to use right and then kind of the third thing.
00:38:34.080 --> 00:38:45.930 Rick Maher: that's that's real practical is you know we we discovered a problem right, and this is really or secret, if you will, and it almost reminds me of a rubik's cube right.
00:38:47.070 --> 00:38:49.590 Rick Maher: Most of us can only get one side some can get to and.
00:38:49.590 --> 00:38:49.800 Eric Sarver, Esq.: Then.
00:38:50.100 --> 00:39:01.140 Rick Maher: The others that have uncovered the secret can get all six sides right or whatever it is that six sides right, so we discovered the secret that every system for a company.
00:39:02.400 --> 00:39:13.650 Rick Maher: runs on the that touches the employees runs on the same employee data right so name, address, date of birth title department bank account social security number right, you name it.
00:39:14.250 --> 00:39:31.230 Rick Maher: Every and most companies have several different systems right and there's this problem that, especially through these times, these past year employers might have added systems because it seemed to make, but those systems are siloed.
00:39:31.770 --> 00:39:36.180 Rick Maher: Right and they're not connecting and and sharing the the the.
00:39:36.600 --> 00:39:44.640 Rick Maher: The data so think of things, we all know them right, so your payroll your benefits your HR compliance your handbooks your training.
00:39:44.940 --> 00:39:51.630 Rick Maher: The devices that you have right so now everyone has devices in their home, you may have given them new computers, you may have given them new phones.
00:39:52.290 --> 00:40:04.920 Rick Maher: All these devices and then all the third party Apps right, so a lot of people added things like me and slack and teamwork, and all these other things that are now.
00:40:06.000 --> 00:40:18.300 Rick Maher: In silos they all have the same information but they're disjointed so what happens is is is that creates from an HR perspective, a lot of.
00:40:18.870 --> 00:40:26.340 Rick Maher: administrative work right and data that is not actionable that the company needs to move forward.
00:40:27.210 --> 00:40:38.340 Rick Maher: Right, so we found this problem and what we started to do again using technology, a from a compliance perspective for the business, but to make the employees life easier is.
00:40:38.790 --> 00:40:43.830 Rick Maher: How do you now take all of those things and build them into one unit.
00:40:44.490 --> 00:40:52.140 Rick Maher: A unified system so that all those things that I mentioned are flowing through and all in one place so, for instance.
00:40:52.410 --> 00:40:59.610 Rick Maher: You mentioned earlier when please come back, they may be saying what is my job right my job has changed, I was the bookkeeper before, but now i'm.
00:41:00.030 --> 00:41:18.120 Rick Maher: The bookkeeper and the Office manager right So what do I need to do so, I think that as taking those technologies that every business has and really looking at them from a unified approach that rubik's cube puzzle solving.
00:41:18.360 --> 00:41:36.210 Rick Maher: Right that's the that's, the only way to make the business run as smoothly as it could spend specifically as we come into this probably a hybrid approach, where some people have a Sunday, some people are out so technology, whether it's the training.
00:41:37.560 --> 00:41:47.280 Rick Maher: Living handbook or or all of the different the unified system, if you will they're all they all have a rooted in compliance issues.
00:41:48.480 --> 00:41:52.020 Rick Maher: they're sold to the business as a way to be more efficient.
00:41:53.070 --> 00:42:04.170 Rick Maher: But the way that they're purchased it makes them less efficient right So how do you tie those things together, and then from the employee's perspective when they can see a clear path.
00:42:04.170 --> 00:42:10.320 Rick Maher: And what is happening and why right we talked about this a little earlier that people when they don't.
00:42:11.040 --> 00:42:27.540 Rick Maher: That that uncertainty creates anxiety right and these three things that embrace technology really solve the compliance the the answering questions of uncertainty and making the business run smoother and more efficiently.
00:42:28.770 --> 00:42:36.540 Eric Sarver, Esq.: Right right and it's interesting to rick I think you know that technology often when it's new or it's unfamiliar.
00:42:36.900 --> 00:42:55.950 Eric Sarver, Esq.: people tend to balk at it, but once they get accustomed to it it's a kind of wonder how they live without it, and so it's good to hear that you are approaching a comprehensive issue like training human interaction compliance just putting it all together the technological solution.
00:42:57.360 --> 00:43:04.770 Eric Sarver, Esq.: it's I think an important thing to note also just the fact that we, as you mentioned, we can't do things, at least not right now.
00:43:05.130 --> 00:43:13.530 Eric Sarver, Esq.: The way we weren't pre Conference, so we do need trainings, but we all know, the trainings from everybody got into a conference room, as you pointed out, and coffee and donuts and now.
00:43:13.830 --> 00:43:30.240 Eric Sarver, Esq.: that's not necessarily a safe alternative without ever be vaccinated, so this is going to be good to hear that you have this way and also this way of combining, as you mentioned the siloed employees with their individual data and putting on to one kind of cohesive measure and.
00:43:31.290 --> 00:43:38.220 Eric Sarver, Esq.: I think that's a great approach to take with your clients, we are coming up on a commercial break so.
00:43:38.910 --> 00:43:58.440 Eric Sarver, Esq.: I just want to hear that but for those joining us late tonight i'm Eric server host of employment law today i'm here with my guest rick more, who is the Co founder and visionary behind turning point hcm is a human resource consulting company so just stick around we'll be right back.
00:45:44.520 --> 00:45:52.950 Listening to talk radio nyc at www talk radio dot nyc now broadcasting 24 hours a day.
00:46:14.550 --> 00:46:20.430 Eric Sarver, Esq.: Welcome back to employment law today my guest tonight, as I mentioned, is rick rick Mr.
00:46:21.330 --> 00:46:30.750 Eric Sarver, Esq.: CEO and visionary behind turning point hcm and if you've been listening tonight I I would dare say that rick you've earned that title visionary, you know I really see you, you know.
00:46:31.590 --> 00:46:41.190 Eric Sarver, Esq.: Looking at problems, again and again saying what can we do in terms of solutions you know earlier tonight you mentioned something when I first started out, I think you come to the fact that.
00:46:41.610 --> 00:46:52.050 Eric Sarver, Esq.: an entrepreneur sees solutions where one sees only problems, and I think it applies, but in what you and I deal with our clients.
00:46:53.070 --> 00:47:01.410 Eric Sarver, Esq.: So you gave us a great overview and you gave us like that 50,000 square foot view of their issues and you also gave us some some specifics, which agreed.
00:47:02.010 --> 00:47:13.500 Eric Sarver, Esq.: I thought it might be good to perhaps talk about say more specifics, in terms of what would a coupon 19 return to work plan look like say from your company if that makes sense yeah.
00:47:13.980 --> 00:47:24.180 Rick Maher: yeah absolutely and and and you know this, this is a problem that we discovered, you know about five or six months ago that you know, one of our clients asked.
00:47:24.630 --> 00:47:30.630 Rick Maher: And we all looked at each other and said I don't know right so that was a problem right so.
00:47:31.470 --> 00:47:39.240 Rick Maher: As the visionary My job was to say okay what's the potential solution and how do we, how do we institutionalize.
00:47:39.780 --> 00:47:48.330 Rick Maher: This problem and bring it to all of our other clients right and and all those things, so you know I think you know as you look at a coven.
00:47:49.050 --> 00:48:05.940 Rick Maher: return to work business plan, it should be absolutely customized for each business So there you know, think of all the different this wouldn't 30 different resources, ranging from you know FM la to sample notices for your employees, so that the customer, the Kofi.
00:48:06.990 --> 00:48:18.990 Rick Maher: business plan has to be personalized for your company so it's helping you remain the company remain compliant well, making sure the employees and the clients stay safe right so.
00:48:19.650 --> 00:48:27.330 Rick Maher: that's kind of the overall theme and and and just to kind of hit some of the High Level topics of what should be in in in the plan.
00:48:27.750 --> 00:48:35.190 Rick Maher: The first and we kind of touched on this earlier is the communication to the employees right, so there should be multiple.
00:48:35.970 --> 00:48:42.570 Rick Maher: touches and and and and opportunities to discuss the how why what where when.
00:48:43.080 --> 00:48:49.950 Rick Maher: Of this plant, some of them will be informal in the sense of an email some will be informal in the sense of just a letter from the.
00:48:50.340 --> 00:49:01.710 Rick Maher: Leadership what's called a state of the Union and some will be things that will be asked to sign off upon so that we're all working together, so I used an example with a client, this morning I just quickly on this.
00:49:02.880 --> 00:49:10.590 Rick Maher: The you know i'm walking through the hallway and i'm on my phone, so I don't really see you and we just walk by each other.
00:49:11.310 --> 00:49:21.420 Rick Maher: Right now listen another time kind of just walking through the hallway and I see someone else and i'm like conscious i'm like Oh, let me social distance and I do want to be right.
00:49:22.500 --> 00:49:29.670 Rick Maher: Now could step person be offended by that and say you didn't do when Eric was walking by but now you're doing it when I am so there's lots of different.
00:49:29.940 --> 00:49:35.970 Rick Maher: Things that are that are going to be there, I think the second high level topic that should be in any good coven plan.
00:49:36.420 --> 00:49:46.470 Rick Maher: Is health and health and safety topic right, so you know what's the toolkit what are our workplace safety policies and an acknowledgement for many of the employees.
00:49:46.860 --> 00:49:55.080 Rick Maher: You know if there's a coven 19 what's going to be our response where's the flow chart that says here's how we're going to respond, should we have.
00:49:55.560 --> 00:50:05.160 Rick Maher: An isolated outbreak, should we have a you know, an exposure What are those things right, so I think that the health and safety aspect is really important.
00:50:06.180 --> 00:50:06.840 Rick Maher: A third.
00:50:07.890 --> 00:50:24.570 Rick Maher: topic that's should be in any plan is a travel policy right, so you know really earlier on, you know I think today or in the past couple of weeks we're really hearing about you know travel opening up and and some of the restrictions being lifted, but also.
00:50:25.590 --> 00:50:31.980 Rick Maher: You know, travel passports and those sorts of things are kind of on the horizon, so we have to expect.
00:50:32.550 --> 00:50:49.470 Rick Maher: That those as they become part of our world, they will be become part of our business world, so I got to send one of our team down to you know Oklahoma to meet our biggest clients right what, what are we going to do and how are we going to do this right, how are we going to make it happen.
00:50:50.490 --> 00:50:57.360 Rick Maher: Additionally, if people are traveling are we gonna are we going to mandate them to quarantine when they come back and all those sorts of things.
00:50:57.960 --> 00:51:06.630 Rick Maher: Then you know next topic and i'm touching on each of these briefly there's a lot of detail underneath them is the return to work so we're remote work guide.
00:51:07.710 --> 00:51:18.690 Rick Maher: You know resuming business tool kit you know CDC guidance for businesses and workplaces right we're going to be following that stuff and and tracking it and all that sort of stuff.
00:51:18.990 --> 00:51:27.900 Rick Maher: So all of those different things and work from home, you know now work from home will work from home policy telecommuting agreement right, so we want to want to have.
00:51:29.100 --> 00:51:35.700 Rick Maher: We should have already you know we advise our clients to have this telecommuting agreement here's what's expected of you and it's going to be signed off right.
00:51:37.200 --> 00:51:44.400 Rick Maher: Then you know some of the rules and regulations that are coming back so I mentioned earlier, the family first coronavirus act response act.
00:51:44.880 --> 00:51:52.890 Rick Maher: The personal leave of absence granted, you know personal leave leaves of absence that are granted an FF CRA request form.
00:51:53.310 --> 00:52:00.690 Rick Maher: Emergency family medical leave act, even though some of these things have expired, we expect some some companies are still using them voluntarily and.
00:52:01.230 --> 00:52:13.230 Rick Maher: You know, all those sorts of things are we, an essential business will we remain an essential business those sorts of things, so I think at a high level a proper plan that touches on at least those high level topics.
00:52:14.280 --> 00:52:31.320 Rick Maher: Obviously, with lots of detail behind them should be created by every business right or for every business so not everyone's going to sit down and do these things, but there are people like us and you out there who do these things and and and can help, so I think that the overall.
00:52:33.930 --> 00:52:43.260 Rick Maher: goal for businesses is to kind of think about all the contingencies, as we come back to work, whether it's training or the handbook or your systems.
00:52:43.710 --> 00:52:57.210 Rick Maher: or it's just how are we going to respond if we have a problem, how are we going to respond if you know Johnny and Sally you know travel to Maryland for a wedding every weekend and they're coming back.
00:52:58.110 --> 00:53:05.370 Rick Maher: You know, potentially infected, how are we going to deal with those sorts of things so from a business perspective, the proactive planning.
00:53:05.820 --> 00:53:15.120 Rick Maher: on how they go back to the office and, more importantly, dealing with you know all the issues we talked about earlier in the show, but then the the go forward.
00:53:15.840 --> 00:53:27.390 Rick Maher: How are we going to respond, how are we going to protect, how are we going to make sure that you know when our clients walk in the office they're safe.
00:53:27.960 --> 00:53:36.180 Rick Maher: When our clients walk in the office that they're not damaging our our people, keeping our employees, safe and all the way around so quality.
00:53:36.540 --> 00:53:50.250 Rick Maher: well thought out well written code and response plan that everyone can look at and and and count on when the things get a little bit crazy or if they get crazy is an important component of the return to work procedure.
00:53:54.240 --> 00:54:05.670 Eric Sarver, Esq.: smiling inside because, again, you know these issues, the way you broke it down here, health and safety great return to work communications travel and, of course, the family.
00:54:06.180 --> 00:54:11.220 Eric Sarver, Esq.: The FF CRA the family first coronavirus response act, and these are the main issues that I find.
00:54:11.880 --> 00:54:25.200 Eric Sarver, Esq.: Employers gets the most trouble over if they're not having clear cut policies that are consistent that are clearly communicated and that are in place, then, if they tend to create.
00:54:25.650 --> 00:54:31.740 Eric Sarver, Esq.: Situations problems and conflicts that employees have and that's when you see the lawsuit because the employee says hey.
00:54:32.010 --> 00:54:40.800 Eric Sarver, Esq.: There was no safety protocols and safe work environment and the employer says got here was perfectly safe and the employee was not, and then they fire that person retaliations do.
00:54:41.520 --> 00:54:49.320 Eric Sarver, Esq.: You talk about teaching about return to work etiquette if you have clear cut policies, I could think of policies as they serve to both.
00:54:50.220 --> 00:54:57.630 Eric Sarver, Esq.: right to make the workplace go smoothly, but then, if something does go wrong, you can point those policies and say look we we have these procedures in place.
00:54:58.170 --> 00:55:06.990 Eric Sarver, Esq.: So I think it's all that's an excellent over you have a plan rick and we've got about a couple minutes after the break here three minutes, in fact, what I want to do is, I want to.
00:55:07.410 --> 00:55:17.220 Eric Sarver, Esq.: just want to give you a ton of for today for two minutes, just to like tell us more about how can clients find you how can we hire you would contact any upcoming events, etc.
00:55:17.640 --> 00:55:23.520 Rick Maher: yeah so you know, and thank you, so you know this week seems to have been the media week for me.
00:55:24.870 --> 00:55:38.520 Rick Maher: So, in particular so yesterday, I was in in newsday which the long island newspaper and article about these very topics and returning to work and that sort of thing, so this seems to be becoming.
00:55:38.850 --> 00:55:44.520 Rick Maher: part of what we do every day right it's not something you would have anticipated a year ago, or we would have anticipated.
00:55:44.880 --> 00:55:52.080 Rick Maher: But that's what we're responding to so and, additionally next Wednesday the Eighth, I will be on a panel discussion.
00:55:52.500 --> 00:56:00.750 Rick Maher: That really focuses around vaccinations and can they be mandated and should an employer mandate of them and and really part of that.
00:56:01.350 --> 00:56:11.910 Rick Maher: code return to work policy that so that that that event is sponsored by the long island association of small business and that's Li SP calm so appreciate you allowing me to.
00:56:12.690 --> 00:56:19.800 Rick Maher: You know, show my feathers a little bit at the at the end of this, you know, in the session, but if someone wants to talk to me.
00:56:20.220 --> 00:56:24.750 Rick Maher: And Eric you know I love to chat about this stuff I love to think about it, because as a visionary.
00:56:25.560 --> 00:56:34.740 Rick Maher: I need input right because input creates solutions, so if anyone would like to chat with us, you know we have we really live by our website, which is.
00:56:35.190 --> 00:56:51.690 Rick Maher: turning point hcm COM turning point hcm isn't Harry Charles Mary calm that's our website, certainly, you know my email is ric ric K at turning point hcm calm and my direct dial.
00:56:52.410 --> 00:57:11.430 Rick Maher: Is is 631-769-4131 again that's 631-769-4131 I really appreciate the format, I really appreciate the opportunity to have this discussion and and I appreciate the conversation that you and I have had.
00:57:12.030 --> 00:57:21.690 Rick Maher: leading up to this because they were important, and I think that there's something that's going to carry what we do into the next you know 12 to 18 months until things change again, so I.
00:57:21.750 --> 00:57:22.740 Rick Maher: really appreciate, thank you.
00:57:23.250 --> 00:57:28.260 Eric Sarver, Esq.: you're welcome rick Thank you it's a pleasure, having the show tonight lots of great information, like the green tools.
00:57:28.860 --> 00:57:37.080 Eric Sarver, Esq.: really appreciate your being here is very valuable I hope people to reach out to you folks and Eric solver and pamela business law attorney and host of the show.
00:57:37.830 --> 00:57:47.040 Eric Sarver, Esq.: We have more shows coming up on talk radio nyc and, if you like, what you heard come back next week Tuesday nights every Tuesday at 5pm Eastern standard time i'm here with different guests.
00:57:47.430 --> 00:57:54.270 Eric Sarver, Esq.: discussing the issues that you have as business owners so tune in for the next show, and thank you again for joining us rick a pleasure, thank you.