Insider

HR Guidance During COVID-19

March 27, 2020 Dental Whale Season 1 Episode 2
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HR Guidance During COVID-19
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Insider
HR Guidance During COVID-19
Mar 27, 2020 Season 1 Episode 2
Dental Whale

Insider contributor, Dr. Tim McNamara, provides key insights and guidance on managing Human Resources during COVID-19. He is joined by Insider guest Paul Edwards.

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Show Notes Transcript

Insider contributor, Dr. Tim McNamara, provides key insights and guidance on managing Human Resources during COVID-19. He is joined by Insider guest Paul Edwards.

Subscribe to Dental Insider to stay informed.

spk_0:   0:09
All right, well, if you're watching this, my name is Dr Tim McNamara. I am a dentist owner, like most of you that are watching this I five time dental owner and I even have to practice is that I'm currently trying to buy during all of this craziness. So, like you, I am very confused on the next steps in terms of how to handle what is a crisis, how to handle my employees the right way to handle the HR side of this. And so what I've done is I've invited in a good friend of mine, Paul Edwards, who is the CEO of Cedar Hall. Could you give a little bit of ah, intro tow your background?

spk_1:   0:48
Sure. Some founder here, Cedar Solutions were in HR support organization. We have about 2000 members in all 50 states over nationwide. We work mostly in health care on most of our clients are actually dentist of one sort or another, so we're quite familiar with the industry. Um, and let me just say we're all on new ground right here. So it's okay to be kind off kilter, and it's okay to be pretty upset right now, because you're without failed him. They people are thinking about their employees and so worried about their employees that it's just it's it's inspiring it. Sit on one level, it's inspiring. It's his toughest. This is for everybody.

spk_0:   1:33
Well, that's fantastic. And I appreciate you being here. You know, I'm just gonna speak from the heart right now. Um, you know, ownership is difficult and being the CEO of a business, even though I'm a dentist and I'm doing clinical, I'm the CEO of the business And it's very difficult time because, as you just alluded to, we want to take care of the people that take care of us, And that would be the patients and the employees. And And I feel like in order to be a great leader, we need to have good data in getting in order to make a good decision. I need to know what the finish line looks like. And maybe at no point in my business career have I been so confused on how this thing ends and you have been, ah, a resource for me for for a number of years now, and in less chaotic and less hectic times, you've helped me to kind of steer through some employee issues and things that come up just naturally in the course of business. So today I'm almost asking, ah, Herculean effort from you to try to help me and anyone else who is a dentist business owner that is listening to this like All right, let's just start like just talk to me as as if I don't understand any of it. Yeah, And as I say that I also want the end. You know, the viewer to understand that the webinar you see today because this is moving so quickly will not even be Maybe not being close to the webinar all and I due next week simply because of how fast everything is moving. So all I want to cue it up. But But you know what? Maybe the best way is just say start and start talking to us. The CEO, dentist business owners about how we can navigate the next few steps.

spk_1:   3:11
Okay, so the first thing I want to just put out there is there is a level of uncertainty, but let's set aside employment law on everything else that I'm gonna talk about. Let's just talk business owner to business on. Because, Tim, I've got 42 employees, and you know, I've got a lot of the same concerns you guys have. I am fortunate we have people working remotely, so I'm I'm fortunate in that way. My team is still on long term. You don't know how this is gonna play out. You don't know if we're about Thio. Close our businesses for two weeks. Four weeks, 10 weeks, got forbid 12 weeks or even longer. So you just don't know. And with that in mind, I want you to consider your next steps and what you do with your voice. You know, how much do you give? And there's gonna be a lot of questions that'll come up later on in the weapon. Are about you going to do after path there, Petey? Oh, should I give him some extra money? What led you to take care of my team and we'll get to those things. So let's move back and get to the HR of this. I'm gonna spend a little bit of time on the bill that was passed, Tim. I think everybody there's a lot of confusion there. Andi have sort of cut through that entire bill. The You know, I hate to tell you this, but even with all of our attorneys here and we have a compliance legislative team here, we're still waiting for clarity on some of the stuff that was in this bill. And the reason why is when a bill gets signed, that's not it. It goes out to the regulatory bodies in the federal and state governments, and then they write the regulations and they actually interpret it. And then they tell us, is HR professionals. And they tell the CPS you know how this is gonna work a minute on the tax credits and they do all that. And we all of us have very little of that information, right? So we're going on just like you are. Um, you know, our best experience are our interpretation as it stands today, which comes back to that. Tim and I are probably gonna be back in a few days. But you need to know what to do this afternoon. Look, last night I'll share on this overnight my our inbox blew up again as they sheltered in place the entire state of California where I have 400 members, none of us. I really saw that coming. We even got caught a little bit off guard on L. A. So we're of a mind that everybody in the country should believe that there is a shelter in place, order coming and should prepare in that way. Does that make sense to him that

spk_0:   5:41
it does? And you know, the takeaway of what you're saying right now and everyone needs to hear. This is Listen. Paul is one of the smartest guys in the industry, and even he doesn't have his arms around all of it because it's happening so fast. And I have owned, you know, about to be six and seven practices and consulted a lot of dentists. I feel very comfortable in running a dental practice. I don't have any idea what's going on. So here's what we need to take away from this. Listen, dentist, if you're watching this, this is a time for a little bit of unity. Is the time for humility and and just we need to gather as much information as possible and continue to share with each other, and we need to have a little grace that what we know today and the decisions and plans were making a CEO's today. We need to stay, lie on our feet, because tomorrow I hate to even say tomorrow, but it actually might be tomorrow. It has to change and you as a leader, this is your opportunity. Is your opportunity to actually be that leader. Leaders take all the data in, and then they give nice, clear finish lines to the people they're leading. And so this will be the start of that

spk_1:   6:42
Him, even when I'm not exactly confident. I I've learned as a zoo leader that any plan, a decent plan is better than no plan at all. And when people feel like you have a plan and they also feel like you're taking care of him and that you have their best interest in mind on and so that's kind of you know, that's That's the way I look. ATT leading my team. So, Andi, also for everybody you know, later on at the end, we'll give you guys a way that you can keep up with this, that you can kind of track it and see the changes as they happen. So let's talk about the legislation. There's there's a lot of misinformation out there, but I want to talk about the two things that are That seemed to be the most concerning to everyone. And the 1st 1 is is that if we get a shelter in place order that you will need to pay your employees. I think it's 80 hours of what they've called sick leave. It's not exactly simply because they're not sick. They don't have the Corona virus. There are a couple of other qualifying events that have to do with just a bang and order on dhe having toe, you know, shelter in place. There's also the other side of that. What if someone actually gets the Corona virus? I'm And in that instance, the rule was changed to how it was originally written, a way you could go. I can't believe it was just last Friday that they put this together. You know, just seven days ago it has been changed, and it is now simply 14 days of paid sickly. It wasa as much as 12 or 10 weeks, and that has changed. So that's going away. So you not only have you gotta pay him sickly, but they get sick with Corona virus, Not with anything else. You also have this thing in place where if you have to shelter in place, you would have to pay your importance. Is that in mind? I want point out. Kim, did you have a question?

spk_0:   8:32
Yeah, I'm just gonna cut in here. I'm gonna take this down like I'm like, I'm seven years old shelter in place. Will you define that a little bit? Put it in layman's terms for me?

spk_1:   8:40
Well, shelter in place means that the government orders people that basically shelter in place, stay where you are. And then they put a clear set of parameters around what you can do, and they're full intent of that is to separate us from one another. And so, in that instance, that means that if you're a general practice you Kim's You can, uh you know, for the most part, is these orders air coming out again? I'm not theeighty a or your local off dental association. They still want you to perform emergency procedures because they don't want those people in the hospital. But other than that, any procedures that are not emergency there elective that could be put off. They're absolutely wanting you to do that. I mean, Minnesota issued an order a couple of days ago. I know different states are putting those orders out. No, there's also a liability here. Tim and I don't like toe. I mean, we're in HR company, so we can We can ramp up the liability conversation, you know pretty quickly, because that's that's what you know. That's what happens when you're dealing with human resource is there is a liability issue here for everybody that I want you to consider. We pulled in because we've got a bank of attorneys that are part of our team. We pulled in a friend of theirs who's a workman's comp attorney on Dhe. She said that she will take cases against practices who continue to operate and not in the emergency situation. She said, there's not. There's no way we will go anywhere near that. But if someone were continuing to operate after the 88 had put out their guidelines, we would say that they put their employees on that unnecessary danger and again if they caught the Corona virus and that and that curse, I just want people to be aware that there is some liability here. If you try to play this out this far as you can before you before you close,

spk_0:   10:29
that's good. Okay, So I'm gonna bring this back here, so shelter in place. I would, um I'm gonna assume that a dentist in if you're If you're in the United States, you're at some point going to get this order. Some of these states already have. I am in women already Has. Um okay, I own a dental practice in this area. They've told me now you know what? If you're not, if it's not emergency, then you should not be doing dentistry. If I continue to do dentistry, you are saying, Hey, there's actually a liability now for the employees that I need to be aware. Okay. Information in as the leader. Okay, great. I'm understanding that, um so that would change my approach towards continuing business right there immediately. The next part? Now you can guess what I'm trying to do here. Paul. Is there so much we could talk about trying to set a baseline? So let's just say that everyone that's watching this now understands shelter in place because likely they're going to be in this situation. Ah, hey, probably it's not wise to continue to practice dentistry, though that is on you. And if you want to assume that risk, that's up to you. But meaning meaning elective demonstrate. And And if we're not, if we're still practicing in that business now you have warned them. And I am reiterating the warning that there is a liability here. If your employees were to catch it, put it back. It's you. Okay, so now we're all in this kind of this world where we're now way. But we're thinking all right, I do need to shut my business now. Do you need to step back? I will be available for emergencies. Talk me through how I talked to my employees. Talk to me about the next step now.

spk_1:   12:05
So we've written one layoff letter earlier in the week, which we've now changed based on these regulations as they've come out. And so your next step is to communicate to your team and probably remotely. So there's a surprise for you if you're already in shelter in place. So for me, I would rather do what I did, which was. I met with my, uh, my entire leadership team and everybody. I got to meet with them here and we formulated a plan for the last three weeks. I understand pandemic math. I could see this coming. So our team's been prepping the entire time. Um, I mean, we got canned goods. No, I'm just kidding. Anyway, uh, actually, we do, uh, I'm sure at our respective homes we've got plenty of toilet paper can gets the inflater of nonetheless, you now have to communicate to your team. And it begins with none of us saw this coming. And now we're going t o do the best of this that we can right now on. And what you need to do is move into, um, this mode where you need to immediately enable your employees to be able to collect unemployment. That's part of this bill so that if you don't know it, this is important part here. Jump ahead just a little bit. But this is this a great place to explain it? How unemployment has always worked as it's always been administered by your state. All the states have slightly different rules that it works this way if I came in one day and I work for Tom and Tim. Sit. Man, I know you're a full time employees here, but we just had a disaster a flood came through on and we're not gonna be open for a while. I don't know how long it's gonna be. I was Tim's employees. We go to the unemployment office and say, you know, it's no fault of mine was my fault. We had a fly, I would immediately become eligible and they would say, How many hours did you work? And I tell him, and then they'd say, OK, 40 hours and then they would run me through their system and I'd get some certain amount of money based off of how many hours I work and how much money I was earning when this happened. And Tim may have to confirm how much I was made. The other scenario is, is I come in and Tim says, you know, it was just a flesh wound. It wasn't as bad. But for quite some time now I'm reducing your hours from 40 to 10 hours. So the next question is, is what do I do? Well, I've always been able to go to the unemployment commission and file for partial unemployment in some states. It's called work share, but it's basically the same thing, and that enables me to work still 10 hours a week or however many hours that Tim has for me and collect unemployment. You know, that may also trigger some other coverage for me, especially from a lower wage earner. It may enable me to be able to, if I lost my insurance for some reason during this, to use a state funded insurance plan because I'm already in.