Clients who have worked with me over the years know one of my top employer mantras is “Document, Document, Document.” Routine, contemporaneous documentation of attendance, performance, discipline, training/cross-training, and qualifications gives a more complete and more unfiltered picture of an employee than a bare-bones personnel file and the “institutional memory” of one or more managers. Then, when the time comes (and it always does) for hard decisions such as reduction in hours, layoffs, and reductions in force, an employer has a record to fall back on to make and defend those tough decisions. So that time has come, and even if you haven’t documented as much as you should have in the past, here are three areas to focus your documentation efforts in the short term:
Continue reading to learn about these three areas of focus
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As everyone knows, there is a tremendous amount of uncertainty in the construction industry due to the COVID-19 pandemic. Schedules, productivity, safety processes, and seemingly everything else are being affected. In these difficult times, most contractors are making every effort to work together to solve the problems caused by COVID-19. But what happens when differences arise between project owners, contractors, and subcontractors as to the effect of COVID-19 on a project? One party may want to continue pushing the schedule, others may want to slow down, or, more likely, not be able to keep up with the original schedule because of some reason related to COVID-19. As between a prime contractor and a subcontractor, a mutual responsibility clause can provide so
me clarity or, unfortunately, depending on how the subcontract is written, confusion.
Continue reading to learn more about mutual responsibility clauses.
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The Centers for Disease Control and Prevention (“CDC”) previously recommended that people with confirmed or suspected COVID-19 self-quarantine for 14 days. However, the CDC recently updated its return to work guidance for healthcare personnel, allowing healthcare personnel to return to work sooner than the previous 14-day period if certain criteria are met.
Continue reading to learn more about the criteria for returning to work.
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Carmel / Main Office
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736 Hanover Place, Suite 200
Carmel, IN 46032
Phone: 317.580.4848
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This publication is published by Drewry Simmons Vornehm, LLP (DSV). This publication is intended for general information purposes only, and neither the information nor opinions expressed herein are intended, and should not be construed as furnishing of legal advice to any individual or group. Under no circumstances should the contents of this publication be used or relied upon as a substitute for engaged legal counsel. No portion of this newsletter may be reproduced without the express written consent of DSV.
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