members who are
older than 50 years
of age, for example,
you must have rock-
solid documentation of the job-related reasonings behind such a
move. If you don't, you might be faced with age discrimination
lawsuits.
Facilities that employ 20 or more workers must provide covered
laid off staff with a notice of their healthcare coverage options under
the Consolidated Omnibus Reconciliation Act (COBRA) as well as
their option to purchase insurance through their state's Health
Insurance Exchange. Also, according to the Worker Adjustment and
Retraining Notification (WARN) act, any organization that plans to
lay off 50 or more employees must provide those employees with at
least a 30-day notice of the move.
No easy answer
Part of being an effective leader is making tough decisions. If you
decide it's necessary to let members of your team go on a temporary
or permanent basis because of the financial pressures you're facing
due to the coronavirus outbreak, take some comfort in knowing
you're following tried-and-true employment principles.
OSM
Mr. Seay (sandy@seay.us) is the president of Seay Management Consultants,
a human resources management firm in Orlando, Fla.
Staffing
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2 4 • O U T PA T I E N T S U R G E R Y M A G A Z I N E • M A Y 2 0 2 0
A simple off-the-cuff comment
can come back to haunt you.
