July Meeting
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Speaker: Dave Reese, Fine, Boggs & Perkins LLP
Topic: What to do, when bringing back employees who were furloughed or layoff due to Coronavirus COVID-19.
Recap & Presentation: View here
Dave Reese spoke to us on July 15th about managing in the age of COVID-19. We talked about system checking and when it should be done. If employees are doing the checks before they come to work, we should be paying them. Some dealers are doing this once their employees Clock in, so there is no need to add time. Since this is being required by the employer, we must pay them.
He also spoke a little bit about bringing employees back and the challenges that come with that. Workers comp claims were also talked about and the importance of keeping good records to help Covid claims not turning into work comp claims.
Give this presentation a look if you’re interested in some great information.
Dave Reese, Fine, Boggs & Perkins LLP
Through seminars, training sessions, and preparation and tailoring of employment compensation agreements and related calculation and reporting tools, Mr. Reese helps clients manage risk by avoiding problems before they arise. With his broad experience, Mr. Reese also advises clients with day-to-day employment issues as they arise, walking clients through challenges to disciplinary action and termination decisions; allegations of harassment, discrimination, and retaliation; and issues relating to compensation, including minimum wage, overtime, and complicated commission and bonus compensation programs.
Much of his practice focuses on advising and representing dealerships in navigating the complex employment-law landscape that exists in California, particularly with respect to the wage-and-hour obligations that have evolved in recent years. Many ADOMA members will be familiar with the compensation agreements and calculators that have been prepared and/or refined by Mr. Reese and his colleagues as part of the ongoing effort to manage compliance and meet labor cost restrictions while continuing to attract and retain top sales and production talent through aggressive incentive compensation plan structures. He asks that you please not hold that against him