May 2021 Volume 3

OPERATIONS & MANAGEMENT

will you handle performance issues? Will you alter your child care expectations/requirements related to remote work now that schools are reopening? And what about where employees work -- what if it’s in a different state or locality? Do you need additional or different tax reporting? Or state legal requirements, e.g., sick leave? I would encourage employers to use this period of transition -- even if not transitioning back to the office -- to set clear expectations for what happens next. And even if you don’t have everything figured out, at least set the expectation that you will be making these kinds of announcements. I know it may be considered “obvious” or even “trite,” but honest communication is paramount here. And I would not wait until you know “everything” before informing your employees. First, getting to everything seems like an impossible -- or at least an ever-moving -- target. Second, as we have all seen and experienced this year, things change. Your employees will understand that, as they have lived it too. And I think they will appreciate employers who recognize the need to adapt. ■

people on the road, what will the expectation be going forward? I don’t believe there is one right answer, but it’s something to consider as what wouldwork best for you and your office environment. I mention video calls because they are my most significant day-to-day change. But the lesson of taking a proactive approach applies to any change made in pandemic work. We want to make this normal our “new normal” If remote works for you, and you plan to continue (at least for now), communication is key. In addition to talking about that general plan for remote work, I would suggest that employers use this time to re- set -- or set-- priorities and expectations. Many (if not most) of us went into the pandemic in a reactive manner. Now, you’ve had the year to see what works -- and what doesn’t work -- for your employees. Will you continue to have the same number of video meetings? How

Johanna Fabrizio Parker is a partner in Benesch's labor and employment group. Her practice involves representing and counselingmanagement clients in awide range of complex employment matters, including claims of discrimination, harassment, and retaliation brought under federal and state law, as well as wage and hour claims, and matters involving noncompetition agreements and trade secrets. She can be reached at jparker@beneschlaw.com.

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FIA MAGAZINE | MAY 2021