The circumstances surrounding the COVID-19 and most recently the widespread civil unrest are continuing to develop quickly, and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and fear on many topics.
Most employees are confused about the next steps they should take with a new situation, and they are either paralyzed by fear, worried about the future or enter into a shock and denial phase when facing new elements. Employees are often not afraid to share their sentiments in a public way which can be detrimental to your company if you take the wrong action.
Having a plan, knowing your risks, and what steps to take to prevent them is the best course of action for any business, however for many, especially those who have not implemented an new element such as a Service Dog find themselves entering new and unfamiliar territory.
Our national condition is constantly changing which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being too ambitious in their communication and actions with employees.
Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid.
Thankfully, there are steps employers can take to support their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern.
These steps are the basis of workforce management and often seem commonsense, however, in a crisis or unfamiliar situation it is more difficult to remain calm and think or behave in a considered way. It is vital for HR professionals that reasonable practices are established and followed, plans put in place and implemented, and most importantly, any action taken has been thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business and relationships they have with their employees.
Every day the boundaries and goal-posts are moving, so it is vitally important that leaders in industry, business, and human resources are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know what we can do in order to adapt, innovate and implement new ways of operating as our national environment changes.
This is why knowledge, clear communication, accurate information, considered action are required.
Why you should Attend:
If you are in a leadership position, experienced in HR or new to the Human Resources field, have employees or have a concern about how you will manage a service dog and help your other employees adapt to a change working with a disabled co-worker, this presentation will help you to:
- What you need to know about employees with Service Dogs
- How a Service Dog should behave and perform
- What the difference is between a Service Dog and an Emotional Support Animal
- What employers should avoid to prevent facing legal action
- How to accommodate an employee with a Service Dog
- How to help other employees adapt
- Deal with other conflicting employee conditions, such as allergies
- Understand the position of the US Department of Justice takes in regards to Service Dogs and it’s ruling
- How to ensure work is getting done, what risks and liabilities an employer takes with a Service Dog on the property, and ensuring your teams are being productive, accountable and responsible
Managing remote workforces is about setting clear expectations, providing workable systems and processes that can be implemented wisely. The trouble right now is that there is an overwhelming amount of information, and conflicting directives from multiple sources due to the COVID-19 pandemic and recent surge of civil unrest.
Because Brenda is monitoring the situation constantly and can apply her years of experience to the scenarios playing out, this presentation is vital for you to stay ahead of the changes and to ensure your workplace is functioning and being productive.
As a result of the training you will be better equipped to make decisions regarding the operation of your business, and be able to lead, or assist leaders in the business, and to prepare the business for ongoing change.
Areas Covered in the Session:
- How to accommodate an employee with a Service Dog
- Consider all elements of the plan
- How to consider risks associated with a Service Dog in the workplace
- Understand your liabilities as an employer and how an employee’s Service Dog is covered and exposed
- Learn what support is available to ask questions and help you through difficult situations
plus more action steps and tips
Who Will Benefit:
- HR professionals
- HR managers
- HR Directors
- HR coordinators
- HR administrators
- HR Generalists
- Human Resource Business Partners
Brenda Neckvatal is an award-winning HR professional and is often referred to as the "HR Force of Nature" by her clients. Not only does she help business leaders solve their most difficult people issues, she is a specialist in crisis management, government contracting HR compliance, and mentor to women in HR working as an HR department of one.
She started as an HR sprout after a solid fourteen year career in retail management. She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers in a greater capacity. Having the benefit of working for a total of five Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help small businesses achieve their workforce goals.
In her 30 year career in human resources and business, she has consulted to nearly 500 small businesses and C-suite leaders. She has optimized employee effectiveness and helped mitigate the high costs that are associated with making hasty employment related decisions.
She has been involved with employee situations where they have engaged in workplace violence, a near stabbing, deliberately inciting fear in other coworkers, stalking women, breaches of protocol around national security, assault, suicide, death, homicide, and a potential active shooter.
Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare. She dedicates 32 weeks a year working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.
Perseverance, integrity, and relentless optimism are just of the few of the ingredients that make up what you experience when meeting and working with Brenda.