Question

Originality is a “must” in research. Therefore, use your own words when answering questions - DO NOT copy text from your book or any other source. Copied answers will result in a zero on this assessment. 4-Use references, if needed. Please use APA format when citing sources. The coronavirus is hitting businesses and their employees. Some businesses are still open and millions of employees are working to serve customers. Some of the employees work in their workplaces while some others work from home. Almost all employees worry whether they will lose their jobs or if they will have a pay cut. It is obvious that unemployment will rise because millions of employees will lose their jobs and the remaining employees may have a pay cut (10, 20, 30, 50%) depending on the position in his/her workplace. Because of the coronavirus, the business environment has started to change. It is becoming a challenging fast-changing environment. Currently, many managers are faced with difficulties. In the near future and in the long run, they will need to deal with important issues. Lastly, you have to remember that one can easily manage firms during prosperous times but effective managers flourish during difficult times. Below is a sample list of terms that you can use when answering the questions. Job security and protection; Employee morale; Employee stress; Anxiety; Employee wellness; Effective decision making; Work performance; Key competencies; Productive employees; Quality of work produced; Work-life balance; Mental health; Employees in a high-risk health category; Illness; Government sector; Health sector; Security forces.

Q3-How should managers handle an employee that is unable to work due to age or health issues?

2 - 3 pages each and want different answer to this, not what has already been answered before if the question is too much for one post move to next please and deduct from my post questions

Answer 1

First of all, the type of health issue facing the employee must be decided. You are not excused when you are dealing with a rude problem, but instead helped by a genuine problem. When an individual is injured and his leg splits, for example. The firm will provide it with the pickup and return facility if it is unable to drive or work from home.

It is necessary for old employees to know if they are at the retirement stage. Once they hit retirement age, the company must accept them and new employees must be recruited.Managers should understand and understand the issue. If a worker has cancer or has had a heart attack recently, he or she will be allowed to rest until he has been recovered and fit enough to return to work again. The leaves that he should have taken would also be paid for.

The employer must seek the permission of the leave to include proof of medical treatment in order that the workers are not able to deny or deceive them for the sake of job relaxation. A manager needs to know when to be linient, when to be stern and how to handle a certain form of situation.

An continuing issues faced by employers are the workers who are chronically ill or have a major health problem. Apart from obvious concerns, it also poses the employer-added burden to other workers on slack collecting; unable to hire and handle work loads correctly; basic reporting issues-if absences are not handled and reported properly then there will also be possible state and federal legal consequences.

LAWS

• Family Medical Leave Act. There are federal and state FMLA laws you need to be aware of.
• Americans with Disabilities Act.
• Wisconsin Fair Employment Act or your particular state employment laws.

Other Legal Considerations Besides the Employment Laws

1. Employer's leaves of absence procedures manual.
2. Long-term disability policies. Short-term policies.
3. Requests for workers' compensation.

Many of these rules overlap as others clash. There are certain rules (workers comp) that have light-service alternatives and some (FMLA). Navigating the laws and facts often presents a difficult situation.

Determine the nature of the employee’s health problem.

• Is it mental or physical? Is it a matter of wages for workers if physical? If so, the paperwork needs to be filled out immediately.
• Would the health condition impair the capacity of the employee to perform his or her important tasks? Will the worker work the schedule and do physical limitations exist?
• To recognize any physical limitations, study and obtain information required.
• Consult the job description and have your employee write down what restrictions are suggested by your doctor.
• Determine if the question lasts for a short or long period of time.
• The employee can not continue to handle the employee if he or she does not participate with this process as though he or she has no restriction. The exception is mental disorder, where the employer has a greater duty to "command" the employee.

Determine how the health problem impacts the employer.

• Could the limitations be adjusted? Check changed schedules, light duty jobs or job change.
• If accommodation is not offered, the employer must prove that providing accommodation is "unreasonably difficult."
• If no accommodation is available, the employer may also investigate the availability of short-term disability, FMLA leaves or any other unpaid absences. Make sure all the paperwork is done on time and that every leave is followed up
• Ensure that any leave available under the federal federal FMLA is distinguished from state FMLA, but ensure that it is known as FMLA.
• Determine if the employee is eligible for work and reassess any light duty options, before authorizing the employee to obtain job insurance.

Tracking health status and available leave.

• Get updates on fitness. The employer may ask the employee to notify you of its condition. The employee should be told of this provision in writing and of the effect of non-compliance.
• Follow FMLA to leave, whether it is rolling or calendar era, according to regulation.
• Know the complexities of sporadic FMLA leave and be sure to track frequent absences.

Return to work.

• To return, need a medical release. An employer may allow an employee to report the physician's fitness for duty. This is also to ensure that the employee is able to return safely to work.
• Know that a limited release could occur. The employee will work here, however he / she will continue healing with limitations. Understand the limitations and inquire if they are uncertain. In the case of an ADA problem, the employer must be vigilant and involve the employee in the collaborative process to decide if a situation can be adjusted without the employer being unduely harmed.

Recurring issues.

• Precise records of prior leave are required in the event of a relapse. Check all absentee leaves and the amount of leave available in the manual policies.
• Perform an interactive ADA process / analysis second round.
• Register and schedule all papers.

There is no safe solution to severe health issues for workers. The keys understand that there is a issue, applying all the laws relevant to the situation and attempting to communicate with the employee as specifically as possible.