Today, we're going to actually dive into a checklist, which will be available on our website of great information to reopen. It's our return-to-work checklist and I'm so excited to be talking about this. We may not be all there, we're not all be reopening coming up soon, some of us may have never shut down. But this episode, we're going to talk about some of the steps you can take to get ready for that. Before we go too deep, though, I want to ask you, please subscribe to the podcast. You can find us on iTunes, Google Podcasts, Spotify, Stitcher, pretty much any podcatcher of your choice. You can also subscribe at peopleprocesses.com which will give you exclusive subscriber-only content. This is going to have on our website People Processes. There's a link to actually download the checklist that we're going to be going through here on the podcast today. Podcasts are great, but sometimes you just need to download it. You will have to drop your email in to get it. If you're already subscribed, please don't be afraid to drop your email in there again. I promise it scrubs for duplicates, but it's just the easiest way we could figure out how to get this out to everybody quickly. We will also be probably emailing it directly to a lot of you who are already on our subscriber list. I think almost all of you will get a copy via email. It’s just some of you who haven't subscribed recently, I can't send you big files like this. Okay. It's not a big file. It's two pages but I can't email you the actual file. 

Anyway. Families First Coronavirus Relief Act has been a heck of a thing from a legal perspective. We've had CARES Act requirements, we've had issues around sanitation, all kinds of changes. If you're ready to open up shop and you're bringing people back, here's the first place to start. There's a poster, FFCRA poster, you gotta put it in a visible place. If employees are gonna remain working from home, you should have already emailed it to them or post it to the company interweb or the employee website or put it as part of their documents. They've signed a receipt for it, whatever. But when you start opening back up and people are coming back in, put the poster up, I know you've probably forgotten about it. It was a month ago at this point that that went out. But if you haven't done it yet, now is the time. 

Okay. Step II. You need to do a review of your hiring practices. Yes, not all of your employees are going to come back. As you start reopening, you may need to hire people just like you used to. You need to take a look at that. See if your staffing needs have changed. Maybe you don't need the same roles. Do you need to change benefits or pay to become more competitive, maybe less competitive? I don't know. But if everybody's coming back to work at the same time, you may need to do a little dance. Get some better people in there. You need to review your interview process, both the application process, the interview process, the screening process, to get that to a remote technique as much as possible. Anyway, you need to think about your onboarding practices. Again, no reason to be passing a bunch of paper around the office or having people sit in someone else's office. We can do this electronically now. So review your onboarding practices, make sure that they're up to date, and that they're good to go. And if you are only recalling some workers that were laid off for furloughed, ensure your practice for determining who to recall does not discriminate against any group of employees. This is quite important, guys. Some of you are going to be pulling back just maybe half your staff in a particular role. Well, you're saying, "Alright, I'm pulling back this role because of this." Well, how are you making half the staff selection? It's important to document as long as it's for business reasons. You could say seniority, you could say skill based on last performance review. You can say anything but gender, don't