Lee  et al:

 

Before you make blanket statements based on broad, incorrect assumptions, you should take some time and try to educate yourself on what is actually happening in Newington, CT. And this should include studying the provisions of the Extended Family and Medical Leave Act as passed by Congress just this week. Because that’s exactly what I’ve been doing for the past two days, working with Diane and CT counsel to craft a plan that will get money in the hands of the staff, using the provisions of the new Extended FMLA  in conjunction with an extension of our PTO policies to keep all staff fully paid for as long as possible. Some of these paid leave benefits will be reimbursed by the federal government, not just a willy nilly use of the membership resources that I and the Board have a fiduciary responsibility to protect and use wisely.

 

The compensation plan is somewhat complicated because the new and existing Federal laws, including the ones just passed, were not fully thought out before they were enacted. What a surprise, huh? But that is the world we’re dealing with at the moment.

 

Without going into all the details at this time, the Extended FMLA takes effect on April 2, 2020. For those who have no work, rather than furloughing them on Tuesday, we will fund their compensation from Tuesday, March 24th to the beginning of the Federal benefits. That’s less than $20,000. Then, for the next two weeks, we will pay them 100% of their compensation which will be reimbursed by the Federal government (eventually). After that, they will be compensated at a rate equaling 2/3 of their pay up to $200/day. Most of the 21 people will not exceed the cap. We will also allow them to use accrued PTO time to make up the difference between the benefits and 100% of their compensation, something we can’t do with unemployment. In addition, we will be temporarily modifying our PTO policy to allow staff to “borrow” against future accruals for the remainder of the year which will give then an additional 3 weeks of pay to supplement any shortfall from federal benefits. Notice I used the work “furlough”. While a legal distinction, if we used the word “laid off”, that would immediately require them to apply for unemployment benefits which is approximately 50% of their compensation. And they would lose any future PTO benefit.

 

This plan has been discussed with Matt Curtin, CT HR counsel from Murtha Cullina and he supports it.

 

Once we are past the crisis, we can evaluate the financial impact and always go back and revisit the issue of PTO time and restore it, if we feel it to be prudent. But at this time, as no one knows the exact length of the crisis, we have no clue of what the potential financial impact is for the League. And as such, no one can make the blanket statement that we have the resources to cover an amount of money that is unknown.

 

In closing, I have to tell you that I’m personally insulted by your implication that I am insensitive to the needs of the staff and the organization. I (and the Board) are responsible for both and I can tell you that I certainly am, and I believe the Board to be as well. Its just that I don’t have the luxury of choosing one over the other. I have to balance the needs and responsibilities of both.

 

I will keep the Board informed going forward about operations at HQ as information becomes available.

 

As I said in my original message, patience and flexibility are required. I have no clue what the Governor of CT or the President of the United States is going to order next, but whatever it is, we will respond accordingly.

 

I hope everyone is staying safe.

 

73,

Barry J. Shelley, N1VXY

Interim Chief Executive Officer