--00000000000057469a062d81d9fa Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable Hi Emily. Nina, Derek and I met a few minutes ago and we are thinking of bringing on 1 CSM (salaried) and 1 scheduler (hourly) and then bringing the other 2 into a transitional consultant role (like a contractor or a salaried temp position). I am connecting with Timothy and Sharon to make sure we are aligned on the team members to keep. Do you have any concerns about proceeding this way? On Thu, Feb 6, 2025 at 3:41=E2=80=AFPM Emily Russell wrote: > Nina- > > Can we offer them salaried temp positions (duration of 60 days) so we > don=E2=80=99t have to walk down the path of position eliminations / sever= ance? > > > *Emily Russell* > SVP Human Resources | *TheKey* > > > On Thu, Feb 6, 2025 at 5:02=E2=80=AFPM Michele Boehmer > wrote: > >> As this is time sensitive, I wanted to get this to the top of your inbox= . >> These 4 individuals have been working this week to help with the transit= ion >> with the understanding that they will be compensated by us. Can we regro= up >> on how we will proceed? I'd like to give them some answers and we reall= y >> need them for this transition. Let me know what works for everyone to >> connect. >> >> Thanks >> Michele >> >> ---------- Forwarded message --------- >> From: Michele Boehmer >> Date: Thu, Feb 6, 2025 at 10:15=E2=80=AFAM >> Subject: Re: Victoria - Temp Employees >> To: Nina Kani >> Cc: Emily Russell , Melissa Reyes > melissa.reyes@thekey.com> >> >> >> After further work with the 4 employees of Victoria and working with >> Sharon on the transition, I am concerned about this solution. 3 of the = 4 >> are currently exempt and having them as hourly employees, even short ter= m, >> will be cost prohibitive. While I understand that we are not looking to >> commit long term to these team members, Can we bring them on as regular >> employees like we have done with past acquisitions and then make staff >> adjustments over time as needed? >> >> Please let me know if you have time to discuss as we need to move quickl= y >> >> Thanks >> Michele >> >> On Wed, Feb 5, 2025 at 2:41=E2=80=AFPM Nina Kani wrot= e: >> >>> OK, if they are hired hourly, they will need to track their hours and b= e >>> paid per hour for the work performed (not certain if their hourly rate = is >>> different for caregiving vs. office work), including overtime for hours >>> worked beyond a standard workweek. Hourly employees can be full-time or >>> part-time, and they may be eligible for benefits like paid holidays and >>> overtime pay and of course they have to be paid for the minimum wage in= the >>> providence of British Columbia. Beyond that, I don't see a reason why t= hey >>> cannot be hired as either PT or FT. >>> >>> On Wed, Feb 5, 2025 at 1:30=E2=80=AFPM Michele Boehmer >>> wrote: >>> >>>> Not really set hours, more on deliverables. Working remotely and >>>> possibly a couple of caregiving shifts >>>> >>>> On Wed, Feb 5