The Turnover Tsunami- Top Tips to Effectively Recruit and Retain Staff in a Disruptive Environment

June 1, 2022 | 11:15 am – 12:30 pm Concurrent Block B

B-3     The Turnover Tsunami- Top Tips to Effectively Recruit and Retain Staff in a Disruptive Environment

CE Credit: HRCI, NAB

High rates of staff turnover in nursing homes is not a recent phenomenon. Staffing has long been a challenge for the post-acute and long-term care sector, and the numbers probably won’t come as a shock to those who operate and work at nursing facilities. While exacerbated by the pandemic, these issues have existed for decades and have long been considered an important indicator of nursing home quality. As the pandemic resets major work trends, leaders need to rethink workforce and employee planning, management, performance and experience strategies in order to combat high employee turnover. Ask any long-term care nurse or administrator. They all want to improve recruitment and retention of staff. They understand that lower staff turnover rates lead to better care at lower costs. It’s not that long-term care organizations don’t want to support their staff in their professional growth. It’s that many organizations struggle to do so. So what is the secret to success? The Labor and Employment team at HBS has developed a trove of thought leadership on how to manage the staffing shortages worsened by COVID-19 in the workplace. We have curated this presentation into a digest of hot topics, theoretical insights, legal developments, and best practices to assist directors, managers, and HR professionals in stemming the tide of employee turnover, particularly in a post-coronavirus era. Key topics include, but are not limited to: the ways in which COVID-19 changed many of the recruitment processes deployed by not-for-profits, including the means in which they attract, engage, and retain staff; a roadmap of key factors that facilities should address to reinforce their employees’ commitment and engagement as they tackle the global turmoil the pandemic has caused; What’s the “secret sauce?” A catalog of creative and dynamic actions to be adapted and implemented to reduce turnover.


Jacqueline Voronov, Esq.

Bio: Jacqueline Voronov is a Partner at Hall Booth Smith P.C.’s office in Saddle Brook, New Jersey.   Jacqueline serves as a trusted legal advisor to business owners, managers, human resources professionals and in-house counsel advising employers about workplace culture, compliance with anti-discrimination laws (Title VII, ADA, FMLA, ADEA, FLSA, etc.), HR policies, retaliation, and navigating #MeToo issues while complying with federal, state, and local employment laws with an eye toward preventing organizational problems, not just reacting to them.

Jeffrey Daitz, Esq.

Bio: Jeffrey M. Daitz, Esq. is a Partner in Hall Booth Smith, P.C.’s Saddle Brook, New Jersey office, Co-Chair of the Labor and Employment Law Group, as well as Co-Director of the Employment Practices Liability Insurance Defense Department.   Jeffrey has more than two (2) decades of experience in employment law, labor management relations, and alternative dispute resolution.  Jeffrey’s nationwide practice is focused on defending employers in Employment Practices Liability Insurance (EPLI) matters and Directors & Officers (D&O) claims, and he also monitors claims on behalf of carriers.  He is a frequent national lecturer and guest speaker throughout the country on ever-changing employment laws and best practices.  He also provides advice on risk management and loss control, such as comprehensive employment practices audits, harassment, and other internal investigations, in addition to providing training and prevention counsel on topics such as best workplace practices and EEO compliance training for human resources, management personnel and in-house counsel.  Jeffrey specializes in mediating and litigating all types of employment discrimination claims including sexual harassment, hostile work environment, whistle-blowing, retaliation, wrongful discharge, defamation, misappropriation, and a variety of other employment related cases in federal and state courts, through appeals and in alternative dispute resolution (ADR) forums. He also defends clients in administrative proceedings before the Equal Employment Opportunity Commission (EEOC) and other federal, state and local employment practice agencies, as well as wage/hour audits and other regulatory compliance investigations before the federal and state Departments of Labor (DOL), Office of Federal Contract Compliance Programs (OFCCP), Department of Health (DOH), and Office of Inspector General (OIG). Jeffrey also represents employers in labor-management disputes, including collective bargaining negotiations.