10 potential challenges employers may want to prepare for
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Ensuring employee health and safety
. This is really the crux of the challenges surrounding return to work for most employers while the number of COVID-19 cases continues to rise, largely based on spread by asymptomatic carriers. As a result, keeping the workplace safe once employees physically return (coupled with being transparent about precautions taken in order to alleviate employee concerns) is of utmost importance.
Employers need to be proactive about mitigating the risk of exposing employees to infection in order to slow the continued spread of COVID-19 and to prevent a second wave of cases once the first wave subsides. Businesses should continue to keep up to date on the current guidance issued by the Centers for Disease Control and Prevention (CDC), the Occupational Safety and Health Administration (OSHA), and applicable state and local governmental agencies, as the recommendations have changed throughout the pandemic and likely will continue to do so.
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Monitoring employee health
. Because of the highly contagious nature of COVID-19, employers covered by the Americans with Disabilities Act (ADA) have a little more leeway than usual when it comes to employee health. Employers may ask employees whether they are experiencing symptoms of COVID-19, such as fever, chills, cough, shortness of breath, or a sore throat. Employers are also permitted to conduct daily health checks, such as taking employees’ temperatures. But to comply with the ADA, employers must still maintain all such information as a confidential medical record.
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Responding to employee illness
. In the event an employee reports a confirmed or suspected case of COVID-19, the employee should be sent home and should not return to the workplace until the employee meets the CDC-recommended guidance for discontinuing isolation. There are symptom-based and test-based strategies for both symptomatic and asymptomatic persons, and since the guidance has changed during the pandemic, it is important to review current guidance when discussing return to work with an employee following home isolation.
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Notifying coworkers of potential exposure
. Upon learning of an employee’s COVID-19 illness, the company should immediately conduct an investigation. Start by asking the employee how COVID-19 may have been contracted. While respecting employee privacy, talk with the employee about activities both at work and outside of work that could have led to the COVID-19 exposure. Review the employee’s work environment for potential exposure; this review should be informed by other instances of employees with COVID-19 at the site. Ask the employee to identify others who worked within six feet of the employee for 15 minutes or more (currently the standard for a “prolonged period of time”) within the 48 hours prior to the sick individual’s onset of symptoms. Those employees should then be asked to stay home for at least 14 days because of their potential exposure to COVID-19.
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Conducting an investigation
. OSHA requires employers to record COVID-19 exposure when the illness is a confirmed case of COVID-19, is work-related, and meets the general recording criteria (i.e., inpatient hospitalization or fatality). Because of the difficulty of determining work-relatedness, OSHA is exercising enforcement discretion to assess employers’ efforts in making these conclusions.
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Evaluating availability of leave.
When an employee is sent home because of a suspected or confirmed case of COVID-19, another step in the process is determining whether the employee is entitled to paid leave. The Families First Coronavirus Response Act (FFCRA) may not be as prevalent in the news as it previously was, but it is still in effect until the end of 2020.
The FFCRA requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.
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Addressing refusals to return to work
. Thus far, refusals to return to work have come in many shapes and sizes, but for employers, the key question to ask when an employee expresses a desire not to return is “Why?” How to proceed will depend on the answer.
If an employee points to earning more on unemployment than the employee would earn by returning to work, this is not a legitimate reason to refuse to return. On the other hand, if an employee expresses a fear of returning to work, this needs to be explored.
Employers are encouraged to be flexible in responding to employee concerns where there is an easy and reasonable fix and ADA-covered employers certainly must dive deeper if an accommodation is requested due to a disability.
8. Preventing discrimination
. What if an employer knows an employee suffers from a disability that makes the employee more vulnerable to contracting COVID-19 and wants to require the employee to continue working from home?
This is not permissible. An employer cannot unilaterally ban an employee with an underlying condition from coming to work unless the employee’s disability poses a direct threat to the employee (which is a high burden). Employees must be permitted to make their own decisions about return to work and can ask for an accommodation if needed.
9. Completing Form I-9
. Of course, this is nothing new for employers, and the employer still must have an employee complete Section 1 on or before the first day of work and complete Section 2 within three business days from the date of hire.
During the pandemic, though, employers may inspect Section 2 documents remotely and should note COVID-19 as the reason for the physical inspection delay. The key here is what needs to happen when normal operations resume. Employees hired using remote verification must report to the employer within three business days for in-person verification and employers should then add “Documents physically examined” with the date of inspection in the “Additional Information” field.
10. Complying with wage and hour laws.
Given the financial impact the pandemic and resulting shutdown have had on businesses, many employers have made or will make adjustments to employee pay. When making reductions to a nonexempt employee’s hourly rate or salary, it is crucial to ensure the employee still receives at least minimum wage for each hour worked.
Similarly, if an exempt employee’s salary has been or will be reduced, most employees must still make at least $684 per week to maintain the exemption. When revenues pick up, employers should also be careful when making favorable adjustments to employee compensation. If a “make whole” payment or an incentive bonus is made to a nonexempt employee, for example, it will have to be added back into the regular rate for calculation of overtime.
Put processes in place to address challenges before they occur
In light of all that is happening right now, employers have a lot on their plates. It is crucial to put solid processes in place for addressing the challenges discussed here (as well as the many other legal and practical considerations currently in play) to allow for a thoughtful response when one (or more) inevitably hits.
This requires staying up to date with regularly changing guidance from a variety of sources, communicating with employees and managers, and documenting precautions taken in the workplace — all on top of performing regular job duties. When this is too much to juggle, reach out to an employment lawyer for help so no balls are dropped during this challenging time.
Should you have any questions, please contact ACBI
via email
or at 203-259-7580.
Article Courtesy of BenefitsPro.com
