Filter By Service Area
Filter By Title
Filter By Office

Resources

COVID-19 On the Rise: What Should Employers Do?

With the school year now in full swing, people finding their sweaters in the back of their closets, and COVID-19 cases and hospitalizations rising across the United States, employers should prepare for a potential increase in employees taking sick days and using medical leave under the Family and Medical Leave Act. To prepare, policies and procedures should be reviewed to possibly be revised to ensure that they are in compliance with all laws and should consider the updated COVID-19 guidelines.

Family and Medical Leave Act

Policies should be reviewed/amended and supervisors should be trained to address the possibility that COVID-19 related symptoms and illnesses could rise to the level of a “serious health condition” such that it is covered under the Family and Medical Leave Act. In the event that an employee or dependent for whom the employee cares becomes severely sick with COVID-19 and must receive medical treatment, it is possible that the employee will be entitled to take the leave afforded under the Family and Medical Leave Act.

            Supervisors should also be trained on the sick leave policy, which could provide expanded benefits to employees to take leave for any illness, including COVID-19.

Testing and Masking

            As has been the case since the COVID-19 pandemic was at its peak, COVID-19 remains a contagious virus, and employers should encourage employees to get tested to avoid exposing others in the workplace to the virus. In the event an employee tests positive, current guidelines state that that employee should remain home for five days and can return to work if they have been symptom free for 24 hours.

            Additionally, current guidelines advise that those who test positive should wear a mask for 11 days when indoors. This means that, if an employee returns to work following a five-day isolation period, employers should ensure that returning employee wears a mask for 6 additional days.

Possible Accommodations

            As has been the case since the beginning of COVID-19, employers should ensure that their COVID-19 policies and guidelines consider the legal obligations on employers to accommodate employees on the basis of a disability or a religious belief.

While COVID-19 has fortunately decreased in its severity and scope, it remains a medical concern and will likely be a continuing reason for employees to take sick leave or leave under the Family and Medical Leave Act. Employers should maintain up-to-date policies, procedures, and training regarding leave, and should ensure their policies are up-to-date to prevent the spread of COVID-19 in the workplace.

E. Fredrick Preis, Jr. and Philip Giorlando are attorneys in the Labor & Employment Section of the Breazeale, Sachse & Wilson law firm, which represents management.  They can be reached at the following e-mail addresses: fred.preis@bswllp.com and philip.giorlando@bswllp.com.

COVID-19 On the Rise: What Should Employers Do?

With the school year now in full swing, people finding their sweaters in the back of their closets, and COVID-19 cases and hospitalizations rising across the United States, employers should prepare for a potential increase in employees taking sick days and using medical leave under the Family and Medical Leave Act. To prepare, policies and procedures should be reviewed to possibly be revised to ensure that they are in compliance with all laws and should consider the updated COVID-19 guidelines.

Family and Medical Leave Act

Policies should be reviewed/amended and supervisors should be trained to address the possibility that COVID-19 related symptoms and illnesses could rise to the level of a “serious health condition” such that it is covered under the Family and Medical Leave Act. In the event that an employee or dependent for whom the employee cares becomes severely sick with COVID-19 and must receive medical treatment, it is possible that the employee will be entitled to take the leave afforded under the Family and Medical Leave Act.

            Supervisors should also be trained on the sick leave policy, which could provide expanded benefits to employees to take leave for any illness, including COVID-19.

Testing and Masking

            As has been the case since the COVID-19 pandemic was at its peak, COVID-19 remains a contagious virus, and employers should encourage employees to get tested to avoid exposing others in the workplace to the virus. In the event an employee tests positive, current guidelines state that that employee should remain home for five days and can return to work if they have been symptom free for 24 hours.

            Additionally, current guidelines advise that those who test positive should wear a mask for 11 days when indoors. This means that, if an employee returns to work following a five-day isolation period, employers should ensure that returning employee wears a mask for 6 additional days.

Possible Accommodations

            As has been the case since the beginning of COVID-19, employers should ensure that their COVID-19 policies and guidelines consider the legal obligations on employers to accommodate employees on the basis of a disability or a religious belief.

While COVID-19 has fortunately decreased in its severity and scope, it remains a medical concern and will likely be a continuing reason for employees to take sick leave or leave under the Family and Medical Leave Act. Employers should maintain up-to-date policies, procedures, and training regarding leave, and should ensure their policies are up-to-date to prevent the spread of COVID-19 in the workplace.

E. Fredrick Preis, Jr. and Philip Giorlando are attorneys in the Labor & Employment Section of the Breazeale, Sachse & Wilson law firm, which represents management.  They can be reached at the following e-mail addresses: fred.preis@bswllp.com and philip.giorlando@bswllp.com.

COVID-19 On the Rise: What Should Employers Do?

With the school year now in full swing, people finding their sweaters in the back of their closets, and COVID-19 cases and hospitalizations rising across the United States, employers should prepare for a potential increase in employees taking sick days and using medical leave under the Family and Medical Leave Act. To prepare, policies and procedures should be reviewed to possibly be revised to ensure that they are in compliance with all laws and should consider the updated COVID-19 guidelines.

Family and Medical Leave Act

Policies should be reviewed/amended and supervisors should be trained to address the possibility that COVID-19 related symptoms and illnesses could rise to the level of a “serious health condition” such that it is covered under the Family and Medical Leave Act. In the event that an employee or dependent for whom the employee cares becomes severely sick with COVID-19 and must receive medical treatment, it is possible that the employee will be entitled to take the leave afforded under the Family and Medical Leave Act.

            Supervisors should also be trained on the sick leave policy, which could provide expanded benefits to employees to take leave for any illness, including COVID-19.

Testing and Masking

            As has been the case since the COVID-19 pandemic was at its peak, COVID-19 remains a contagious virus, and employers should encourage employees to get tested to avoid exposing others in the workplace to the virus. In the event an employee tests positive, current guidelines state that that employee should remain home for five days and can return to work if they have been symptom free for 24 hours.

            Additionally, current guidelines advise that those who test positive should wear a mask for 11 days when indoors. This means that, if an employee returns to work following a five-day isolation period, employers should ensure that returning employee wears a mask for 6 additional days.

Possible Accommodations

            As has been the case since the beginning of COVID-19, employers should ensure that their COVID-19 policies and guidelines consider the legal obligations on employers to accommodate employees on the basis of a disability or a religious belief.

While COVID-19 has fortunately decreased in its severity and scope, it remains a medical concern and will likely be a continuing reason for employees to take sick leave or leave under the Family and Medical Leave Act. Employers should maintain up-to-date policies, procedures, and training regarding leave, and should ensure their policies are up-to-date to prevent the spread of COVID-19 in the workplace.

E. Fredrick Preis, Jr. and Philip Giorlando are attorneys in the Labor & Employment Section of the Breazeale, Sachse & Wilson law firm, which represents management.  They can be reached at the following e-mail addresses: fred.preis@bswllp.com and philip.giorlando@bswllp.com.

COVID-19 On the Rise: What Should Employers Do?

With the school year now in full swing, people finding their sweaters in the back of their closets, and COVID-19 cases and hospitalizations rising across the United States, employers should prepare for a potential increase in employees taking sick days and using medical leave under the Family and Medical Leave Act. To prepare, policies and procedures should be reviewed to possibly be revised to ensure that they are in compliance with all laws and should consider the updated COVID-19 guidelines.

Family and Medical Leave Act

Policies should be reviewed/amended and supervisors should be trained to address the possibility that COVID-19 related symptoms and illnesses could rise to the level of a “serious health condition” such that it is covered under the Family and Medical Leave Act. In the event that an employee or dependent for whom the employee cares becomes severely sick with COVID-19 and must receive medical treatment, it is possible that the employee will be entitled to take the leave afforded under the Family and Medical Leave Act.

            Supervisors should also be trained on the sick leave policy, which could provide expanded benefits to employees to take leave for any illness, including COVID-19.

Testing and Masking

            As has been the case since the COVID-19 pandemic was at its peak, COVID-19 remains a contagious virus, and employers should encourage employees to get tested to avoid exposing others in the workplace to the virus. In the event an employee tests positive, current guidelines state that that employee should remain home for five days and can return to work if they have been symptom free for 24 hours.

            Additionally, current guidelines advise that those who test positive should wear a mask for 11 days when indoors. This means that, if an employee returns to work following a five-day isolation period, employers should ensure that returning employee wears a mask for 6 additional days.

Possible Accommodations

            As has been the case since the beginning of COVID-19, employers should ensure that their COVID-19 policies and guidelines consider the legal obligations on employers to accommodate employees on the basis of a disability or a religious belief.

While COVID-19 has fortunately decreased in its severity and scope, it remains a medical concern and will likely be a continuing reason for employees to take sick leave or leave under the Family and Medical Leave Act. Employers should maintain up-to-date policies, procedures, and training regarding leave, and should ensure their policies are up-to-date to prevent the spread of COVID-19 in the workplace.

E. Fredrick Preis, Jr. and Philip Giorlando are attorneys in the Labor & Employment Section of the Breazeale, Sachse & Wilson law firm, which represents management.  They can be reached at the following e-mail addresses: fred.preis@bswllp.com and philip.giorlando@bswllp.com.

COVID-19 On the Rise: What Should Employers Do?

With the school year now in full swing, people finding their sweaters in the back of their closets, and COVID-19 cases and hospitalizations rising across the United States, employers should prepare for a potential increase in employees taking sick days and using medical leave under the Family and Medical Leave Act. To prepare, policies and procedures should be reviewed to possibly be revised to ensure that they are in compliance with all laws and should consider the updated COVID-19 guidelines.

Family and Medical Leave Act

Policies should be reviewed/amended and supervisors should be trained to address the possibility that COVID-19 related symptoms and illnesses could rise to the level of a “serious health condition” such that it is covered under the Family and Medical Leave Act. In the event that an employee or dependent for whom the employee cares becomes severely sick with COVID-19 and must receive medical treatment, it is possible that the employee will be entitled to take the leave afforded under the Family and Medical Leave Act.

            Supervisors should also be trained on the sick leave policy, which could provide expanded benefits to employees to take leave for any illness, including COVID-19.

Testing and Masking

            As has been the case since the COVID-19 pandemic was at its peak, COVID-19 remains a contagious virus, and employers should encourage employees to get tested to avoid exposing others in the workplace to the virus. In the event an employee tests positive, current guidelines state that that employee should remain home for five days and can return to work if they have been symptom free for 24 hours.

            Additionally, current guidelines advise that those who test positive should wear a mask for 11 days when indoors. This means that, if an employee returns to work following a five-day isolation period, employers should ensure that returning employee wears a mask for 6 additional days.

Possible Accommodations

            As has been the case since the beginning of COVID-19, employers should ensure that their COVID-19 policies and guidelines consider the legal obligations on employers to accommodate employees on the basis of a disability or a religious belief.

While COVID-19 has fortunately decreased in its severity and scope, it remains a medical concern and will likely be a continuing reason for employees to take sick leave or leave under the Family and Medical Leave Act. Employers should maintain up-to-date policies, procedures, and training regarding leave, and should ensure their policies are up-to-date to prevent the spread of COVID-19 in the workplace.

E. Fredrick Preis, Jr. and Philip Giorlando are attorneys in the Labor & Employment Section of the Breazeale, Sachse & Wilson law firm, which represents management.  They can be reached at the following e-mail addresses: fred.preis@bswllp.com and philip.giorlando@bswllp.com.

COVID-19 On the Rise: What Should Employers Do?

With the school year now in full swing, people finding their sweaters in the back of their closets, and COVID-19 cases and hospitalizations rising across the United States, employers should prepare for a potential increase in employees taking sick days and using medical leave under the Family and Medical Leave Act. To prepare, policies and procedures should be reviewed to possibly be revised to ensure that they are in compliance with all laws and should consider the updated COVID-19 guidelines.

Family and Medical Leave Act

Policies should be reviewed/amended and supervisors should be trained to address the possibility that COVID-19 related symptoms and illnesses could rise to the level of a “serious health condition” such that it is covered under the Family and Medical Leave Act. In the event that an employee or dependent for whom the employee cares becomes severely sick with COVID-19 and must receive medical treatment, it is possible that the employee will be entitled to take the leave afforded under the Family and Medical Leave Act.

            Supervisors should also be trained on the sick leave policy, which could provide expanded benefits to employees to take leave for any illness, including COVID-19.

Testing and Masking

            As has been the case since the COVID-19 pandemic was at its peak, COVID-19 remains a contagious virus, and employers should encourage employees to get tested to avoid exposing others in the workplace to the virus. In the event an employee tests positive, current guidelines state that that employee should remain home for five days and can return to work if they have been symptom free for 24 hours.

            Additionally, current guidelines advise that those who test positive should wear a mask for 11 days when indoors. This means that, if an employee returns to work following a five-day isolation period, employers should ensure that returning employee wears a mask for 6 additional days.

Possible Accommodations

            As has been the case since the beginning of COVID-19, employers should ensure that their COVID-19 policies and guidelines consider the legal obligations on employers to accommodate employees on the basis of a disability or a religious belief.

While COVID-19 has fortunately decreased in its severity and scope, it remains a medical concern and will likely be a continuing reason for employees to take sick leave or leave under the Family and Medical Leave Act. Employers should maintain up-to-date policies, procedures, and training regarding leave, and should ensure their policies are up-to-date to prevent the spread of COVID-19 in the workplace.

E. Fredrick Preis, Jr. and Philip Giorlando are attorneys in the Labor & Employment Section of the Breazeale, Sachse & Wilson law firm, which represents management.  They can be reached at the following e-mail addresses: fred.preis@bswllp.com and philip.giorlando@bswllp.com.