COVID-19: The Employer’s Guide
Manage Your Business Through the Pandemic
A modern pandemic is a new phenomenon, so regulations and clinical guidelines around COVID-19 continue to shift. Stay abreast of updates to policies surrounding COVID in the workplace, and other considerations for employers, here:
Frequently Asked Questions
It depends on the state and its laws, but generally, unless the employee is ill, they are probably not entitled to statutory leave. However, they may be eligible for other company leave programs and employers may consider engaging in discussion with the employee about their concerns and how workplace arrangements could assist.
The EEOC has recognized that people with certain conditions identified by the CDC, like being immunocompromised, may have the right to a reasonable accommodation in the workplace. Follow your organization’s normal leave and accommodation processes. Medically supported absences may qualify as a serious health condition. If not, the option would be an alternate leave plan, such as company-sponsored or statutory leave. Other workplace accommodations may be considered, including work-from-home arrangements and wearing masks, among others.
What do you advise to facilitate the leave or accommodation process for an employee who has had COVID exposure or diagnosis?
ReedGroup recommends foregoing or expediting paperwork or certifications and allowing more flexibility around eligibility requirements for paid leave programs, at the discretion of each employer.
The ADA may apply for employees with long COVID who need workplace accommodations. Considerations include whether the employee meets the ADA’s definition of disability and if the virus can cause or worsen certain health conditions of the worker. Employers can begin the ADA interactive process with affected employees to determine what, if any, accommodations are appropriate.
It depends on the state and its laws, but generally, unless the employee is ill, they are probably not entitled to statutory or company leave programs. However, your company may choose to offer personal leave time or discuss workplace accommodations like work-from-home arrangements.
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More COVID Leave of Absence Resources
A comprehensive directory of State and Federal COVID guidance for employers
- FAB 2020-8: Telemedicine During COVID and the FMLA
- EBSA Disaster Relief Notice 2020-01
- Extension of Certain Time Frames for Employee Benefit Plans, Participants, and Beneficiaries Affected by the COVID-19 Outbreak
- COVID-19 FAQs for participants and Beneficiaries
- Quick Tip: How Much Paid Leave Can Employees Take?
- COVID-19 Impact Uniformed Services Employment and Reemployment Rights
- FFCRA Notice Q&As
- COVID-19 and the American Workplace
- FFCRA Poster
- Families First Coronavirus Response Act FAQs
- COVID-19 or Other Public Health Emergencies & the Family and Medical Leave Act Q&A
- Notice 2021-24: Relief from Penalty for Failure to Deposit Employment Taxes
- Employer Tax Credits for Employee Paid Leave Due to COVID-19
- Notice 2020-54: Guidance on Reporting Qualified Sick Leave Wages and Qualified Family Leave Wages Pursuant to the FFCRA
- COVID-19 Related Tax Credits for Required Paid Leave Provided by Small and Midsize Businesses