1. Bringing Employees back to work
When the decision is made to bring employees back to the workplace, as much notice as possible should be provided. Communication of safety protocols may help in easing employee’s fears about returning to the workplace. The employer’s responsibility is to provide a workplace that protects employees and the general public.
Steps to consider in creating a safe workplace;
2. What if an Employee does not want to come back to work?
For employees that are concerned about returning to work, discussing their concerns will help to determine next steps.
If the reasons fall under the under the American Disability Act (ADA) or the Family Medical Leave Act (FMLA), reasonable accommodations such as continued teleworking or additional time off from work may be required.
For employee’s that are hesitant about returning to work, but do not have a reason that falls under the ADA or FMLA, disciplinary action can be taken. It is always best to understand the employees’ reasons and be emphatic since the pandemic has created stress for both employers and employees. One note: according to a recent survey, over 65% employees want to continue to work remotely so employers may consider continuing a work from home option.
3. Can an Employer require employees to get the COVID-19 vaccine?
Yes--employers may lawfully require employees to receive the COVID-19 vaccine or show proof they have received the vaccine, keeping in mind guidelines of the ADA and Title VII of the Civil Rights Act of 1964. Some federal and state laws allow exemptions protecting the rights of employees who are not able to receive the vaccine, including those with a disability or a sincerely held religious belief. Employers should have a conversation with the employee to determine reasonable accommodations. If an employees’ concern does not fall under any federal, state, or local guidelines, the employee can be terminated, but all avenues of accommodations should be reviewed first.
Employers may offer incentives, such as bonuses or discounts on health insurance premiums, to encourage employees to receive the vaccine voluntarily.
4. Tax Credits available for Small Businesses
Employers with less than 500 employees may be eligible for a paid-leave tax credit that provides full pay to employees who take time off to get and recover from a COVID-19 vaccination. The tax credits are available from April 1, 2021 to September 30, 2021 and are equal to the sick leave wages paid for COVID related reasons for up to two weeks (80 hours) or paid family leave wages for up to twelve weeks. There are limitations on the wages that will qualify for the tax credit. More information is located at;
5. What requirements should employers establish for employees that travel?
Employers should address travel protocols and require employees to disclose personal travel plans. Fully vaccinated travelers do not need to get a COVID-19 test before or after travel unless the destination requires it. Vaccinated employees do not need to self-quarantine. Be sure to check state and local laws to see if employees must be paid for time off.
6. What can employers do to limit employee off-hours activities?
While it is difficult to control what employees do outside of work, employers can continually communicate to employees the established policies and CDC guidelines, encourage employees to social distance, and remind employees it takes everyone to maintain a safe workplace.
7. Can an employer be held liable if an employee who contracted the virus at work spreads it among relatives at home, or other COVID-19 related claims?
It may be difficult to show that an employer’s failure to protect workers from COVID-19 caused a household member to contract the virus, as one claim suggested. Other complaints have included unsafe-workplace allegations, handling of layoffs, remote-work arrangements and leave requests. The top three COVID-19 related claims have been;
Employers should continue to follow all their normal policies, as well as keep up to date with the local, state, federal and CDC COVID-19 updates. Some states have enacted legislation blocking COVID-19-related claims against employers, but these laws do not prevent federal lawsuits.
Is Your Workplace Prepared?
With so many recent tragedies regarding shootings in the workplace, it is a good time to review your safety policies and re-communicate them to your employees. An active shooter incident can happen in any place at any time. Providing information to employees and mentally rehearsing what to do in an active shooter situation can help when every second counts. Preparation is essential.
Good practices for coping with an active shooter situation include;
· Make sure employees are always aware of their environment and any possible dangers
· Employees should know at least two nearest exits in the workplace
· Employees should know to turn phones on mute so the active shooter is not aware of an employee’s location in case a phone call/text is received
· If an active shooter enters, employees should find the closest room and secure the door
· As a last resort, attempt to take the active shooter down. When the shooter is at close range and employees cannot ﬂee, the chance of survival is much greater if there are attempts to incapacitate the shooter
· Call 911 when it is safe to do so
Where can you find help? Local Police Departments may provide training and helpful resources for employers. The Department of Homeland Security and OSHA also maintain valuable information. We are glad to provide you with more information and feel free to contact us at firstname.lastname@example.org.
The American Rescue Plan Act was signed into law on March 11, 2021 and contains features that are designed to help employers recover from the pandemic. Features of the Act include;
· The Employee Retention Tax Credit (ERTC), which was created in the CARES Act and provides tax relief for employers on employee wages, has been extended from June 30th to the end of the year. Hardest hit employers may count all wages paid as qualifying wages, not just the wages paid to employees that are not providing service. The extension of two additional quarters translates to up to an additional $14,000 in savings per employee. More assistance under the ERTC has been included in the Act.
· The paid leave tax credit created in the Families First Coronavirus Response Act (FFCRA) has also been extended, from March 2021 to the end of September. As of April 1, 2021, employers are eligible for an additional tax credit if they voluntarily provide an additional 10 days of paid sick leave and an additional 10 weeks of paid family leave. The limit on the size of the tax credit has been increased to $12,000.
· In addition, new qualifying reasons for FFCRA paid leave have been added, mostly related to COVID-19 vaccines, such as an employee;
With the COVID-19 pandemic, everyone’s resilience and adaptability has really been tested. Employee’s mental health was already a rising concern for employers and the past year has moved it to the forefront. April 6th is National Benefits day with a focus on mental health. Resources such as “How Supervisors can Support Employees with a Mental illness” to “How to face Adversity” are topics that can be provided to supervisors. For ways that your business can promote a healthy workplace with a focus on mental health, contact email@example.com