The current pandemic is still on-going and the effects it has had on the workplace will continue to linger long after. With the introduction of the CARES ACT came several responses on the local level, that echoed the need for mandatory flexible paid sick leave policies.
These new changes and mandates are coming fast and are heavily loaded with new information/regulations. Although it may be daunting to keep up with all these changes, it is important to stay informed and up to date in order to avoid making crucial mistakes.
Some of the new mandates may have temporarily changed or adjusted practices and procedures that you have already grown accustomed to. For example, you cannot require a doctor’s note to verify they have COVID-19 or any related symptoms/conditions under some of these new mandates. Requiring a medical certification could further tax emergency rooms and urgent care facilities and unnecessarily risk employees to exposure.
The timing of when paid leave is expected to be paid out has also been altered on some of these new regulations. Make sure that you are clear on this new timing. Missing a payment by accident or due to an oversight, can result in a violation of these new rules.
If you have not done so by now, it is necessary to put together an infectious disease preparedness and response plan. It has become standard to wear masks and wash hands regularly, but it is important that those types of efforts are written down. Having a plan together can help guide protective actions against COVID-19 and help make the workplace notably safe for employees.
Any modifications or creation of policies must be consistently enforced to avoid any discrimination or unfair treatment. To ensure everyone is on the same page, all decision-makers should be aware of any temporary or permanent modifications.
The CDC encourages employers to actively encourage sick employees to stay home by practicing the following:
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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.