As COVID-19 vaccines become more available, bringing employees back to work safely requires a detailed Return to Work Plan. Employers must adapt to ever-changing local, state and national requirements to keep employees, clients, customers, vendors, and the visiting public safe. Meyers Nave Labor and Employment Law Principals Camille Hamilton Pating and Arlene Yang presented a webinar on employers’ frequently asked questions.
The webinar covered:
Determining who returns to work and when, where, and how
Vaccination policy options
Managing workplace safety on a daily basis, including travel, health checks, masks and social distancing, and other requirements
Mandated legal reporting of COVID-19 positive cases
What to do when an employee refuses the vaccine or refuses to return to work
Resources for the evolving hybrid workplace
Avoiding the types of employment litigation claims most likely to arise from the “new normal” workplace
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• The information in this presentation is
subject to change.
• This is an informative presentation and
not intended as legal advice.
• Please consult with an attorney for
assistance with a particular issue or
problem.
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• Returning To Work
• Vaccination Issues
• Employees Who Refuse
• Workplace Safety
• Anticipating Potential COVID-19 Litigation
• Diversity, Equity & Inclusion Impacts
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Poll #1
Does your company/organization have
a Return-to-Work plan?
a) Yes
b) No
c) Working on it
d) Haven’t started yet
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Make a Written Return To Work Plan
Detail:
• Who will be returning
• When will they be returning
• Precautions in place to keep
employees and the public safe
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Determine Who Returns To Work
Identify:
Essential services employees
Mission-critical employees
Employees who can continue to work from home
Consider:
Which roles transitioned smoothly to work from home
Surveying employees
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Health & Safety Reopening Procedures
Adjust work environment
Staff health questionnaires
Temperature checks
PPE and social distancing
requirements
Prepare for reporting
of positive cases
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Check Your MOUs
Meyers-Milias-Brown Act
National Labor Relations Act
Contractual Obligations & Exceptions
If you plan
to implement new
health and safety
policies, speak to
unions immediately
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Remember
• Staff needs time to adapt to new ways of working
post-pandemic.
• Make sure employees understand expectations and steps
taken to protect their health.
• Potential uptick in personnel and compliance complaints.
• Effective communication is essential to:
re-acclimate an onsite workforce;
identify potential problems; and,
strengthen culture, increase employee engagement,
productivity and loyalty.
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Takeaways For Employers
Key Components: Written Return-to-Work Plan
Assess needs
Unionized employers begin meet and confer
Build trust regarding employee health and safety
Plan for accommodation, privacy and health & safety
Lead with empathy
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Poll #2
What type of COVID-19 vaccination policy
does your company/organization?
a) Mandatory
b) Voluntary
c) Incentive Plan
d) We won’t/don’t have a policy
e) We don’t know yet
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Hypothetical - Is this ok?
After everyone is eligible
and has the opportunity
to get vaccinated, every
employee must show proof of
vaccination to go into the office
or attend events.
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Food Drug and Cosmetics Act
• Emergency Use Authorization
• Recipient must be informed of option to refuse the vaccine
FD&C Act § 564, 21 U.S.C. § 360bbb-3(e)(1)(A)(ii)(III)
FDC&A provides
no guidance
Can employers discipline
employees who refuse?
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Mandatory Program Must Accommodate
Disability, Religion
• EEOC Guidance – Dec. 16, 2020
Direct threat from unvaccinated individual -
“significant risk of substantial harm to the health
and safety of others that cannot be eliminated or
reduced by reasonable accommodation”
• DFEH Guidance – Mar. 4, 2021
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Vaccine Incentives
• Wellness program must be voluntary.
• No current EEOC guidance.
• Special benefits or advantages
to vaccinated employees?
• Taxation of benefits?
• Consult with counsel!
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Unionized Workforce
Meyers-Milias-Brown Act
National Labor Relations Act
Check Memorandum of Understanding
(“MOUs”)
High numbers of police
and firefighters are
declining vaccination.
If you plan to implement
mandatory requirement,
must speak with unions
immediately.
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Additional Vaccine Policy Considerations
Wage and hour implications
California Consumer Privacy Act
and privacy considerations
Employee cooperation
Impact on recruiting,
business and brand
Masks/social distancing remain
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Refusal to Return to Work
Does employee have a protected reason?
• Use “interactive process” approach
• Identify other reasons employee
may have for protected leave
• Document, document, document
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Refusal To Provide Vaccine Information
• Can you require proof
of vaccination?
• Can you ask applicants their
vaccine status?
• What can you do with
the information?
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Hypothetical
An employee objects to your vaccination program and asks
for an accommodation on the ground that they believe that
the COVID-19 vaccine is dangerous and ineffective.
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Takeaways For Employers
• Consider the risks of
– discipline or termination of a large number of employees.
– creating multiple individual exceptions that may lead to
litigation.
• Public Agencies: Comply with due process before taking
corrective action against employees as a result of a refusal to
be vaccinated.
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New Cal/OSHA Emergency Temporary COVID-19 Standards
• Nov. 30, 2020 - May 29, 2021
possibly extended
• Written Prevention Plan
• Exclusions:
• 1 employee/no contact
• Working from home
• Cal/OSHA’s Aerosol
Transmissible
Diseases standard
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SB 1159 – Workers’ Compensation COVID-19 Presumption
• March 19 - July 5, 2020
– Disputable presumption on-the-job injury for all mandatory on-site workers
• July 6, 2020 - January 1, 2023
– Disputable presumption for (1) first responders and health care workers
or (2) “outbreak”
• Outbreak
– 4 + tests if ≤ 100 employees,
– 4% at location if >100 employees, or
– ordered closed due to risk of infection
• Mandatory Reporting to work comp. claims administrator within 3 business days
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SB 95 - Supplemental Paid Sick Leave
• Effective Jan. 1 – Sep. 30, 2021.
• Paid sick leave for COVID-related
absences in addition to paid time
off benefits
• Public and private employers
with 26 or more employees
Don’t forget:
• Include SPSL on wage
statements
• Training
• Post/Distribute Notice
https://www.dir.ca.gov/dlse/2021-COVID-19-Supplemental-Paid-Sick-Leave.pdf
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AB 685 - Notice to Employees of Potential COVID-19 Exposure
• Notice Requirements:
Written
Within 1 day
To employees, subcontracted employees,
union rep.
Information about COVID-19 related benefits
Disinfection and safety plan
• Recordkeeping – preserve notices for 3 years
• “Outbreak” – notify local public health agency within 48 hours
Prepare ahead!
• Letter
• Gather contact
information
• Training
• How to report
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Questions Regarding COVID-19 Exposure Risk
• Black/Indigenous/Persons of Color (BIPOC) employees are
disproportionately frontline “essential” workers
• BIPOC communities and preexisting health risks
• Can employees walk/bike to work or face long commutes?
• Consider how policies impact BIPOC employees
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Takeaways For Employers
Update policies
Document, document, document
Communicate your consideration and empathy while
maintaining employment standards
Consistent application of the policies
Consult HR and legal department/counsel early
Arbitration agreements
Class action waivers
CAMILLE
1 Returning To Work: determine Who Returns, When, Where & How. What about Accommodation Requirements. Who has to be accommodated regarding RTW and who does not?
2 Vaccination Issues: what will your policy be – mandatory vaccination, vaccination education, asking employees if they have been vaccinated. And how will you act on the vaccination information.
3 Employees Who Refuse: what about employees who refuse to comply with your vaccination requirements or policy. What about employees who refuse to return to work and demand to WFH?
4 Workplace Safety: What are the Requirements, What about Mandated Legal Reporting of COVID at work
5 Anticipating Potential COVID-19 Litigation
Diversity, Equity & Inclusion Impacts
6 COVID-19 Employment Litigation Claims
7 Diversity, Equity & Inclusion Impacts
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Public and private employers will be returning to work in stages with some employees who may continue to work part-time or full time from home for an extended period of time. This new hybrid workplace is like to become the norm over the next several years. Instead of allowing this to happen in a haphazard way, create a written RTW plan, detailing:
Who will be returning
When will they be returning
Precautions in place to keep employees and the public safe
Many of these steps will take time, so start planning early
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Focus on getting employees who really need to be at the job site, in the office or on the work floor back onsite as soonas it is safe and practical to do so
Identify:
Essential services employees
Mission-critical employees
Employees who can continue to work from home
Consider:
Which roles transitioned smoothly to WFH
Consider surveying employees, especially the group who can continue to WFH, to determine who wants to return, who does not want to return and who has medical or childcare issues that they believe prevents their return.
CAMILLE
Adjust work environment for health and safety
reception areas
workstation areas
conference and collaboration areas
ancillary spaces
training rooms
Provide PPE: masks, gloves, sanitizer stations, cleaning supplies and any other and any other PPE needed for workplace
Provide for daily Health checks: the CDC and CalOSHA recommend that all employers consider some kind of health check for all employees coming in the workplace other than home. Several Counties have issued Health Orders instructing all employers to create policies that require employees to complete a health check b4 coming into the office
Temperature checks and COVID 19 Tests: Employers are allowed to conduct temperature checks and to require employees to take COVID 19 tests at employers expense.
Employers should plan for positive COVID 19 testing –AB 685 – which I discussed later in this program
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Title VII of the Civil Rights Act– sincerely held religious belief
Americans with Disability Act
Reasonable Accommodations
Interactive Process
Undue Hardship
What if objectionis not based onreligion or disability?
OUT?
expected to issue guMandatory = 30% health ins. discount (AARP v. U.S.EEOC, 267 F. Supp.3d 29 (D.D.C. 2017)
Voluntary = water bottle or gift card (proposed ADA regs. 29 CFR Part 1630) https://www.eeoc.gov/regulations/proposed-rule-amendments-regulations-under-americans-disabilities-act#
Arlene is this OUT
ARLENE/CAMILLE Jacobson v. Massachusetts, 197 U.S. 12 (1905) - states have the police power to mandate vaccinations.
Firefighters and police
CAMILLE
When you contact employees to return to work, it is possible they will not want to return for various reasons. Employers must take a measured and documented approach to make sure employees do not have a protected reason to refuse to return.
Example: employees who refuse to return bc they believe employer hasn’t done enough to protect against COVID 19 exposure may be protected as union concerted activity.
Be reasonable when discussing concerns held by employees and approach these questions in the same manner as good faith interactive process. This is not legally required but it is a good way to document that the employer has acted reasonably to determine that the employee does not have reasonable grounds to refuse to return to work.
NOTE: this interactive RTW conversation may reveal other reasons the employee may have to take protected leave, such as voluntary FFCRA leave through September 30th, FMLA or CFRA leave, or other accommodations under FEHA and ADA.
Employees who are on unemployment will no longer qualify if they refuse to RTW.
CAMILLE
Employers who want to ensure a safe and smooth reentry into the workplace may want to know whether their employees have been vaccinated. The public and co-workers may want to know whether those they’re interacting with have been vaccinated.
1. Can you require proof of vaccination? YES. Can you Ask? YES, But
Employers under have the right (according to the EEOC, under federal law) to require the COVID-19 vaccine, and to ask employees if they received the shot (vaccine status) or request proof of the shot. But keep in mind that only federal law has spoken on this matter. State law may further regulate whether an employer may require or mandate COVID-19 vaccination or proof of vaccination. State legislation will supersede federal guidance.
2. When an employee has not been vaccinated, employers must be careful not to ask why, particularly in situations in which vaccinations are voluntary and not required for the job. This can lead to a medical inquiry protected under the ADA. Medical inquiries are only permitted where they are necessary for the job.
Employers may require employees to provide proof of vaccination but cannot mandate that the employee provide any additional medical information as part of the proof.
3. What can you do with the information?-ADA protected information. Must be kept separate from personnel files – same with lists of who is vaccinated
CAMILLE: Must be religious belief – same with view s against wearing masks or other PPE
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Written, detailed COVID-19 Prevention Plan, including:
Communicating system
ID and evaluation of hazards
Investigation and response to cases
Correcting hazards
Return to work criteria
Recording requirement
Testing and notification
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Policies, advice and counselfor implementation
Update your handbook
Train managers and supervisors
Minimize and limit risk
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CDC Data indicates an increased risk of COVID-19 infection in Black populations, which ranged from 1.5 to 3.5 times higher than the risk for white people. Studies that evaluated hospitalization rates found a similar disparity. Excess death rate compares the percentage of COVID-19 deaths among African Americans to their percentage in the US population. This data showed a 15% excess death rate for Black Americans.
CDC data were less conclusive for Hispanic people because rates varied by geographic location but showed moderate disproportionately high infection and hospitalization rates. The excess death for Hispanic COVID patients was 21%.