PER Human Resources – June 2020


Are You Ready to Bring Employees Back to Work?

Whether you have already brought some employees back to work or are just starting your planning, there are many factors to consider from workplace safety and reducing potential COVID-19 exposure, to notifying employees of their return date and changes in duties or pay, to properly handling employee requests for disability accommodations. To assist you with returning your employees back to work, we prepared a checklist with a template notice to send to employees, as well as guidance discussing key obligations employers must satisfy to ensure they are prepared to bring employees back. Access these documents below and contact our HR Professionals for additional assistance.

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HR Myth The HR world has no shortage of myths regarding what employers can and can't do. Test your knowledge about reasonable accommodations. Myth: Employees must specifically ask for a "reasonable accommodation" for a disability. Learn the Facts Federal/All States CDC Does Not Recommend Using COVID-19 Antibody Testing to Make Return to Work Decisions CDC Issues Detailed Guidelines for Reopening DOL Changes the Retail and Service Establishment Overtime Exemption OSHA Issues Alert on Social Distancing STATE UPDATES California: California Employers Screening Employees for COVID-19 and Taking Temperatures Need a CCPA Notice California Executive Order Creates Presumption COVID-19 Was Contracted at Work New Jersey: New Jersey Issued Required Workplace Poster Regarding Worker Misclassification New York: New York City Bans Pre-Employment Drug Testing New York Paid Sick Leave - Employer Action Required Before September 30, 2020 Oklahoma: Oklahoma Gives Employers Immunity from COVID-19 Employee Lawsuits
Copyright © 2020 ePlace Solutions, Inc., All rights reserved. This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.

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