Coronavirus Update 5-4-2020: Handling employee mental-health issues in a world and workplace changed by coronavirus

May is Mental Health Awareness Month, which is as good a time as any to bring up an issue that has been weighing heavily on my mind — the looming mental health crisis that our employees are facing and will continue to face in a world and workplace changed by coronavirus.

Coronavirus has altered all of our lives, and all employees are dealing with stress, anxiety, and isolation.

Coronavirus Update 5-1-2020: Some Friday links to share

Just a couple of links to wrap up another looooong week in the world of COVID-19.

First, the video from Tuesday’s Zoominar.

Coronavirus Update 4-30-2020: The last and absolutely final (I hope) word on masks in Ohio businesses

Next Saturday (May 9) will mark the (lucky) 13th anniversary of the Ohio Employer Law Blog (NKA the Coronavirus Law Blog). Never did I ever think that I’d have reason to write five different posts in the span of 48 hours on the issue of whether employees are, or are not, required to wear masks or other facial coverings in the workplace. Blogging in the times of coronavirus, however, is certainly unique.

Yesterday, Lt. Governor John Husted provided what I believe (and hope) is the final word on the rules surrounding masks and other face coverings for businesses.

Coronavirus Update 4-29-2020 number 2: Ohio flips (again) on mandatory masks for employees

Adding to the profound confusion on the mask requirements for reopening businesses, Ohio appears to have changed its mind for the third time in the past 48 hours on whether masks will be required for employees.

It now appears that masks are required for employees and recommended for visitors and customers.

Coronavirus Update 4-29-2020: Governor’s DeWine’s explanation for why masks are only “recommended” falls woefully short

I tuned in yesterday to Governor DeWine’s 2 pm briefing to learn why Ohio had changed its stance on face masks and coverings from “mandatory” to “recommended best practice.” His explanation falls way short.

The Governor offered two explanations, both based on feedback he received from constituents in the hours after his original pronouncement.

1. Masks are offensive to some, who don’t like the government telling them what to do.
2. Masks can be problematic for people with disabilities.

Coronavirus Update 4-28-2020 number 2: Ohio’s reopening plan 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝘀 masks for all employees

“Life moves pretty fast. If you don’t stop and look around once in a while, you could miss it.”

 – Ferris Bueller

This morning, I wrote an entire post about the wise policy choice the State of Ohio made in mandating masks or facial covering for everyone entering a business moving forward. Then I conducted a webinar for over 200 people during which I spoke at length about this face-covering requirement.

What happened next? Ohio changed its mind.

Coronavirus Update 4-28-2020: Ohio’s reopening plan includes 𝗺𝗮𝗻𝗱𝗮𝘁𝗼𝗿𝘆 masks for all employees

Yesterday, Governor DeWine announced his plan to “responsibly” reopen Ohio, which will happen in phases.

• May 1: Healthcare procedures that don't require an overnight hospital stay, dentists, and veterinary offices
• May 4: Manufacturers, distribution, construction, and general office environments
• May 12: Consumer, retail and service providers
• Restaurants, bars, salons, and daycares will remain closed until further notice.

Ohio’s coronavirus microsite has all of the requirements and recommended best practices for each business sector.

Generally, the state is requiring five protocols for all businesses as a condition to reopening:

Coronavirus Update 4-27-2020: Bringing your employees back to work when unemployment pays them more than you do

At 2 pm today, Governor DeWine will announce his plan for restarting Ohio’s economy (currently expected to begin on May 2). One huge issue, however, is how businesses can incent their employees to return to work if unemployment is paying them more than you will.

Including the CARES Act’s $600 unemployment bonus that expires on July 31, an employee earning maximum unemployment benefits from the State of Ohio earns $1,247 per week, the equivalent of an hourly rate of $31.17 or a yearly salary of nearly $65,000. My guess is that most of your employees do not earn this much. It’s one of the worst unintended consequences of the CARES Act—employees are making more money unemployed than they did employed.

Thus, how do you incent your employees to come off unemployment and return to work, either because you are reopening or you need to end their furlough? You can either use the stick or the carrot.

Coronavirus update 4-24-2020: A coronavirus DOL settlement, and listen to me discuss empoyers’ preparations for reopening our economy

It did not take long for the Department of Labor to announce its first-ever settlement of a claimed violation of the Families First Coronavirus Response Act.

The DOL’s press release provides the details:

Coronavirus update 4-23-2020: Your employees walk out in protest over coronavirus-related working conditions. Now what?

This week, Amazon workers are protesting what they view as unsafe working conditions. 300 workers from 50 facilities will skip their scheduled shift to protest Amazon’s treatment of warehouse workers.

According to United for Respect, the worker rights group organizing the protest, says that the Amazon employees are hoping to accomplish the following.

Coronavirus update 4-22-2020: I was (mostly) correct on the intersection between employer-provided paid leave and leave under the FFCRA

Last week I took a stab at making sense of the messy and unclear rules surrounding the substitution of employer-provided leave (which, for the sake of simplicity, I’ll refer to as (“PTO”) for paid sick leave (“EPSL”) and expanded Family and Medical Leave (“EFMLA”) under the Families First Coronavirus Response Act.

I was (mostly) correct.

Yesterday, the Department of Labor published its 5th set of FAQs discussing the FFCRA. Question 86 squarely addresses and clarifies the intersection between employer-provided paid leave and leave under the FFCRA.

Coronavirus update 4-21-2020: Can and should employers require antibody testing as a return-to-work condition?

We all want to get back to work as safely and as quickly as possible. One thing that would allow us to do this with confidence is widespread antibody testing—a quick blood test to reveal if one carries the COVID-19 antibodies from which an employer can presume exposure, immunity, and a reasonable degree of safety for an employee to return to work.

This testing, however, raises two critical questions.

1/ Can employers legally require it?
2/ Should employers rely on it as an indicia of safety?

Coronavirus update 4-20-2020: What a business operating in the time of coronavirus CANNOT look like

On Friday I shared my thoughts on the measures businesses absolutely must take as a condition to reopening when governors restart their economies.

Today, I am sharing the consequences that will happen if states and businesses get this wrong.

NPR reports on the Smithfield Foods pork processing plant in Sioux Falls, South Dakota, which has become a hot spot of coronavirus transmission. That facility has seen 634 of its 3,700 total employees positive. Sadly, the first employee recently died.

Coronavirus update 4-17-2020: Preparing your workplace for a restarted economy … plus a podcast and some music

President Trump has been talking for weeks about restarting the economy and getting employees back to work. Last night he unveiled his three-phased guidelines to reopen the country. (I’m ignoring the scary fact that WWE Chairman Vince McMahon was one of its key architects.) And now governors around the country (with whom the actual reopening authority actually rests) are joining the conversation.

Yesterday, Governor Mike DeWine of Ohio (who has been internationally praised for his forward-thinking handling of the coronavirus crisis in my state) announced that businesses in Ohio will begin slowly reopening starting May 1.

It’s unclear yet which businesses will be first to reopen (let me suggest non-essential manufacturing) or what standards they will be required to meet as a condition to opening and remaining open.

Coronavirus update 4-16-2020: FBI warns companies about employees faking coronavirus diagnoses

Given the amount of time I spend on this blog pointing out the awful things that employers do to their employees, I thought I’d flip the script and focus my glare on a group of horrible employees.

According to CNN, the FBI has advised businesses that employees are faking positive coronavirus diagnoses with phony doctors’ notes and other fraudulent documentation.

Coronavirus Update 4-15-2020: Declaring professional wrestling an essential business demeans the sacrifices all essential workers are making

Have you taken the “Florida Man challenge”? It’s a hoot. You type “Florida man” along with your birthdate to discover the head-scratching things Floridians have done on that date.

For example, “Florida Man February 13” (my birthday) yields this gem: Florida Man Carrying Steroids and Marijuana Crashes Van While Attempting to Flee Cumby PD.

And if you take the challenge for today, winner winner chicken dinner: Florida Man High on Flakka Has Sex with Tree and Calls Himself Thor.

It should therefore not come as any surprise to learn the state from which this headline originated: DeSantis Deems Pro Wrestling “Essential Business” Amid Statewide Stay-at-Home Order.

Coronavirus Update 4-14-2020: Telecommuting as a reasonable accommodation

Telecommuting has become the coronavirus norm. The CDC recommends that employees who can work from home do so, and state Stay at Home orders are requiring telework whenever possible.

The larger questions, however, are whether COVID-19 will change our national outlook on the viability of telework, or when his crisis ends will businesses return to their pre-coronavirus telework hostility?

I hope it’s the former but I fear it’s the latter. And if it’s the latter, Tchankpa v. Ascena Retail Group, which the 6th Circuit decided in the midst of the growing coronavirus outbreak and just five days before the WHO declared a viral pandemic, gives us some insight into the future issues.

Coronavirus Update 4-13-2020: Trying to make sense of the substitution of employer-provided leave for EPSL and EFMLA under the FFCRA

One of the more confounding sets of rules under the FFCRA is when employers can require employees to substitute an employer’s own provided leave (which, for the sake of convenience I’ll refer to throughout as “PTO”) for paid leave —the 80 hours of paid sick leave (“EPSL”) or the 12 weeks of expanded family and medical leave (“EFMLA”)—mandated by the Families First Coronavirus Response Act.

Today I am going to make an attempt to explain these rules, but I’ll fully admit that it’s still not 100 percent clear to me. The text of the FFCRA seems to suggest that an employer can never require the substitution of PTO. The DOL’s proposed regulations, however, muddy the waters, which were muddied even further by an amendment to those proposed regulations published last Friday, which deleted language from the regulations’ explanatory discussion relating to the substitution of PTO for EFMLA.

So let’s try to sort it all out.

Coronavirus Update 4-10-2020: The top 5 things I’m doing besides working

How are you filling your non-working time? We used to fill our time running our kids all over the place for various lessons, rehearsals, and gigs. Now, however, we have a lot of down-time, with nothing to do. So how am I filling my time when I’m not working? (Which, btw, I’ve been doing a lot of over the past month.)

Coronavirus Update 4-9-2020: CDC issues new guidelines for the return of essential workers to work after a coronavirus exposure

Last night, the Center for Disease Control issued new guidelines for when an essential employer should permit a critical infrastructure employee to return to work after a coronavirus exposure (defined as a household contact or having close contact within 6 feet of an individual with confirmed or suspected coronavirus for up to 48 hours before the individual became symptomatic).

The guidelines are a substantial departure from how I’ve been advising my clients for the past month.