{"id":70723,"date":"2025-02-06T03:51:15","date_gmt":"2025-02-06T03:51:15","guid":{"rendered":"https:\/\/peraltafinancing.com\/business\/legal\/return-to-work-issues-for-employees-with-covid-19-vulnerabilities\/"},"modified":"2025-02-06T03:51:15","modified_gmt":"2025-02-06T03:51:15","slug":"return-to-work-issues-for-employees-with-covid-19-vulnerabilities","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=70723","title":{"rendered":"Return to Work Issues for Employees with Covid-19 Vulnerabilities"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n<p>We have discussed (<a href=\"https:\/\/www.iowaemploymentlawblog.com\/2020\/04\/articles\/disability-discrimination\/getting-ready-to-return-to-work-ten-legal-considerations-for-employers\/\">here<\/a> and <a href=\"https:\/\/www.fredlaw.com\/news__media\/employment-question-of-the-day-april-22-2020-part-2\/\">here<\/a>) the problem of the reluctant employee.\u00a0 \u00a0 That is, a furloughed employee who resists the call to return to the workplace because of fear (or at least a perceived or claimed fear) of COVID exposure.<\/p>\n<p>This post tackles the opposite problem: the reluctant employer.\u00a0 \u00a0 A furloughed employee wants to return to work.\u00a0 Work is available.\u00a0 \u00a0But, the employer is reluctant to bring the employee back because an underlying health condition makes the employee at higher risk of severe illness if they contract COVID-19.\u00a0 \u00a0 The CDC has identified several such <a href=\"https:\/\/www.cdc.gov\/coronavirus\/2019-ncov\/need-extra-precautions\/people-at-higher-risk.html\">conditions, including<\/a> chronic lung disease, severe asthma, serious heart conditions, people who are immunocompromised, severe obesity, diabetes, liver disease, and chronic kidney disease undergoing dialysis.\u00a0 \u00a0 \u00a0The CDC also states that a person\u2019s age alone (over 65) presents an elevated risk, even without underlying health conditions.<\/p>\n<p>Does an employer have the right to refuse an employee entry into the workplace under these circumstances?<\/p>\n<p>EEOC addressed this question recently in an updated its <a href=\"https:\/\/www.eeoc.gov\/wysk\/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws\">Guidance<\/a> about complying with the ADA in light of COVID-19.<a href=\"https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-full wp-image-962\" src=\"https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41.jpg\" alt=\"\" width=\"171\" height=\"84\" srcset=\"https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41.jpg 171w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41-150x73.jpg 150w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41-40x19.jpg 40w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41-80x39.jpg 80w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2009\/10\/logo41-160x78.jpg 160w\" sizes=\"auto, (max-width: 171px) 100vw, 171px\"\/><\/a><\/p>\n<p>If the employee does not disclose the health condition, or does not request a reasonable accommodation for it, the ADA does not require the employer to do anything.\u00a0 \u00a0 For its part, the employer should not inquire about underlying medical conditions or make assumptions about the employee\u2019s health based upon information from others.\u00a0 \u00a0 But, what if the employee discloses they have an underlying condition on the CDC list that makes them vulnerable?\u00a0 \u00a0The employer may naturally be concerned about exposing the employee to the risk of COVID exposure\u00a0 (as well as any consequent legal liability to the employer).\u00a0 \u00a0 Despite these concerns, the employee may not be excluded from the workplace in these circumstances unless there is evidence\u00a0 the condition presents a \u201cdirect threat\u201d to the employee\u2019s health that cannot be eliminated or reduced by reasonable accommodation.<\/p>\n<p><a href=\"https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-medium wp-image-1764\" src=\"https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-300x124.png\" alt=\"\" width=\"300\" height=\"124\" srcset=\"https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-300x124.png 300w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-150x62.png 150w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-40x17.png 40w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-80x33.png 80w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-160x66.png 160w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-320x132.png 320w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-367x151.png 367w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-275x114.png 275w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-220x91.png 220w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-440x182.png 440w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-184x76.png 184w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-138x57.png 138w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-413x170.png 413w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-123x51.png 123w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-110x45.png 110w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-330x136.png 330w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-207x85.png 207w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-344x142.png 344w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-55x23.png 55w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-71x29.png 71w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-131x54.png 131w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo-145x60.png 145w, https:\/\/www.iowaemploymentlawblog.com\/wp-content\/uploads\/sites\/829\/2020\/06\/cdc_logo.png 470w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\"\/><\/a>Proving \u201cdirect threat\u201d is not easy.\u00a0\u00a0 It requires showing the employee has a disability that poses a \u201csignificant risk or substantial harm\u201d to the employee\u2019s own health.\u00a0\u00a0 The fact that the employee has a condition on the CDC\u2019s threat list is not enough in and of itself.\u00a0 \u00a0 The employer cannot exclude the employee because of a health condition that \u201cgenerally\u201d presents an elevated risk with COVID-19 exposure.\u00a0 According to the EEOC Guidance, the determination must be an individualized assessment, based upon a reasonable medical judgment about the employee\u2019s disability in particular, using the most current medical knowledge and\/or the best available objective evidence.<\/p>\n<p>What if the employee\u2019s condition really does present a direct threat if the employee contracts COVID-19?\u00a0\u00a0 Before excluding the employee, the employer must first determine there is no way to provide a reasonable accommodation that would still permit the employee to perform the essential functions of the job.\u00a0 \u00a0Reasonable accommodations might include additional enhanced protective gowns, masks, gloves or other extra gear; separating the employee from others by moving the work area or erecting barriers; or modifying work schedules.\u00a0 If there really is no reasonable accommodation that will allow the employee to return to the workplace safely, the employer must consider other options, such as telework, leave, or reassignment to a different job in a place where the employee has less contact with other employees.<\/p>\n<p>In short, the EEOC Guidance makes clear it will be rare the circumstance in which a employer may refuse a COVID-19 vulnerable employee from returning to the workplace entirely.\u00a0 \u00a0Whatever other legal liability might exist, compliance with the ADA means the employer should err on the side of letting the employee come back to work.<\/p>\n<\/p><\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>We have discussed (here and here) the problem of the reluctant employee.\u00a0 \u00a0 That is, a furloughed employee who resists the call to return to the workplace because of fear (or at least a perceived or claimed fear) of COVID exposure. This post tackles the opposite problem: the reluctant employer.\u00a0 \u00a0 A furloughed employee wants [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":70724,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[97],"tags":[13547,11416,15332,4489,37120,418],"dealstore":[],"offerexpiration":[],"class_list":["post-70723","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal","tag-covid19","tag-employees","tag-issues","tag-return","tag-vulnerabilities","tag-work"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Return to Work Issues for Employees with Covid-19 Vulnerabilities - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=70723\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Return to Work Issues for Employees with Covid-19 Vulnerabilities - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"We have discussed (here and here) the problem of the reluctant employee.\u00a0 \u00a0 That is, a furloughed employee who resists the call to return to the workplace because of fear (or at least a perceived or claimed fear) of COVID exposure. 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