Some national or local laws may have different requirements that employers must also consider when determining their vacation requirements. Contact state employment offices for information about vacation laws in your state. In addition, there may be other protections or guidelines available under federal or state health and safety laws that are not enforced by the Department of Compensation and Hours if you are concerned that your employer is not following federal or state guidelines. The CDC`s preliminary public health recommendations for fully vaccinated individuals state that fully vaccinated individuals do not need to take all the precautions that unvaccinated individuals should take in certain circumstances, unless required by federal, state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidelines. However, given the evidence for the delta variant of the SARS-CoV-2 virus, the CDC has updated its guidelines to recommend that even people who are fully vaccinated wear a mask indoors in areas with high or high transmission, or if they have had known exposure to a person with COVID-19 and have not had a subsequent negative test 3 to 5 days after the last date of this exhibition. Schools should continue to follow applicable CDC guidelines, which recommend universal indoor mask wearing for all teachers, staff, students, and visitors to K-12 schools, regardless of their vaccination status. A.11 What can an employer do under the ADA if an employee refuses to allow them to measure their temperature or refuses to answer questions about COVID-19, COVID-19 symptoms or COVID-19 testing? (08.09.20; adapted from 27.03.20 Webinar Question 2) Refundable tax credits apply to salaries eligible for sick leave and salaries eligible for paid family leave for specific periods during which an employee is able to work during the period from April 1, 2020 to March 31, 2021, as described below, in accordance with the amendments to the provisions of the FFCRA by the COVID Tax Relief Act, 2020. The same period is used to determine credits for eligible sick leave equivalents and eligible family leave equivalents for certain self-employed individuals. However, you would be entitled to minimum wage and overtime protection if your employer reduced your wage to less than $684 per week or changed your wage from an hourly wage. For more information, see Fact Sheet #70: Frequently Asked Questions About Leave and Other Issues of Reducing Pay and Hours of Work www.dol.gov/agencies/whd/fact-sheets/70-flsa-furloughs.
A.14. If an employee returns from travel during a pandemic, should the employer wait until the employee develops symptoms of COVID-19 to ask questions about where the person travelled? (08.09.20; adapted to question 8 on pandemic preparedness) Under the RSA, employers generally only have to pay employees for the hours they actually work, whether at home or at the employer`s office. In general, employers must pay at least the minimum wage for all hours worked and at least half of the normal wage rate for hours of work of more than 40 hours per work week. Employees are required to receive their full pay each week they perform work, subject to certain very limited exceptions. Contact the U.S. Department of Labor`s Department of Labor Payroll and Hours for more information or call 1-866-487-9243 if you have any questions. G.4. The CDC identifies a number of conditions that could put individuals at a “higher risk of serious illness” if they contract COVID-19. An employer knows that an employee suffers from one of these conditions and is concerned that his or her health will be compromised when he or she returns to work, but he or she has not requested accommodation.
How does the ADA affect this situation? (07.05.20) OSHA points out that vaccination is the most effective way to protect against serious illness or death due to COVID-19. OSHA strongly encourages employers to give workers paid time off for the time they need to get vaccinated and recover from side effects. Employers should also consider working with local health authorities to vaccinate unvaccinated workers in the workplace. Finally, OSHA suggests employers consider adopting policies requiring workers to get vaccinated or undergo regular COVID-19 testing — in addition to wearing masks and physical distancing — if they are not vaccinated. Individuals are considered fully vaccinated against COVID-19, two weeks or more after completing their final dose of a COVID-19 vaccine approved by the U.S. Food and Drug Administration in the United States for Emergency Use Authorization (USA). Employers are not required to grant FFCRA leave to employees after December 31, 2020, but employers who take leave between April 1, 2021 and December 30, 2020 are required to do so. September 2021 for such a leave, may be entitled to tax credits for employers.
For more information on applying for tax credits for paid sick leave or paid family leave salaries, visit the IRS website at (www.irs.gov/newsroom/covid-19-related-tax-credits-for-paid-leave-provided-by-small-and-midsize-businesses-faqs). The RSA does not impose any restrictions on your employer that allow you to take your child to work. As long as your child does not work for your employer, they are not employed and therefore not subject to the RSA, including minimum wage, overtime and child labour. When it comes to your work, your employer is required to pay you for all the hours you work. H.1. The CDC said that people aged 65 and older are at a higher risk of severe cases of COVID-19 if infected with the virus, and therefore encouraged employers to offer maximum flexibility to this group. Are workers aged 65 and over protected under federal workplace discrimination laws? (6.11.20) In the current circumstances, the ADA allows an employer to exclude an employee from physical presence at work if the employee refuses to have his or her temperature measured or if the employee refuses to answer questions about whether the employee has COVID-19, has symptoms related to COVID-19 or has been tested for COVID-19. However, in order to attract employee cooperation, employers may want to ask questions about the reasons for the employee`s rejection.