Client Alert
Neal F. Perryman, Brian P. Pezza, Sarah E. Mullen
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Employers across the country, both those that have been forced to close by state or local stay-at-home orders and those “essential” employers who have transitioned many employees to remote work, are eager to bring their employees back. Yet, COVID-19 workplace concerns are not going to go away overnight simply because a state or local government relaxes restrictions. Employers are once again left to balance economic and operational imperatives against potential concerns and risks. Although every employer will have to grapple with myriad issues unique to its particular circumstances, there are many practical questions that must be addressed by all employers, across industries and across the country. This alert identifies the major threshold questions all employers should consider, and suggests a framework for working through them and the secondary issues that will inevitably arise.
Many employers, understandably, want to return to normal operations as soon as possible. The first question, therefore, is whether that is even possible. Although this may appear to be fairly simple, what is permitted by state and local law may be less than clear, and news headlines should not be treated as fact. You must first have a clear understanding of how the law applies to your operations. Also, please consider that local limitations across the country are often more restrictive than state law, and border states – like Missouri and Illinois – often have different rules that you may need to consider as employees travel for work across state lines.
The next issue follows logically. Consider carefully why you might decide to bring your employees back to the workplace at this time. In these challenging times, just because you can do so does not necessarily mean you should do so. Consider these questions as you decide next steps:
Once an employer has worked through the first two decision points, it must, of course, return employees in a legally permissible way. Often, there is not an easy answer. Restrictions and guidance are not always crystal clear and change periodically. Having a detailed understanding of the applicable requirements and guidance on returning to work is critical. Be sure to consider resources available from the CDC and OSHA, and plan how to comply with ongoing social distancing requirements. A city or county may have requirements for employees working on site (for example, St. Louis City Order). And, as always, you must make decisions about whom to return to work, and when, in a nondiscriminatory manner.
Employers should pay particular attention to their own experiences from the quarantine/work at home environment, and consider making beneficial organizational changes. Many employers likely have seen their employees working differently, even for this short period of time, and no longer need a workforce as large or configured as before. The nutshell is that this is a key time to assess and reassess your workforce, and move forward strategically.
After working through this analysis, employers returning their employees to work should next consider what safeguards to put in place to make sure that they are ready for reintroducing employees to the workforce. Many more questions arise here, all of which are dependent on the employer’s particular working environment:
Ultimately, each employer must determine when and how it wants to try to return to a form of pre-pandemic normalcy with respect to its workforce. These questions should be reviewed very carefully. You may be surprised by your answers. Even if you do not change your view, it is worth the exercise. We stand ready to help our clients work through these challenging issues the best way possible.