#WorkforceWednesday: Extended Remote Work, Return-to-Work Manager Training, Case to Watch

Employment Law This Week® - Episode 174


It’s #WorkforceWednesday! This week we’re focusing on the long-term operations plans employers are putting in place due to COVID-19, whether it is utilizing extended remote work models or training their managers on return to work. 

Considerations for Extended Remote Work (Video)

As the uncertainty with the COVID-19 pandemic continues, many employers are considering extended or permanent work-from-home (WFH) models. Attorneys Brian Cesaratto and Shawndra Jones share some tips for employers on cybersecurity and other issues to consider when implementing extended WFH models.

Tips for Return-to-Work Manager Training (Video)

Manager-specific COVID-19 training is an essential part of ensuring a smooth and compliant return to work. Managers should be reminded of issues such as properly addressing accommodation requests and recognizing protected concerted activity. 

Video: YouTube, Vimeo, MP4.

Case to Watch

The US Court of Appeals for the Fifth Circuit is weighing the criteria used to determine whether workers can bring a case as a collective action when alleging wage and hour violations. Read more (subscription required).

Other Highlights

CARES Act and Unemployment Insurance

The Department of Labor has clarified that employees who refuse to return to work because of COVID-19 health or safety concerns may still be eligible for unemployment insurance benefits under state law as part of the CARES Act’s Pandemic Unemployment Assistance Program.

The Latest on Opioid Accommodations

New guidance explains that while current illegal drug use is not protected, employees who “are using opioids, are addicted to opioids, or were addicted to opioids in the past, but are not currently using drugs illegally” may be entitled to reasonable accommodations under the ADA.

Stay Up to Date

Our Coronavirus Resource Center is updated daily and has the return-to-work resources you need.

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