Posted July 16, 2021
During these trying times, many people in the workforce are now moving out of COVID-19 restrictions and going back to the office for work. Your job should be safe for you and your employer should give reasonable accommodations. COVID-19 Injury Lawyers is here to help you by recommending a few reasonable accommodations for people in the workforce returning to work while still in the midst of the COVID-19 pandemic.
Process of Accommodations
As an employee that is high-risk for COVID-19, you can request accommodations from your department or employer about options of physical distancing or performing alternative work. Communication is key when trying to process requests from employers and always have your requests in writing that way you can refer to it if need be.
#1.FMLA Leave of Absence
To get a leave of absence as an accommodation for COVID-19, you have to give your employer at least 5 days notice of any decision to report or to return to work. A Leave of Absence must show that you are/have been:
- A subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
- Advised by a health care provider to self-quarantine for reasons related to COVID-19;
- Experiencing COVID-19 symptoms and is seeking a medical diagnosis;
- Caring for an individual subject in an order described in (1) or in (2);
- Caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or
- Experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
Employers may not discharge, discipline, or otherwise discriminate against any employee who takes paid sick leave under the Families First Coronavirus Response Act (FFCRA) and files a complaint or institutes a proceeding under or related to the FFCRA.
#2. Job Duty Accommodation
In today’s atmosphere, employees have to ask for accommodations for their jobs, be it due to COVID-19 related medical conditions or the workplace not following COVID-19 protocols. As an employee, you have a right to ask for an accommodation in your job due to these reasons. Your employer does have a right to deny it unless you have medical documentation. Medical documentation states from a medical professional what your limits are and what you can do. Don’t stress yourself out thinking you have to get another job; be mindful of your current job and the conditions.
The workplace used to not offer as many accommodations, but during COVID-19, employers had to be more open to employee needs. Many employers have continued to let people work from home after masks were made no longer mandatory. As an employee, you would have to make sure your employer is okay with you switching your workplace environment. You can always talk with your employer to see what works with them with switching your workplace environment.
#4.Job Schedule Accommodation
When COVID-19 hit, everyone’s schedule got more hectic and more complicated. Employers can offer a change in job schedule or hours to accommodate for COVID-19. There has to be a valid reason, of course, and you would have to sit down and talk to your employer first. It helps that many employers today happen to be more flexible in scheduling people’s work environment and hours.
#5. Workplace Safety
Safety during COVID-19 is a must and every employer should have safety precautions and procedures. Your employer should also provide masks, gloves, and etc. when near other employees or in the workplace.
If You Need Help Over a Dispute of Accommodations or Need Help Taking Legal Action, COVID-19 Injury Lawyers Is Here to Help!
COVID-19 Injury Lawyers can help you with any accommodations you need help disputing with your employer. We will help you fight to get the Accommodations you need. Contact COVID-19 Injury Lawyers.
Posted in COVID-19, Employee Rights.