The last two years have been a challenging and confusing time in all aspects of life, including constant changes in laws and regulations due to the pandemic.
Work has not been the exception; it has been one of the most complex activities to handle. Below we will review some current workplace adjustments, which will likely stay through the end of the year. Sadly a lot of people have been forced to work in unsafe environments making this crisis last much longer than it should have.
Here are some important questions and their answers.
#1. What should I do if I am exposed to COVID-19?
If you are exposed to COVID-19 at work, you must inform your employer immediately and adjust your work duties to remote work if possible. If you show symptoms, you can use paid sick leave days to rest and recover.
#2. Can I take paid sick leave intermittently during the COVID-19 pandemic?
If you take paid sick leave when you get COVID-19, you need to take those days at once since the CDC recommends isolating for at least five consecutive days. It is also recommended to use a mask around others for at least another five days after the recovery.
#3. How much will I get paid if I take paid sick leave under the Families First Coronavirus Response Act (FFCRA)?
If you are unable to work remotely during the time you get COVID-19, then you should receive one of the following according to FFCRA:
- Your regular rate pays.
- The federal minimum wage in effect under FLSA
- The applicable minimum wage (State or Federal).
You should receive a maximum of $511 per day or $5,110 total over the entire paid sick leave period.
#4. Are COVID-19 vaccines documentation private or confidential?
If your employer shares your vaccine documentation without your consent, then they are breaking the law. Your vaccine documentation needs to remain private and confidential under the ADA laws.
#5. What is a full-time employee under the Emergency Paid Sick Leave Act?
You are considered a full-time employee under this act if you work 40 hours or more per week. On the other hand, the Emergency Family and Medical Expansion Act does not need to differentiate between full-time and part-time employees. They will be able to receive the number of hours they work.
Most of these laws will be effective until the end of the year. So make sure that your employer is following them.
Contact us if this is not happening.
