Protecting Employers Since 1985
Employers: EEOC Guidelines regarding Covid-19
The EEOC has issued the following guidance regarding the difficult issues facing employers in their efforts to identify and control Covid-19. While the ADA still, of course, applies to employers’ conduct, limited exceptions have been made to allow employers to, for example, take employees’ temperatures to identify those who may have the virus. The guidelines include answers to questions presented to employers during this challenging time (see full pandemic guidelines on EEOC website):
· The EEOC has provided guidance (a publication entitled Pandemic Preparedness in the Workplace and the Americans With Disabilities Act), consistent with these workplace protections and rules, that can help employers implement strategies to navigate the impact of COVID-19 in the workplace. This pandemic publication, which was written during the prior H1N1 outbreak, is still relevant today and identifies established ADA and Rehabilitation Act principles to answer questions frequently asked about the workplace during a pandemic.
· The World Health Organization (WHO) has declared COVID-19 to be an international pandemic. The EEOC pandemic publication includes a separate section that answers common employer questions about what to do after a pandemic has been declared. Applying these principles to the COVID-19 pandemic, the following may be useful:
o How much information may an employer request from an employee who calls in sick, in order to protect the rest of its workforce during the COVID-19 pandemic?
§ During a pandemic, ADA-covered employers may ask such employees if they are experiencing symptoms of the pandemic virus. For COVID-19, these include symptoms such as fever, chills, cough, shortness of breath, or sore throat. Employers must maintain all information about employee illness as a confidential medical record in compliance with the ADA.
o When may an ADA-covered employer take the body temperature of employees during the COVID-19 pandemic?
§ Generally, measuring an employee’s body temperature is a medical examination. Because the CDC and state/local health authorities have acknowledged community spread of COVID-19 and issued attendant precautions, employers may measure employees’ body temperature. However, employers should be aware that some people with COVID-19 do not have a fever.
o Does the ADA allow employers to require employees to stay home if they have symptoms of the COVID-19?
§ Yes. The CDC states that employees who become ill with symptoms of COVID-19 should leave the workplace. The ADA does not interfere with employers following this advice.
o When employees return to work, does the ADA allow employers to require doctors’ notes certifying their fitness for duty?
§ Yes. Such inquiries are permitted under the ADA either because they would not be disability-related or, if the pandemic influenza were truly severe, they would be justified under the ADA standards for disability-related inquiries of employees. As a practical matter, however, doctors and other health care professionals may be too busy during and immediately after a pandemic outbreak to provide fitness-for-duty documentation. Therefore, new approaches may be necessary, such as reliance on local clinics to provide a form, a stamp, or an e-mail to certify that an individual does not have the pandemic virus.”
Questions? Contact Attorney Jennifer Adams Murphy in our St. Charles office at 630.377.1554 or by email at firstname.lastname@example.org
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