March 12, 2020

As coronavirus (COVID-19) continues to spread, employers are raising questions about managing their workforces. The pandemic is forcing organizations to make complicated decisions regarding leaves of absence, wage and hour issues, remote work, and workplace health and safety.

Employers should be proactive when considering strategies for managing employees in the coming days and weeks. Below are several resources that provide helpful guidance on some key concerns.

As you evaluate potential impacts on your business and employment policies, we encourage you to review these resources and, if you have additional questions, reach out to your attorney. Much has formed a multidisciplinary task force that is closely monitoring the outbreak and is ready to help address challenges and uncertainties.

COVID-19 or Other Public Health Emergencies and the Fair Labor Standards Act
U.S. Department of Labor
Addresses FAQs related to the Fair Labor Standards Act (FLSA) and wage and hour issues.

COVID-19 or Other Public Health Emergencies and the Family and Medical Leave Act
U.S. Department of Labor
Addresses FAQs about which types of leave are covered under the Family and Medical Leave Act (FMLA).

Pandemic Preparedness in the Workplace and the Americans with Disabilities Act
Equal Employment Opportunity Commission
Provides information about the Americans with Disabilities Act (ADA) and pandemic planning in the workplace.

COVID-19
Occupational Safety and Health Administration
Addresses hazard recognition, key Occupational Safety and Health Administration (OSHA) standards, medical information, and prevention tips.

Interim Guidance for Businesses and Employers
Centers for Disease Control and Prevention
Provides general guidance for employers on planning, preparing, and responding to the coronavirus pandemic.

This article contains material of general interest and should not be construed as legal advice or a legal opinion on any specific facts or circumstances. Under applicable rules of professional conduct, this content may be regarded as attorney advertising.