Governor Evers Recommends Continued COVID Mitigation Efforts

On November 10, 2020, Governor Evers presented a public address and signed Executive Order #94, strongly advising that all residents and businesses continue following stringent COVID-mitigation efforts. While this order has no enforcement capability, it serves as a reminder to minimize interactions outside of households. For businesses, it provides no new restrictions, but it reiterates the importance of permitting employees to work from home wherever feasible and maintaining preventive measures in the workplace for employees and customers alike.

Lake Effect is here to answer your questions about protecting your employees and complying with state and local public health orders. We continue to monitor important legal and HR developments, including COVID-related updates from federal, state, and local authorities. Please keep watching our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.

Employees Must Notify Their Employers of Positive COVID-19 Result

According to a November 4, 2020 blog post, Public Health Madison & Dane County (PHMDC) will no longer notify employers that an employee has tested positive for COVID-19 unless the employee works for a school, or a childcare, healthcare, or congregate living facility. Instead, employees are responsible for notifying their employer if they tested positive, and working with their employer to identify other employees, customers, or clients who have been in close contact with the employee who tested positive. This is a significant shift in Dane County’s contact tracing due to the high number of positive tests in the community.

Dane County employers should follow guidance from PHMDC if an employee tests positive. Employers should then, to the best of their ability, notify other employees, customers, or clients who had close contact with the affected employee. As a reminder, see our prior blog for the new “6-15-24-48 analysis” in determining who has had “close contact.”

Lake Effect is here to answer your questions about protecting your employees and complying with state and local public health orders. We continue to monitor important legal and HR developments, including COVID-related updates from federal, state, and local authorities. Please keep watching our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.

Close Contact in the Workplace: Think 6-15-24-48

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The CDC has updated its definition of “close contact” and it is now referred to as the “6-15-24-48 analysis.” The updated guidance defines a “close contact” as someone who was:

  • within 6 feet of an infected person
  • for a cumulative total of 15 minutes or more
  • over a 24-hour period
  • starting from two days (48 hours) before illness onset (or, for asymptomatic patients, two days prior to test specimen collection) until the time the patient is isolated.

Employers who have employees experiencing COVID-related symptoms or who have tested positive for COVID should ask the employee to identify others with whom they were in close contact as described above. Note, the new definition now includes individuals with whom the employee was in contact for shorter periods of time that add up to 15 minutes or more within a 24 hour period. For example, this would cover contacts lasting five minutes at lunch, five minutes at the end of the workday, and 5 minutes the next morning.

As employers continue to monitor and respond to COVID-related situations in the workplace, they should update internal policies and procedures to match the current CDC guidelines, as well as guidance from their state or local public health departments or health orders.

As a reminder, these are the current CDC-designated symptoms of COVID-19:

  • Fever or chills
  • Cough
  • Shortness of breath or difficulty breathing
  • Fatigue
  • Muscle or body aches
  • Headache
  • New loss of taste or smell
  • Sore throat
  • Congestion or runny nose
  • Nausea or vomiting
  • Diarrhea

Lake Effect is here to answer your questions about employer compliance with state and local public health orders. We continue to monitor important legal and HR developments, including COVID-related updates from federal, state, and local authorities. Please keep watching our blogs and emails for these important updates, as well as discussions of how compliance meets culture. To dive into these issues, contact us at info@le-hrlaw.com or 1-844-333-5253.
Lake Effect HR & Law is in business to maximize each client’s workplace potential with a commitment to kindness, true partnership, and exceptional service.

OSHA Issues Guidance on Reporting Work-Related COVID-19 Hospitalizations and Deaths

On September 30, 2020, OSHA published new guidance on employers’ obligations to report employee in-patient hospitalizations and fatalities resulting from work-related cases of COVID-19.

Employers must report hospitalizations with 24 hours: In order to be reportable, an employee’s in-patient hospitalization due to COVID-19 must occur within 24 hours of exposure to the virus at work. If the hospitalization occurs later, it is not reportable. Furthermore, an employer’s duty to report is triggered when the employer knows both that the employee has been hospitalized and that the reason for the hospitalization was COVID-19 exposure at work within 24 hours prior to hospitalization. Once the employer knows both, it has 24 hours to report the hospitalization.

Employers must report fatalities within 8 hours: In order to be reportable, a fatality caused by COVID-19 must occur within 30 days of exposure to the virus in the workplace. If the death occurs later, it is not reportable. Furthermore, an employer’s duty to report arises when the employer knows both that the employee has died of COVID-19 and that the cause of death was work-related exposure to the virus within the prior 30 days.  Once the employer knows both, it has 8 hours to report the fatality.

Notably, the guidance does not specify how employers should decide whether or not a COVID-19 exposure was work-related for purposes of reporting hospitalizations or fatalities. Therefore, employers are left to follow prior OSHA guidance issued in May 2020 as to “whether it is more likely than not that exposure in the workplace played a causal role with respect to a particular case” of COVID-19.

An employer may report a work-related COVID-19 hospitalization or death in any of the following ways:

  • Calling the nearest OSHA office
  • Calling the OSHA 24-hour hotline at 1-800-321-OSHA (6742); or
  • Reporting online.

OSHA-covered employers must record all work-related confirmed cases of COVID-19.  See Lake Effect’s prior blog on this topic.

Lake Effect is here to answer your questions about OSHA reporting obligations relating to COVID-19. For a deeper dive into this issue, contact us at info@le-hrlaw.com or 1-844-333-5253. We continue to monitor important legal and HR developments, as well as COVID-related updates, from federal, state, and local authorities. Please keep watching our blogs and emails for the latest information.

Lake Effect is committed to helping your organization maximize its workplace potential, ensuring compliance while preserving your unique culture.

Wisconsin Judge Reinstates Emergency Order Restricting Indoor Gatherings

Update 11/06/2020

The Governor’s Emergency Order #3, which limited indoor gatherings throughout Wisconsin, expired on November 6, 2020. On the same day, the Wisconsin Supreme Court ruled that a lower court should have issued an injunction blocking enforcement of the Emergency Order.

Update 10/26/2020

The statewide indoor capacity restrictions in Emergency Order #3 are not enforceable, at least for now. On October 23, 2020, a Wisconsin court of appeals reinstated a temporary injunction blocking enforcement of the statewide restrictions. The court of appeals decision follows conflicting rulings from two district courts on whether Emergency Order #3 should be enforced pending the outcome of the lawsuits filed against Governor Evers’ administration.

This is a constantly evolving issue. Employers should ensure they are following the current state and local public health restrictions applicable to their organization. Summaries of the public health orders can be found here.


10/20/2020

On October 19, 2020, Barron County Circuit Judge James C. Babler reinstated Emergency Order #3, which limits indoor gatherings throughout Wisconsin to no more than 25% of the total occupancy limit for the room or building. DHS Secretary Andrea Palm’s Emergency Order #3, effective from October 8 until November 6, 2020, exempts schools, polling locations, political rallies, churches, and some businesses, such as grocery stores. On October 14, 2020, a Sawyer County district court had temporarily blocked the Order in response to a lawsuit from state Tavern League members, who argued that Secretary Palm did not have authority to pass the statewide limitations.

Immediately following Judge Babler’s decision to uphold the statewide restrictions, Governor Evers issued a press release stating, “This critically important ruling will help us prevent the spread of this virus by restoring limits on public gatherings. This crisis is urgent.” See Lake Effect’s prior blog on Emergency Order #3.
As a reminder, employers must comply with any local public health orders such as those in Dane County that impose stricter requirements than those set forth in Emergency Order #3. See Lake Effect’s summary of local health orders.

The Lake Effect team will continue to monitor important COVID-related updates such as these from federal, state, and local authorities. Please keep watching for blogs and emails from us for important legal updates and HR best practices. Contact us at info@le-hrlaw.com or 1-844-333-5253.

Statewide Limits on Indoor Public Gatherings

On October 14, 2020, a Sawyer County district court temporarily blocked Governor Evers administration’s Emergency Order #3, which limits indoor public gatherings statewide. The Court will hear arguments on Monday, October 19, to decide whether to issue a permanent injunction that would permanently block enforcement of Emergency Order #3, unless a higher court overrules that decision.

Earlier this week on October 12, a Polk County district court upheld Governor Evers’ Executive Order #90, extending the state’s public health emergency declaration, and Emergency Order #1, requiring all individuals in Wisconsin over the age of four to wear face coverings when in an enclosed space with people outside their household. That order was extended and is in effect until November 21.

As a reminder, employers must comply with any local public health orders such as those in Dane County that impose stricter requirements than those set forth in the statewide orders.

The Lake Effect team will continue to monitor important COVID-related updates such as these from federal, state, and local authorities. Please keep watching for blogs and emails from us for important legal updates and HR best practices. Contact us at info@le-hrlaw.com or 1-844-333-5253.

WI Emergency Order #3 - Statewide Limits on Indoor Public Gatherings

Indoor public gatherings are limited statewide starting on October 8, 2020 at 8:00 a.m. and ending on November 6, 2020 under Emergency Order #3. The Wisconsin Department of Health Services (DHS) Secretary-designee Andrea Palm issued the order on October 6, 2020.

Emergency Order #3 restricts “public gatherings” to 25% or less of the established indoor capacity limit of a building or room. This applies to any business that is open to the public, including restaurants, retail stores, and office lobbies. If the building or room has no capacity limit (e.g., a home), public gatherings are limited to no more than 10 people. The order defines a “public gathering” as an “indoor event, convening, or collection of individuals, whether planned or spontaneous, that is open to the public and brings together people who are not part of the same household in a single room.”

The order places no restrictions on outdoor gatherings, such as outdoor seating areas at a restaurant or bar; on indoor spaces that are not open to the public, such as a manufacturing plant or an office building; or on invitation-only indoor gatherings.

Employers in counties or cities with their own local public health orders and guidance (such as Dane, Milwaukee, Outagamie, and Winnebago Counties) will need to determine the restrictions applicable to their organization. DHS’s Frequently Asked Questions clarifies that Emergency Order #3 supersedes the requirements in local orders that are less restrictive. Conversely, requirements in local orders that are more restrictive will continue to be enforced. For example, a restaurant in Dane County will be required to comply with the applicable restrictions in Dane County’s PHMDC Emergency Order #9 (see Lake Effect’s blogs on the PHMDC orders) and the 25% indoor capacity restriction in the new statewide Emergency Order #3.

Exempt from the order are:

  • Most childcare settings
  • Placements for children in out-of-home care, such as foster and group homes
  • 4K-12 schools
  • Institutions of higher education
  • Health care and public health operations
  • Human services operations
  • Public infrastructure operations
  • State and local government operations
  • Churches and other places of religious worship
  • Political rallies, demonstrations, and other speech protected by the First Amendment
  • State and federal facilities

The Lake Effect team will continue to monitor important COVID-related updates such as these from federal, state, and local authorities. Please keep watching for blogs and emails from us for important legal updates and HR best practices. Contact us at info@le-hrlaw.com or 1-844-333-5253.

Governor Evers Extends Statewide Mask Mandate and Public Health Emergency

On September 22, 2020 Governor Evers released two orders. Emergency Order #1 amends his earlier order to extend the statewide face mask mandate to November 21, 2020. This emergency order does not change the face mask requirements that were included in the previous mandate. Lake Effect’s summary of the requirements can be found here. Dane County and other local mask mandates also remain in effect. However, the Governor’s Emergency Order #1 supersedes any local order that is less restrictive.
Governor Evers also released Executive Order #90 declaring a public health emergency and designating the Department of Health Services as the lead agency to respond to the emergency. This order effectively extends the public health emergency previously declared in Executive Order #82.

The Lake Effect team will continue to monitor important COVID-related updates such as these from federal, state, and local authorities. Please keep watching for blogs and emails from us for important legal updates and HR best practices. Contact us at info@le-hrlaw.com or 1-844-333-5253.

DOL Issues Revised FFCRA Regulations

On September 11, 2020, the U.S. Department of Labor’s Wage and Hour Division posted revised regulations to clarify certain rights and responsibilities under the paid leave provisions of the Families First Coronavirus Response Act (“FFCRA”). DOL’s actions are in direct response to an August 2020 New York Federal District Court ruling that invalidated parts of prior FFCRA regulations. The revised regulations will become effective September 16, 2020, when they are published in the Federal Register.

Key portions of the revised regulations provide the following:

  • An employee is only entitled to Paid Sick Leave (“PSL”) and Expanded Family and Medical Leave (“EFML”) under FFCRA if the employer would otherwise have work available for that employee to perform. If there is no work available due to circumstances other than a qualifying reason for the leave, i.e. the employer has laid off or furloughed employees, or has temporarily or permanently closed the worksite, then an employee is not entitled to FFCRA leave. This “available work” requirement applies to all qualifying reasons for FFCRA leaves.
  • An employee must obtain employer approval to take intermittent FFCRA leave for any qualifying reason, regardless of whether the employee is teleworking or working on-site. Intermittent leave occurs when the employee takes leave in separate blocks of time due to a single qualifying reason. For an employee working on-site, many of the qualifying reasons for EPSL leave will not lend themselves to intermittent leave because they create a high risk of spreading the virus. Of note, the revised regulations clarify that the employer-approval requirement does not apply to employees who take FFCRA leave in full-day increments to care for children whose schools are operating on an alternate day (or other hybrid attendance) basis because such leave is not intermittent. In that scenario, where a school is physically closed to the employee’s child on particular days, each day of the school closure constitutes a separate reason for FFCRA leave. Thus, the employee may take leave due to the school closure until that qualifying reason ends (i.e. the school re-opens) and then take leave again when the new qualifying reason begins (i.e. the school closes again) – without the approval of the employer.
  • The definition of a “health care provider,” who may be exempted from FFCRA’s leave provisions, includes only those who meet the definition of that term under the FMLA regulations and those who are employed to provide diagnostic services, preventive services, treatment services, or other services that are integrated with and necessary to the provision of patient care.
  • Employees must provide required documentation to support FFCRA leaves to their employers as soon as practicable, but they need not provide it prior to taking PSL or EFML. Similarly, an employee must provide advance notice of EFML as soon as practicable. If the need for that leave is foreseeable, the employee should provide notice before taking the leave.

Your partners at Lake Effect HR & Law are closely monitoring the impact of COVID-19 on the workplace. Keep watching for blogs and emails for important legal updates and HR best practices. The attorneys and HR professionals at Lake Effect HR & Law are ready and willing to help. Contact us at info@le-hrlaw.com or 1-844-333-5253.

EEOC Updates Guidance on COVID-19 and the Workplace

On September 8, 2020, the EEOC updated its technical assistance document, What You Should Know about COVID-19 and the ADA, Rehabilitation Act, and Other EEO Laws (“WYSK”). The updated document revises two pre-existing Q&As that address employer testing and employee requests for accommodation in advance of a return to work. It also incorporates information that previously appeared in other EEOC technical assistance documents, thus creating a single, more comprehensive, resource for COVID-19 related information.

With respect to employer-administered testing, the WYSK confirms that employers may take screening steps, including administering COVID-19 testing, to determine if employees entering the workplace have COVID-19 because they could pose a direct threat to the health of others. Employer-administered testing consistent with current CDC or other public health authority guidelines will meet the ADA’s “business necessity” standard. However, employers should ensure that tests are considered accurate and reliable, based on evolving guidance from the FDA, CDC and other public health authorities. Requiring an antibody test before allowing an employee to re-enter the workplace is not allowed under the ADA. (WYSK A.6-A.7)

As to potential requests for accommodation, the WYSK specifies that employers can inform the workforce that employees with disabilities may request accommodations in advance of their return to work. If advance requests are received, employers may begin the interactive process. If an employee chooses not to request an accommodation in advance, the employer must still consider a later request and engage in the same interactive process. (WYSK D.8) Keep in mind that accommodations based on a disability pertain only to the employee, not to their family members.

The revised WYSK includes additional information that has been incorporated from other EEOC resources. Key provisions include:

  • Employers may ask all employees entering the physical workplace if they have been diagnosed with, have symptoms of, or have been tested for COVID-19. An employer may limit this questioning to certain employee(s) only if it has a reasonable belief based upon objective evidence that the employee(s) may have the disease. An employer is not generally permitted to ask these questions of employees who are teleworking. (WYSK A.8- A.9)
  • Employers may not ask employees coming into the physical workplace whether family members have COVID-19 or symptoms of COVID-19; this is prohibited under the Genetic Information Nondiscrimination Act (“GINA”). However, employers may ask employees whether they have had contact with anyone who has been diagnosed with or had symptoms of COVID-19. An employee who refuses to answer such questions or submit to other health screenings prior to entering the physical workplace (without a rationale or request for an accommodation) may be denied entrance. (WYSK A.10-A.11)
  • If an employee works on-site and reports feeling ill or calls in sick, an employer may ask questions about their symptoms as part of workplace screening. An employer may also question employees about why they have been absent from work and/or where they have traveled recently, even if that travel was personal. (WYSK A.12-A.14)
  • The ADA’s confidentiality provisions do not prohibit a manager or co-worker who learns that an employee has COVID-19 or associated symptoms from reporting it to the relevant employer officials so that they can take steps consistent with guidance from CDC or other public health authorities. Employers should make every effort to limit the number of people who learn the identity of the employee and reinforce the confidential nature of that information. (WYSK B.5-B.6)
  • When an employee with a disability is teleworking, an employer is not necessarily required to provide them with the same reasonable accommodation as it would provide in the physical workplace. The employer and employee should discuss specific needs and explore whether a different accommodation might suffice in the home setting. An employer’s undue hardship considerations and/or access to accommodation equipment may change during prolonged teleworking periods. The EEOC encourages all parties to be creative and flexible in these situations. (WYSK D.14)
  • An employer that allows its workforce to telework to slow the spread of COVID-19 does not automatically have to grant requests for telework as a reasonable accommodation to every employee with a disability when employees are recalled to the physical workplace. If there is no disability-related limitation that requires teleworking, the employer does not need to provide continued telework as an accommodation. In addition, the fact that an employer may temporarily excuse performance of one or more essential functions during periods of telework does not mean that the employer has permanently changed the essential function of any job. The ADA never requires an employer to eliminate an essential function of a job as an accommodation for an individual with a disability. However, evidence that an employee with a disability is able to perform the essential functions of the job during periods of telework may be relevant to future requests for telework as a reasonable accommodation. (WYSK D.15-16)

All EEOC materials related to Covid-19 are available at www.eeoc.gov/coronavirus.

Your partners at Lake Effect HR & Law are closely monitoring the impact of COVID-19 on the workplace. Keep watching for blogs and emails for important legal updates and HR best practices. The attorneys and HR professionals at Lake Effect HR & Law are ready and willing to help. Contact us at info@le-hrlaw.com or 1-844-333-5253.

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(844) 333-5253 (LAKE)
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