Employers are smart to develop/modify COVID-19 workforce plans to account for summer-related issues. Companies should avoid prohibiting employees from personal travel; however, you may ask that employees report personal travel and should inform employees of potential ramifications returning to work.
Employers covered by the Families First Coronavirus Response Act should anticipate requests to continue, or increase, throughout the summer. Also, use this time to assess your company’s operational ability if absenteeism spikes, and ensure you have a procedure in place for employees who present with symptoms or have tested positive. For a detailed list of things to consider, click here.
– Quarles & Brady LLP reports