Can Parents Temporarily Change Their Parenting Time Schedule During the State of Emergency?

Short Answer:   Yes, if they jointly agree.

Background:

Governor Hogan’s March 30 Stay At Home Order requires Maryland residents to stay at home, with certain exceptions for “essential activities” which includes leaving home for parenting time transitions.  And per the Maryland Judiciary’s Statement on Matters Concerning Children & Families, court orders for parenting time are still in effect although parents who agree can jointly decide to temporarily change their Orders and written Agreements.

Temporary schedule changes might be appropriate and unavoidable if:

·         A parent or child falls ill

·         High risk of exposure due to a parent’s living or work situation

·         Temporary changes in a parent’s work schedule & demands

Tips:

A change need not be permanent.  A change can be temporary – whether for as long as the Stay At Home Order remains in effect or until a certain date.  If a stated date is not long enough, parents can also agree to extend it.

Ideally, any agreement should be in writing and signed by the parents.  But this may not be practical or possible.  At the least, have a written communication (for example, confirming correspondence between attorneys if represented; e-mail or text between parents) confirming the temporary changes.

Carry a copy with you when transporting the children for parenting time exchanges in case you are stopped and asked why you are out.

How to Agree Upon Temporary Changes:

Temporary changes can be made:

·         Between parents, which is likely to be informal if not put in a signed writing or

·         More formally through:

o   Attorney negotiation and written confirmation or

o   Online or telephone mediation and written confirmation.

What is less clear, right now, is if parents cannot agree about changing the schedule, whether the Courts will be able to assist during their extremely limited operations.

Conclusion:

The ongoing uncertainty and change need not create uncertainty for children or their parents over parenting time schedules.  If your circumstances require flexibility in the schedule, temporary changes can be made.  If in doubt and not on the same page with your co-parent, reach out to your attorney or a self-help legal service provider for advice.

Since 2002, Lindsay Parvis has represented clients in Maryland custody, divorce, and marital matters. She negotiates, litigates, and advocates for the best interests of her clients, whether in contested litigation, uncontested settlement, or premarital and other agreements. Her clients are not only spouses and parents, but also children whose interests she is appointed by the court to represent in contested custody litigation.  Lindsay strives to improve Maryland law in the General Assembly, volunteering her time to monitor, advocate, and educate about legislative developments in family law.

In these unprecedented times of Stay At Home and remote or closed schools, how does a custody order or parenting agreement apply to breaks, summers & holidays?

Introduction:

Undoubtedly, we are in a time of more questions than definitive answers.  What we can rely upon are the:

·         Maryland Judiciary’s Statement on Matters Concerning Children & Families

·         Governor Hogan’s Stay At Home Order

·         School calendar for your child’s/children school/s and

·         Court order or parenting agreement regarding your family.

The Judiciary’s Statement is helpful guidance for separated families whose children travel between parents and households for parenting time.  It is also a policy statement from the Maryland Judiciary that parenting time/schedule should continue as normally as possible and health and safety allow.  Court Orders (and by extension written Agreements) are still in effect.  And, parents who agree can jointly decide to deviate from their Orders and written Agreements.

Governor Hogan’s Stay At Home Order allows parents to leave home to transport children for parenting time, as discussed in this blog post.

TIP:  Carry a copy of your Court Order or parenting Agreement with you when transporting your children for parenting time.  If you have neither because the parenting time schedule is informal, then either carry a letter from your attorney describing the parenting time and reason for your leaving home or carry an e-mail or text between you and the other parent confirming your informal schedule.

So far, so good.  But what about changes in the school calendar?  Or, closure of schools for the rest of the school year?  What do these mean for the parenting time schedule?

School Year v. Summer:

Start by looking at your Court Order or parenting Agreement.  Does it treat the school year differently from the summer?

If not, then it’s the schedule as usual.  If different, then:

If school is still in session remotely, then this is still the “school year” and not yet time to start a different summer schedule.  Again, parents can mutually agree otherwise.  But without mutual agreement, the order or agreement applies.

If school is closed for the rest of the year without any remote learning, then parents are faced with either jointly deciding which schedule applies or applying the school calendar as if school were still in session.  If parents cannot jointly agree, then my general thoughts are:

·         Holidays aren’t cancelled just because we can’t gather or go to places of worship as we normally would; so,

·         The “school year” portion of the parenting time schedule isn’t cancelled just because a school is closed without remote learning.  Otherwise put, just because it’s actually spring, COVID-19 and school closures don’t actually make it summer.

Breaks (for example, Spring Break):

First, check your court order or parenting agreement to see if it treats Breaks (Spring or Winter) differently than the regular school year schedule.  If yes, then:

·         Look at the school’s calendar.  Some calendars have changed, while others remain the same. 

·         If Spring Break has changed, then parents can agree to follow the original Spring Break calendar for their parenting time, accounting for any remote learning requirements.  However if Spring Break has changed and parents cannot agree, then the revised school calendar applies. 

By analogy, Spring Break could be shortened for a variety of reasons (too many snow days, for example);  COVID-19 doesn’t make it any different (absent health or safety considerations, which this blog doesn’t address).

TIP:  Check your Order or Agreement for any right of first refusal requirements.  If changes in Spring Break dates mean a parent unexpectedly has parenting time and is unavailable, there may be a requirement to offer that time to the other parent. If you don’t know what a right of first refusal is, you can read more here.

Holidays:

Again, start by reading your custody and parenting Order or Agreement.  What holidays are covered by your Order or Agreement?

Going back to the Judiciary’s Statement (discussed above), the Order or Agreement applies unless parents mutually agree otherwise.  If the Order or Agreement includes specific starting and ending dates and times, there you are.

If, however, holiday start and end times are defined in relation to the school calendar, next compare with the school calendar.  That will then dictate start and end times, unless parents agree to follow the original school holiday schedule, while keeping in mind the school’s ongoing remote learning requirements.

Conclusion:

The ongoing uncertainty and change need not create uncertainty for children or their parents over parenting time schedules.  Stay At Home does not also require schedule changes or, worse yet, refusing parenting time.  If in doubt and not on the same page with your co-parent, reach out to your attorney or a self-help legal service provider for advice.

Since 2002, Lindsay Parvis has represented clients in Maryland custody, divorce, and marital matters. She negotiates, litigates, and advocates for the best interests of her clients, whether in contested litigation, uncontested settlement, or premarital and other agreements. Her clients are not only spouses and parents, but also children whose interests she is appointed by the court to represent in contested custody litigation.  Lindsay strives to improve Maryland law in the General Assembly, volunteering her time to monitor, advocate, and educate about legislative developments in family law.

Paycheck Protection Program (PPP) Loans Under the recently enacted Coronavirus Aid, Relief and Economic Security (“CARES”) Act

Applications for Are Now Available and Lender’s should begin taking applications on April 3.

The CARES Act throws a lifeline to small businesses trying to survive the economic devastation precipitated by the coronavirus shutdown.  In particular, Paycheck Protection loans were created to encourage small business owners to maintain pre-crisis employment levels, even in the face of a substantial decline in revenues.

The CARE Act became law on March 27, 2020.  The new law represents an unprecedented piece of legislation designed in substantial part to help small businesses and individuals survive the COVID-19 disaster.   The most remarkable feature of the new law is the provision allowing for compete forgiveness of PPP loans made to a qualifying small business so long as the proceeds of the loan are used for qualified payroll costs, rent, utilities, mortgage interest and  pre-existing debts related to the business.  

Highlights of the PPP Loan Program:

– PPP Loans are available to any business that (i) was in existence on February 15, 2020 and (ii) has 500 or fewer employees (including nonprofits, independent contractors and sole proprietors).

– Loan amount is equal to 2.5 times average monthly payroll costs during the prior year, up to a maximum loan amount of $10,000.000.00.

– Loans will be backed by SBA and issued by SBA approved lenders. 

– There is no collateral requirement.

– There is no personal guaranty requirement.

– Interest rate between .5  and 4%.

– First payment deferred for a minimum of 6 months.

– Repayment terms up to 10 years.

– Loan proceeds can be used to cover payroll costs (including group health premiums), interest on debt obligations incurred before February 15, 2020, rent and utilities incurred between February 15 and June 30, 2020.

– Loans are completely forgiven (do not have to be repaid)  to the extent that loan proceeds are used to cover payroll costs, mortgage interest, rent and utilities incurred during the 8 weeks following issuance of the PPP Loan.  The business will have to document the use of PPP Loan funds, so accurate recordkeeping is a must.  It is highly recommended that PPP Loan proceeds will be placed in a segregated account to facilitate substantiation of the use of funds.

– Amounts forgiven are not considered income to the borrower.

– PPP Loans are available even if the business has an SBA Economic Injury Disaster Loan (EIDL), so long as there is no duplication of the use of proceeds. Be very careful with this however as missteps could jeopardize the amount of the PPP loan subject to forgiveness.

Limitations of the PPP Loan Program:

– Annual compensation in excess of $100,000.00 paid to a single employee is not included for purposes of calculating the loan amount.

– Annual compensation in excess of $100,000.00 paid to a single employee in the 8 weeks following issuance of the PPP Loan is not eligible for loan forgiveness.

– As a primary objective of the PPP Loan Program is to encourage retention of employees (or rehiring of terminated or furloughed employees), the loan amount eligible for forgiveness is subject to reduction (on a pro-rated basis) if the there is a decrease in the average number of  full-time employees during the 8 week period following the issuance of the PPP Loan as compared to similar period in the prior year.  Note however that the amount eligible for forgiveness will not be subject to reduction to the extent that the business eliminates the decrease in the average number of full-time hires by adding new hires prior to June 30, 2020 

– Likewise, the amount of the PPP Loan eligible for forgiveness is subject to a pro-rata reduction if there is a decrease of more than 25% in compensation paid to an employee during the 8 week period following issuance of the PPP Loan as compared to the compensation paid to that employee in the most recent full quarter prior to the 8 week period.   Note however that the amount eligible for forgiveness will not be subject to reduction to the extent that the business restores the salary of the affected employees prior to June 30, 2020

– As previously noted, borrowers will be required to provide documentation in support of a request for forgiveness of a PPP Loan.

The Paycheck Protection Loan Program presents a remarkable opportunity for eligible small businesses seeking to navigate the COVID-19 disaster without terminating employees.  The lawyers at Joseph, Greenwald & Laake, P.A. are here to help with any questions business owners may have about the Paycheck Protections Loan Program or any other business or legal matter.

On March 27, the Maryland Judiciary issued a Statement from the Maryland Judiciary On Matters Concerning Children & Families.  This Statement is helpful guidance for separated families who have a court order regarding parenting time.  In this writer’s opinion, it can also be viewed as a policy statement of the Maryland Judiciary that parenting time/schedule should continue as normally as possible and health and safety allow under these circumstances.  The Statement also suggests a lens through which Judges are encouraged to view unilateral changes to an established schedule once the Courts reopen and resume normal operations.

The Governor’s Stay At Home Order issued on March 30.  It clearly allows court ordered travel, which would make transitioning children between households for court-ordered parenting time as essential activity.  What it left less clear is whether transportation for agreed upon (but not yet reduced to a court order) parenting time is also considered essential.

Section II.b.iii of the Executive Order includes the following as an “essential activity”:

“Caring for a family member, friend, pet, or livestock in another household or location, including, without limitation, transporting a family member, friend, pet, or livestock animal for essential health and safety activities, and to obtain necessary supplies and services”

While Interpretive Guidance or a clarifying Order would be preferable, my inquiries of State authorities will have to suffice.  In response to which I received the following reassurance:

“Caring for children and making sure they are in a safe and proper location is consistent with Section II.b.iii. of the Executive Order. The intent of the Order is to have all residents stay in their homes unless for an essential activity.  The exchange of children to ensure continuity of adequate care and supervision falls within an essential activity.”

Obviously, each situation is unique and would benefit from discussion with a professional before making unilateral changes to the parenting status quo.  Such unprecedented times and limited access to the Courts call for problem-solving and flexibility as circumstances evolve.

Since 2002, Lindsay Parvis has represented clients in Maryland custody, divorce, and marital matters. She negotiates, litigates, and advocates for the best interests of her clients, whether in contested litigation, uncontested settlement, or premarital and other agreements. Her clients are not only spouses and parents, but also children whose interests she is appointed by the court to represent in contested custody litigation.  Lindsay strives to improve Maryland law in the General Assembly, volunteering her time to monitor, advocate, and educate about legislative developments in family law.

Fraudsters are always looking for ways to fleece the public or the government, and to obtain payments to which they are not entitled. Now that the world is in the grips of a pandemic and much of the country is on lockdown, fraudsters have not slowed down. The government has already identified COVID-19-related fraud schemes that are being run by fraudsters. Some scams target the public and others target government money.

The United States Attorney’s Office for the Middle District of Florida issued an announcement about a multi-agency group to investigate and prosecute COVID-19 fraud. Likewise, the United States Attorney’s Office for the District of Columbia announced a COVID-19 Pandemic Fraud Hotline as part of its active investigation into COVID-19 fraud.

Some of the fraud already identified by these offices include:  

Testing Scams

– Medical providers obtaining patient information for COVID-19 testing and then using that information to fraudulently bill the government or other insurers for other tests and procedures.

– Scammers are impersonating organizations, such as The Red Cross, and saying that they are offering COVID-19 home tests door-to-door. The scammers then fraudulently charge their victims for tests that are never administered.  

Treatment Scams

– Scammers are offering to sell fake cures, vaccines, and advice on unproven treatments for COVID-19. All of these claims are a lie, as there is no cure or vaccine yet for COVID-19. 

– Similarly, scammers are impersonating governmental organizations, such as the Centers for Disease Control and Prevention (CDC), and urging people to reserve a vaccine for COVID-19 with their credit card, and to also provide personal information such as their Social Security Number.

– Unscrupulous doctors are writing prescriptions for medications that are said to cure COVID-19, for which there is as yet no known cure or therapeutic treatment. This fraudulently charges the government or other insurers. It also encourages unwitting consumers to take unapproved medication that can be harmful and deprive others who need the medicines for legitimate purposes.

Supply Scams

​Scammers are creating fake shops, websites, social media accounts, and email addresses claiming to sell medical supplies currently in high demand, such as surgical masks. When consumers attempt to purchase supplies through these channels, fraudsters pocket the money and never provide the promised supplies.

Provider Scams

​Scammers are also contacting people by phone and email, pretending to be doctors and hospitals that have treated a friend or relative for COVID-19, and demanding payment for that treatment.

If you have personal knowledge of scams on the public, please contact the authorities, including the various U.S. Attorney’s Offices that have set up task forces. If you have personal knowledge of fraud on the government, like overbilling Medicare or Medicaid, or charging for treatments that are not legitimate or were not actually performed, you may be a whistleblower and should seek an experienced whistleblower attorney for a consultation.  

As Governor Hogan’s most recent amended Executive Order went into place at 8:00 p.m. on March 30, 2020, the question of where their child would be staying for the imminent future was certainly running through the minds of many separated parents in Maryland.

Governor Hogan’s Executive Order is the latest effort to slow the spread of the COVID-19 virus.  The Executive Order expands upon prior Executive Orders, and is no longer recommending that individuals stay at home, but now ordering individuals to do so.  Individuals who violate the Executive Order may be found guilty of a misdemeanor, subject to imprisonment of up to a year and/or a fine not to exceed $5,000.00.  Governor Hogan has made it clear that local law enforcement will be enforcing the Executive Order.

So what does that mean for families whose children who spend their time in more than one household?  Parents have been asking this question now for several weeks, as concerns about COVID-19 have grown and the government has issued increasingly stringent recommendations about social distancing and only leaving one’s residence when absolutely necessary.

Generally, the guidance has been that parents must continue to follow any court order or agreement they have regarding custody.  This means that time-sharing schedules should continue to be followed.  Of course, for many families, adjustments are needed due to school and daycare closures, changes to employment, etc.  Additionally, for many families there may be additional, necessary precautions that should be followed to ensure the health and safety of the child.  As always, parents are encouraged to work together to reach an agreement that is best suited to their child.  If they are unable to do so, the court order will control.

Now with Governor Hogan’s March 30, 2020, Executive Order, parents are now are asking – am I in violation of the Executive Order if I leave my home for a custody exchange?  The Order specifically allows individuals to leave their homes for “essential activities” and includes a listing of such activities.  One activity specifically included is travel required by a “court order,” including the travel necessary to effectuate a time sharing schedule included in a custody order.  It is recommended that individuals carry a copy of their custody order with them as they do exchanges, in case they are stopped by law enforcement.  It is not clear whether the Executive Order allows for custody exchanges that are part of an agreement between the parties, where the agreement has not been incorporated into a court order, and interpretive guidance has not yet been provided on this specific issue.

Held in case of first impression that WSSC is subject to actions for employment discrimination under local anti-discrimination ordinance). Washington Suburban Sanitary Commission v. Phillips (Md. 2010)

Effective April 2, 2020 businesses with up to 500 employees will be subject to expanded paid sick and family leave obligations.      

Sick Leave – Under the new law, all employees are eligible for 80 hours of paid sick leave under the following COVID-19 related circumstances:

1. If the employee is subject to a federal, state or local quarantine or isolation;  

2. If the employees advised by a health care provider to self-quarantine; 

3. If the employee is symptoms and seeking medical diagnosis; 

4. If the employee caring for someone who is subject to a federal, state or local quarantine or isolation order or advised by a health care provider to self-quarantine;  or

5. If the employee needs to care of the employees child because the child’s school or day care is closed; or 

Under circumstances described in 1-3 above, sick leave is paid at the employee’s regular rate.  Under 4 and 5, sick leave is paid at 2/3 the regular rate.

Sick leave wages paid under 1-3 above cannot exceed $511 per day up to a total of $5,110 while sick leave wages paid under 4 and 5 are limited to $200 per day and $2,000 in total.

Part-time employees are also eligible for paid sick leave under the new law.

Family Leave (FMLA) –  Under the amended FMLA, employees who are not able to work (either in the office or at home) are entitled to up to 12 weeks of job-protected leave to allow the employee to care for the employee’s child if the child’s school or daycare is closed due to COVID-19.  The amended FMLA expands both the definition of a covered employer and the benefits available to eligible employees.  Among the more significant changes are the following:

· The amended FMLA applies to employers with fewer than 500 employees, though hardship exemptions may be available to employers with less than 50 employees.  

· Employees only need to have worked for at least 30 days to be eligible for FMLA leave.

· The first 10 days of FMLA may be unpaid, though the employee can elect to use available PTO.   After 10 days, the employee is entitled to be paid at 2/3 the regular rate of pay for the hours the employee would otherwise be normally scheduled.   FMLA paid COVID-19 leave is limited to a maximum of $200 per day and $10,000 total per employee.

· The new FMLA requirements apply to full and part-time employees. In the case of part-time employees, paid leave is based on average hours worked by the employee during the previous 6 months.

· Employers are required to return any employee who has taken leave to the same or equivalent position when they return to work.   There are  exemptions available to businesses with less than 25 employees under limited circumstances.

As noted above the new paid sick leave and FMLA requirements are effective April 2, 2020.  The new requirements are currently set to expire on December 31, 2020.

Of course,  Maryland, Virginia and the District of Columbia have their own sick and family leave requirements which need to be considered depending on the location of your business and its employees.

Employers should immediately make their employees aware of the new paid sick leave and FMLA policies.  In addition, Employee handbooks should be amended to incorporate the new law.  Finally, the described changes should be posted wherever the employer customarily places employee postings.

Attorneys from The Joseph, Greenwald & Laake, P.A.’s Employment and Labor Law and Business Law Practice Groups are available to assist with any questions you have regarding the new law or any other employment or business related issue.

GREENBELT, MD., March 16, 2020  — Joseph, Greenwald & Laake is delighted to announce that, effective March 16, 2020, Erika Jacobsen White is joining our firm.

“We are thrilled to have Erika switching coasts from California and joining our Labor & Employment Law team at Joseph, Greenwald & Laake.  She has distinguished herself in her field through her considerable skill in representing employees in very difficult situations and helping them resolve those issues,” said Burt Kahn, Managing Director.

Erika, who has joined the Firm’s Labor and Employment Law Practice Group,. represents plaintiffs in employment discrimination, labor, sexual assault, and whistleblower matters. In addition, she has an excellent background as a trial lawyer, experience navigating multi-stakeholder litigation, and an understanding of all aspects of employment litigation.

Erika said, “I am excited to expand my practice to representing employees not only in California, but throughout the country.  Joseph, Greenwald & Laake’s tireless advocacy, as well as their empathetic and strategic approach to representing clients who are facing tough challenges in their lives is in alignment with my career-long commitment to zealous advocacy designed to empower my clients in what can often feel like an overwhelming process.”.”

Erika received her B.A. in 2000 from University of Virginia and her J.D. in 2007 from Suffolk University Law School. She is admitted to the California State Bar..

About Joseph Greenwald & Laake

For more than 50 years, Joseph Greenwald & Laake has worked with individuals and businesses in Maryland and the District of Columbia, taking on the most complex of legal issues with sophisticated counsel and a personal touch.  JGL serves clients in virtually all areas of the law.

US Small Business Administration Announces New Loan Program for Small Businesses Impacted by Coronavirus (COVID-19).

Additional Resources Expected to Come Online Soon

It’s a well-worn axiom that small business is the lifeblood of America.  When small business thrives, so do we.  When small business is suffers, so do we.  Right now, small business is suffering in a way most of us couldn’t have imagined just a few months ago.   The devastation is nothing short of staggering.  In the span of less than a week Colorado saw daily unemployment claims leap from 400 to 6,800. In California jobless claims went from 2,000 to 80,000. It’s the same story pretty much everywhere you turn.   Unfortunately, the general consensus appears to be that we are still in the early stages of this disaster, and the worst yet to come.

Successful small business owners know all too well how dependent their success is on the efforts of their employees.  They also appreciate how dependent their employees are on receiving a regular paycheck.  Making the decision to reduce an employee’s hours or worse, to lay him or her off, even temporarily, is among the hardest choices a small business owner can face.  Unfortunately, most small businesses are now in survival mode and, as the statistics referenced in the previous paragraph graphically demonstrate, survival comes at a terrible cost to the labor force.

In an effort to stem the tide of furloughs, layoffs and business closings, the Federal Government is throwing small business owners a lifeline in the form of a new COVID-19 Disaster Loan Assistance Program.   Under the COVID-19 loan program, businesses of any size, including sole proprietors and certain non-profits, are eligible for low interest working capital loans.  Loan proceeds can be used for payroll, accounts payable, rent and other expenses of the business.    Highlights of the COVID-19 Disaster Loan Program:

·         Loans up to $2,000,000.00 (loan amount determined by SBA based on borrower’s financial information)

·         Interest rate of 3.75% (2.75% for non-profits)

·         Long term repayment options

·         Streamlined application (online), decision making and funding

·         Loans made directly through SBA

Although these are not “collateral” loans, collateral may be required for loan amounts in excess of $25,000.00.

In reviewing loan applications the SBA will be looking for borrowers with a solid credit history who can demonstrate the ability to repay the loan once the COVID-19 disaster has passed.  For this reason the loan program is particularly well suited for established businesses with good pre-COVID-19 financials. 

In a conference call on Friday, District Director Antonio Doss indicated that the SBA is committed to a dramatically reduced application and approval timeline. According to the District Director, applicants with a solid credit history can expect a decision within 18-21 days and funding within 30-45 days.

Business owners who are in need of cash to help them make it through the COVID-19 disaster should consider the SBA COVID-19 Disaster Loan Program.   

More information regarding SBA COVID-19 related loans can be found at https://www.sba.gov/disaster-assistance/coronavirus-covid-19      

Business owners are encouraged to apply online at https://disasterloan.sba.gov/ela

Congress is expected to pass additional small business-friendly programs in the very near future, stay tuned…

En Espanol

The federal government is now in a state of National Emergency, and shelter-in-place orders are starting to be issued to protect people from COVID-19 (the novel coronavirus). States and local governments are shuttering the doors of schools, courts, and other places of mass gatherings. 

– Is My Job Protected If I Am Quarantined Because I Am Exposed or Infected by COVID-19?

– What If I Need Time Off to Take Care of An Infected Family Member?

– Can I Be Fired If I Have To Stay Home to Take Care of My Kids Because of School Closures Related to COVID-19?

– I Am A High Risk worker, But I Am Not Sick – What Rights Do I Have?​

– I Am Being Harassed Because of My Race or National Origin Because of COVID-19

– Can My Employer Take My Temperature or is that a Medical Exam?  Can They Ask Me About Specific Symptoms?

– What If I Complain About Unsafe Working Conditions at My Worksite Related to COVID-19?

– What about My Lost Wages?

– What Do I Do If I Think I Have Been Subjected to Harassment, Discrimination, or Retaliation?

In these times of uncertainty, if you are wondering what your rights are about any of the above, please continue reading: 

Is My Job Protected If I Am Quarantined Because I Am Exposed or Infected by COVID-19?

A number of federal and state laws may provide employees with job protection if they are quarantined because they are sick, or exposed to someone with COVID-19.

Workers May Have Protection under the Family Medical Leave Act as Amended by the Emergency Family and Medical Leave Expansion Act

The Family Medical Leave Act (FMLA) provides up to 12 weeks of unpaid job protection to employees who are absent from work because of the employee’s own serious health condition, or to care for certain specified family members with serious health conditions (addressed further below).  The Families First Coronavirus Response Act (FFCRA)[1], which was just signed into law on March 18, 2020, and which will go into effect on April 2^nd, and provides extended coverage for employees who need who need to take leave because of COVID-19 through amendments to the FMLA by the Emergency Family and Medical Leave Expansion Act. 

Ordinarily, in order to qualify for FMLA leave, the employer must employ 50 or more employees within 75 miles of the worksite.[2]  Further, the employee must have been employed for at least 12 months as of the date the leave commences, and worked for at least 1250 hours during the 12 months immediately preceding the leave.  FMLA provides job protection and reinstatement rights.  In other words, if you qualify for FMLA leave, your employer has to reinstate you into the same or a similar position after your leave is over.

Now, the Emergency Family and Medical Leave Expansion Act, expands coverage to employees who have worked for the employer for at least 30 days prior to the leave.  Additionally, the FFCRA changed the definition of what employers are covered by the act temporarily from employers with 50 or more employees to “fewer than 500 employees.”  What this means is that if you work for an employer with fewer than 500 employees for at least 30 days before you started your leave.  However, smaller employers with less than 50 employees may still be eligible for exemption from this law under certain circumstances.  The Secretary of Labor also has the discretion to exempt emergency responders and healthcare workers.

Under the FMLA, a “serious health condition” is an “illness, injury, impairment, or physical or mental condition” that requires either, “in patient care in a hospital, hospice, or residential medical care facility,“ or “continuing treatment by a health care provider.”[3]     

If you become sick, you should notify your employer right away, in writing if possible.  Your employer may request a medical certification of your need for leave.  This also does not give your employer the right to have unlimited access to your medical records.[4]  Provide the medical certification from your doctor in a timely way to your employer so essentially as soon as you can. 

Now, Under the FMLA as amended by the Emergency Family and Medical Leave Expansion Act, an additional category has been added for employees to take a qualifying leave if it is “related to a public health emergency” which is defined as “an emergency with respect to COVID–19 declared by a Federal, State, or local authority.”  A “qualifying need” is considered a leave because the employee needs to care for their child (under the age of 18) if their school is closed or their childcare is unavailable because of a public health emergency.  For more information on this new category, please see below under: Can I Be Fired If I Have to Stay Home to Take Care of My Kids Because of School Closures Related to COVID-19?

If you are granted FMLA leave, your employer must continue your group health benefits during the time you are on leave – both for you and your family members on the plan.  You will continue to be responsible to pay for your portion of the premium during that time. 

Some Workers May Have Additional Protections under the Americans with Disabilities Act or the Rehabilitation Act

The Americans with Disabilities Act (ADA) prohibits your employer from discriminating against you because you have or are “regarded as” having a disability.  Under the ADA, a disability is considered any “physical or mental impairment that substantially limits one or more major life activity” or “being regarded as having such an impairment.”[5]  Employers, employment agencies, labor organizations, and joint labor-management committees must comply with the ADA if they have 15 or more employees.[6]  Federal workers and federal contractors have similar protections under the Rehabilitation Act.[7]  The EEOC recently issued guidance regarding the ADA and COVID-19, which can be viewed here: https://www.eeoc.gov/eeoc/newsroom/wysk/wysk_ada_rehabilitaion_act_coronavirus.cfm

If you are actually infected with COVID-19, you will likely be considered disabled under the ADA or Rehabilitation Action if you are so sick that the illness is substantially limiting to a major life activity such as breathing.  However, even if you are not disabled because you are actually sick, you may be considered “regarded as” disabled if you have been exposed to COVID-19 and quarantined to prevent the spread of the disease.  This is still a legally murky area and continues to develop as we enter this stage of the pandemic.

If you can perform the “essential functions” of your job with a “reasonable accommodation” from your employer, you are protected from discrimination – such as being terminated or demoted because of your disability.[8]  Similarly, your employer must provide reasonable accommodations to you as long as they don’t impose an “undue hardship” on the company.[9] 

You should notify your employer right away if you believe that you are disabled because you have been exposed to COVID-19.  One you notify them, you should do your best to engage in a good faith interactive process with them (that means ongoing communications with your employer) to try to figure out reasonable accommodations.  Reasonable accommodations can include time off of work or teleworking depending on what the essential functions of your job are, and whether those accommodations would impose an undue hardship on the company.  Your employer may ask for limited medical information to determine what accommodations are appropriate, but they are not allowed unlimited access to your medical records.[10] 

Workers May Have Additional Protections under State Law

Some states provide specific laws that protect quarantined employees.  For example, Maryland prohibits an employer from firing an employee who is under isolation or quarantine as ordered by the Maryland government.[11]   Maryland also recently passed a COVID-19 Public Health Emergency Protection Act that expressly prohibits employers from terminating an employee  “solely on the basis that the employee has been required to be isolated or quarantined or if the individual leaves employment due to a risk of exposure or infection COVID–19 or to care for a family member due to COVID-19.”

(https://governor.maryland.gov/2020/03/19/governor-hogan-enacts-emergency-legislation-to-enhance-ongoing-response-to-covid-19/)

Additionally, some states also provide additional protections for disabled employees.  For example, under the Fair Employment and Housing Act in California carries a more extensive definition of disability – under the FEHA a disability need only “limit” a major life activity, instead of having to meet the “substantial limitation” requirement of the ADA.  Protection also extends to employers with 5 or more employees.  Protections available to disabled workers in Washington, DC under the DC Human Rights Law extend to all employers with 1 or more employees.

A number of states have also enacted laws similar to FMLA that may provide additional rights.   For example, the California Family Rights Act, provides protections similar to the FMLA.  The DC Family Medical Leave Act also provides more extensive protection to employees in the District, covering employers with 1 or more employees, and employees who worked just 1000 hours in the last year.

You should contact an employment lawyer to determine whether you have additional protections under state or local laws. 

What If I Need Time Off to Take Care of An Infected Family Member?

The FMLA also provides up to 12 weeks of job protection to employees to date care of a child, spouse, or parent with a “serious health condition.”  Your employer must be a covered employer under the FMLA, and you must meet the other eligibility requirements.   

Can I Be Fired If I Have To Stay Home to Take Care of My Kids Because of School Closures Related to COVID-19?

Under the FCCRA as amended by the Emergency Family and Medical Leave Act, the FMLA was temporarily amended to allow an employee to take leave to care for their child (under the age of 18) if their child’s school or is closed, or their childcare is unavailable because of a public health emergency related to COVID-19. This means that if you worked for 30 days for an employer with 500 or less employees you may qualify for up to 12 weeks of job protected leave.  If your employer has more than 25 employees, your job will generally be protected, and your employer will, with some exceptions, be required to reinstate you into a same or similar position after your leave is over. However, employers with less than 25 employees are not necessarily required to reinstate you if your position is eliminated because of the COVID-19 crisis if they meet certain conditions.

Importantly, employers of health care providers and emergency responders are permitted to elect to exclude those employees from these provisions.

Some states may provide protection.  For example, California Labor Code 230.8 prohibits employers with 25 or more employees from discriminating against a parent or guardian of a child in K-12 for taking up to eight hours a month and 40 hours a year of time off of work for among other things, “[t]o address a child care provider or school emergency, if the employee gives notice to the employer.” 

I Am A High Risk Worker, But I Am Not Sick – What Rights Do I Have?

If you have another medical condition that qualifies as a disability under the ADA, you can request reasonable accommodations from your employer.  Depending on the essential functions of your job, such accommodations can include telecommuting, job restructuring, or even time off work. 

I Am Being Harassed Because of My Race or National Origin Because of COVID-19

As has previously happened in history, the first group of people to be victimized by a pandemic can also be blamed and discriminated against by other people because of it.  In the U.S. such harassment is prohibited by Title VII of the Civil Rights Act of 1964 on the basis of race, national origin, and color, among other protected classes.  Harassment creates a hostile work environment when there are severe or pervasive conduct or comments such that a reasonable person would consider the workplace intimidating, hostile, or abusive.  Harassment can include, but is not limited to slurs, offensive jokes, insults, racial epithets, name calling, physical violence or threats of violence, offensive pictures, and other interference with your work.  Title VII also protects against retaliation for reporting harassment, or participating in an investigation of harassment. 

If you feel you are being harassed, you should complain to your employer about the conduct, document the harassment, and contact a lawyer. 

Can My Employer Take My Temperature or is that a Medical Exam?  Can They Ask Me About Specific Symptoms?

For now, yes.  The ADA governs disability related inquiries and medical examinations in the workplace. While the ADA generally protects employees from being discriminated against or excluded from the workplace because of their disability, unless they pose a “direct threat.”[12]  Although taking an employee’s temperature is generally considered a medical examination, it is likely that they can argue that COVID-19 poses a direct threat to other employees, thereby allowing employers to take your temperature.  However, not everyone who has COVID-19 will present with a temperature, so this may not be an effective strategy for employers.  Similarly, at this point, employers will likely be permitted to ask employees whether they are experiencing specific symptoms of COVID-19, but they need to keep this information confidential.  Similarly, employers may not disclose to other employees confidential medical information regarding any individual employee’s disability. 

What If I Complain About Unsafe Working Conditions at My Worksite Related to COVID-19?

The Occupational Health and Safety Administration (OSHA) administers many workplace health and safety laws, and has issued guidance about a number of regulations that may be applicable to exposure to COVID-19 in the workplace.[13]  Twenty eight states have OSHA approved state plans that operate state-wide occupational health and safety programs, including Maryland, Virginia, and California.  You are protected from retaliation for reporting concerns about health and safety.  The time limits to bring retaliation complaints can be extremely short – sometimes as short as 30 days.  You should contact a lawyer immediately if you feel you are being subjected to retaliation because you reported health and safety concerns related to COVID-19.

Some states have additional protections for whistleblowers when you make complaints of violations of public policy.

What about My Lost Wages?

Under the FFCRA as amended by the Emergency Family and Medical Leave Act, if you are a full-time employee and otherwise qualify for Emergency FMLA, after a 10 day waiting period, your employer must pay you at two-thirds your regular rate of pay for the number of hours you normally world have worked up to a maximum of $200 per day, capped at $10,000 total.  Part-time employees may also be entitled to paid leave based on the average hours worked in the six months before taking the emergency leave.   You can use accrued vacation, personal leave, or medical or sick leave during that unpaid 10 day waiting period.

The FFCRA also includes the Emergency Paid Sick Leave Act that requires employers to provide full-time employees with up to 80 hours of paid sick leave, and part-time employees with paid sick leave for “a number of hours that such employee works, on average, over a 2-week period” for a qualifying reason.  Qualifying reasons include:

·         Quarantined by federal, state, or local government order because of COVID-19, or caring for someone who has been quarantined;

·         Advised by your health care provider to self-quarantine because of COVID-19, or you are caring for someone who has been advised by a health provider to be quarantined;

·         Are seeking a medical diagnosis because you are experiencing COVID-19 symptoms;

·         Caring for your child because their school is closed or childcare is unavailable because of COVID-19 precautions;

·         Experiencing a “substantially similar condition” to COVID-19

If you qualify, employees may be entitled to up to $511 per day and $5110 total for taking time off because you are quarantined or are seeking an opinion from your health provider for COVI-19 symptoms; and caretakers may be entitled to up to $200 per day and $2000 total. If you qualify for paid sick leave under this Act, your employer cannot require you to find someone to cover your shift while you are using the paid sick time.  Your employer also cannot require you to use other paid leave provided by the employer before using the paid sick time under this Act. 

Again, the Act allows exclusions for employers of health care providers and emergency responders, as well as possible exemptions for small businesses with less than 50 employees if it would “jeopardize the viability of the business.”

Importantly, your employer cannot discriminate or retaliate against you for taking paid leave under this Act, or for making a complaint related to this Act.

As of March 12, 2019, the Department of Labor also announced new guidance to the states regarding the flexibility to administer their unemployment insurance programs during the COVID-19 pandemic.  “[F]ederal law allows states to pay benefits where: (1) An employer temporarily ceases operations due to COVID-19, preventing employees from coming to work; (2) An individual is quarantined with the expectation of returning to work after the quarantine is over; and (3) An individual leaves employment due to a risk of exposure or infection or to care for a family member. In addition, federal law does not require an employee to quit in order to receive benefits due to the impact of COVID-19.” (https://www.dol.gov/newsroom/releases/eta/eta20200312-0) 

If your COVID-19 infection arose out of or in the course of your employment, state workers compensation laws may also provide job protection, medical treatment, and wage replacement.  Some states have already directed their respective departments of labor to ensure workers’ compensation protections for certain classes of employees including healthcare workers and first responders.

You may also be able to get wage reimbursement through state or private short term disability insurance depending on whether you are sick and/or qualify as disabled.

There are additional wage replacement plans being considered by Congress, including a stimulus plan that may include $1000 for every adult and $500 for each child, paid directly to every American within nine weeks.

What Do I Do If I Think I Have Been Subjected to Harassment, Discrimination, or Retaliation?

If you think you have been subjected to discrimination, you should act quickly to protect your rights.  There are strict time limits called “statues of limitations” that govern when you can bring your claims.  Those time limits differ depending on what claim you are making.  Contact a lawyer to help you protect your rights.  Here are some helpful links to agencies where you can report violations:

    o   Equal Employment Opportunity Commission – Complaints of discrimination, harassment, retaliation related to disability or another protected class: https://www.eeoc.gov/employees/howtofile.cfm

o   Federal Employees: Federal Employees have a different process and different statutes of limitations.  Some helpful information can be found here: https://www.eeoc.gov/federal/fed_employees/filing_complaint.cfm

o   California Employees: Department of Fair Employment and Housing – https://www.dfeh.ca.gov/complaintprocess/?content=fileComplaint#fileComplaintBody

o   Maryland Employees: https://mccr.maryland.gov/Pages/Intake.aspx

o   Virginia Employees: https://www.oag.state.va.us/programs-initiatives/human-rights

o   DC Employees: https://ohr.dc.gov/service/file-discrimination-complaint

·         OSHA –  Health and safety violations and retaliation: https://www.oshaeducationcenter.com/articles/reporting-labor-violations/

o   California Employees: Cal/OSHA https://www.dir.ca.gov/dosh/complaint.htm

o   Maryland Employees: MOSH https://www.dllr.state.md.us/labor/mosh/complaintpage.shtml

o   Virginia Employees: https://www.doli.virginia.gov/vosh-programs/how-to-file-a-vosh-complaint/

Erika Jacobsen White is an employment and labor lawyer with Joseph, Greenwald & Laake’s Greenbelt, MD office, and practices in in California and in the DMV area.  If you need legal help, you can contact her here at EWhite@jgllaw.com or 240-553-1217

En Espanol

In English

Por Erika J. White en Trabajo y Empleo, Derechos Civiles 

El gobierno federal se encuentra ahora en un estado de Emergencia Nacional, y se están comenzando a emitir órdenes de refugio en el hogar para proteger a las personas del COVID-19 (el nuevo coronavirus). Los gobiernos estatales y locales están cerrando las puertas de las escuelas, las cortes y otros lugares de reuniones masivas.

¿Está mi trabajo protegido(a) si yo estoy en cuarentena porque he sido expuesto(a), o infectado (a) por el COVID-19? 

Varias leyes del estado y del gobierno federal pueden proveerles a los empleados con una protección de empleo si están en cuarentena porque están enfermos, o han sido expuestos a alguien con el COVID-19. 

Los trabajadores pueden tener protecciones bajo la Ley de Licencia Médica Familiar (FMLA) Modificada por la Acta de Emergencia de Expansión de Licencia Médica y Familiar.  

La Ley de Licencia Médica Familiar (FMLA, por sus siglas en inglés) provee hasta 12 semanas de protección laboral a los empleados que están ausentes del trabajo debido a su propia condición de salud grave, o para cuidar a ciertos miembros específicos de la familia con condiciones de salud graves (ver detalles más adelante). La Ley de Respuesta Ante el Primer Coronavirus de las Familias (FFCRA, por siglas en inglés) [1], que acaba de ser promulgada el 18 de marzo de 2020 y que entrará en vigencia el 2 de abril, proporciona cobertura extendida para los empleados que necesitan tomarse una licencia debido al COVID-19 a través de enmiendas a la Ley de Licencia Médica Familiar (FMLA) por la Acta de Emergencia de Expansión de Licencia Médica Familiar.

Por lo general, para calificar para la licencia FMLA, el empleador debe contratar a 50 o más empleados dentro de 75 millas del lugar de trabajo. [2] Además, el empleado debe haber estado empleado por un mínimo de 12 meses a partir de la fecha en que comienza la licencia de ausencia, y debe de haber trabajado por lo menos 1250 horas durante los 12 meses inmediatamente antes de la licencia de ausencia. FMLA provee protección laboral y derechos de reincorporación. En otras palabras, si califica para la licencia de ausencia (FMLA), su empleador tiene que reinstalarlo en el mismo puesto o en un puesto similar cuando usted regrese a su trabajo. 

Ahora, la Acta de Emergencia de Expansión de Licencia Médica Familiar amplía la cobertura a los empleados que han trabajado para el empleador durante al menos 30 días antes de la licencia de ausencia. Además, la Ley de Respuesta Ante el Primer Coronavirus de las Familias (FFCRA, por siglas en ingles), cambió la definición de qué empleadores están cubiertos por la ley temporalmente de empleadores con 50 o más empleados a “menos de 500 empleados”. Esto significa que si usted ha trabajado para un empleador con menos de 500 empleados durante al menos 30 días antes de comenzar su licencia de ausencia usted está cubierto. Sin embargo, los empleadores más pequeños con menos de 50 empleados aún pueden ser elegibles para la exención de esta ley bajo ciertas circunstancias. El Secretario de Trabajo también tiene la discreción de darles la exención al personal de emergencia y trabajadores de salud. 

Según la FMLA, una condición de salud grave es una “enfermedad, lesión, discapacidad física o mental”, que requiere, “atención al paciente en un hospital, hospicio o centro de atención médica residencial” o “tratamiento continuo por un proveedor de atención médica”. [3]

Si usted se enferma debe de notificar a su empleador inmediatamente, y si es posible debe de hacerlo por escrito. Su empleador le puede pedir una certificación o nota médica, un documento firmado por su doctor de su necesidad de ausencia. Esto no significa que su empleador tiene derechos sin límites a su archivo médico. Provea su nota médica a su empleador de manera oportuna o lo más pronto que usted pueda. 

Ahora, conforme a la FMLA, enmendada por la Acta de Emergencia de Expansión de Licencia Médica Familiar, se ha agregado una categoría adicional para que los empleados tomen una licencia calificada si está “relacionada con una emergencia de salud pública” que se define como “una emergencia con respecto a COVID – 19 declarado por una autoridad federal, estatal o local”. Una “necesidad calificada” es considerada como un permiso porque el/la empleado(a) necesita cuidar a su hijo(a) (menor de 18 años) si su escuela está cerrada o su cuidado infantil no está disponible debido a una emergencia de salud pública. Para obtener más información sobre esta nueva categoría, consulte a continuación: ¿Puedo ser despedido si tengo que quedarme en casa para cuidar a mis hijos debido al cierre de escuelas relacionado con COVID-19?

Si a usted se le otorga la licencia de ausencia (FMLA), su empleador debe continuar con los beneficios de salud grupales durante el tiempo que esté ausente, tanto para usted como para los miembros de su familia en el plan. Usted debe de continuar siendo responsable de pagar su parte de la prima durante ese tiempo.

Algunos trabajadores pueden tener protecciones adicionales bajo la Ley de Estadounidenses con Discapacidades o la Ley de Rehabilitación 

La Ley de Estadounidenses con Discapacidades (ADA, por sus siglas en inglés) prohíbe que su empleador lo discrimine porque tiene o es “considerado” tener una discapacidad. Según la ADA, una discapacidad se considera cualquier “discapacidad física o mental que limita sustancialmente una o más actividades importantes de la vida” o “se considera que tiene dicha discapacidad”. [5] Empleadores, agencias de empleo, organizaciones laborales y trabajo conjunto los comités de gestión deben cumplir con la ADA si tienen 15 o más empleados. [6] Los trabajadores federales y los contratistas federales tienen protecciones similares bajo la Ley de Rehabilitación. [7] La EEOC emitió recientemente una guía sobre ADA y COVID-19, que se puede ver aquí: https://www.eeoc.gov/eeoc/newsroom/wysk/wysk_ada_rehabilitaion_act_coronavirus.cfm 

Si en realidad está infectado con COVID-19, es probable que se le considere discapacitado bajo la ADA o la Ley de Rehabilitación si está tan enfermo que la enfermedad le limita sustancialmente a una actividad importante de la vida, como la respiración. Sin embargo, incluso si no está discapacitado porque en realidad está enfermo, puede ser “considerado como” discapacitado si ha estado expuesto a COVID-19 y es puesto en cuarentena para prevenir la propagación de la enfermedad. Esta sigue siendo un área legalmente turbia y continúa desarrollándose a medida que ingresamos en esta etapa de la pandemia.

Si puede realizar las “funciones esenciales” de su trabajo con un “ajuste razonable” de su empleador, está protegido contra la discriminación, como ser despedido o degradado debido a su discapacidad. [8] Del mismo modo, su empleador debe proporcionarle adaptaciones razonables siempre que no impongan una “dificultad excesiva” a la empresa. [9]

Debe notificar a su empleador de inmediato si cree que está discapacitado porque ha estado expuesto a COVID-19. Una vez que les notifique, debe hacer su mejor esfuerzo para participar en un proceso interactivo de buena fe con ellos (eso significa terne comunicación frecuente con su empleador) para tratar de encontrar adaptaciones razonables. Las adaptaciones razonables pueden incluir el tiempo libre del trabajo o el teletrabajo, según cuáles sean las funciones esenciales de su trabajo y si esas adaptaciones impondrían una dificultad excesiva a la empresa. Su empleador puede solicitar información médica limitada para determinar qué adaptaciones son apropiadas, pero no se les permite acceso ilimitado a sus registros médicos. [10] 

Los trabajadores pueden tener protecciones adicionales bajo la Ley Estatal 

Algunos estados proporcionan leyes específicas que protegen a los empleados en cuarentena. Por ejemplo, Maryland prohíbe que un empleador despida a un empleado que se encuentre bajo aislamiento o cuarentena según lo orden del gobierno de Maryland. [11] Maryland también aprobó una Ley de Protección de Emergencias de Salud Pública de COVID-19, la cual prohíbe que los empleadores despidan a un empleado “únicamente sobre la base de que el empleado debe estar aislado o en cuarentena, o si la persona deja el empleo debido a un riesgo de ser expuesto o contraer infección al COVID-19 o para cuidar a un miembro de la familia debido a COVID-19”.

https://governor.maryland.gov/2020/03/19/governor-hogan-enacts-emergency-legislation-to-enhance-ongoing-response-to-covid-19/

Adicionalmente, algunos estados también brindan protecciones adicionales para los empleados discapacitados. Por ejemplo, según la Ley de Empleo y Vivienda Justa de California (FEHA, por sus siglas en ingles), existe una definición más amplia de discapacidad: según la FEHA, una discapacidad solo necesita “limitar” una actividad importante de la vida, en lugar de tener que cumplir con el requisito de “limitación sustancial” de la ADA. La protección también se extiende a los empleadores con 5 o más empleados. Las protecciones disponibles para los trabajadores discapacitados en Washington, DC bajo la Ley de Derechos Humanos de DCse extienden a todos los empleadores con 1 o más empleados.

Algunos estados también han promulgado leyes similares a FMLA que pueden proporcionar derechos adicionales. Por ejemplo, la Ley de Derechos de la Familia de California, proporciona protecciones similares a la FMLA. La Ley de Licencia Médica Familiar de DC también brinda una protección más amplia a los empleados en el Distrito, que cubre a los empleadores con 1 o más empleados y a los empleados que trabajaron solo 1000 horas en el último año.

Debe comunicarse con un abogado de empleo para determinar si tiene protecciones adicionales bajo las leyes estatales o locales.

¿Qué sucede si necesito tiempo libre para cuidar a un familiar infectado?

La FMLA también brinda hasta 12 semanas de protección laboral a los empleados para cuidar de un hijo, cónyuge o padre con una “condición de salud grave”. Su empleador debe ser un empleador cubierto bajo la FMLA, y usted debe cumplir con los otros requisitos de elegibilidad.

¿Me pueden despedir si tengo que quedarme en casa para cuidar a mis hijos debido al cierre de escuelas relacionado con COVID-19?

Conforme a la FCCRA, enmendada por la Ley de Emergencia Familiar y Médica, la FMLA se modificó temporalmente para permitir que un empleado tome licencia para cuidar a su hijo (menor de 18 años) si la escuela de su hijo está cerrada o si su guardería está cerrada o no disponible debido a una emergencia de salud pública relacionada con COVID-19. Esto significa que, si trabajó durante 30 días para un empleador con 500 empleados o menos, puede calificar para hasta 12 semanas de licencia laboral protegida. Si su empleador tiene más de 25 empleados, su trabajo generalmente estará protegido, y su empleador, con algunas excepciones, deberá reintegrarlo a un puesto igual o similar después de que termine su licencia. Sin embargo, los empleadores con menos de 25 empleados no están obligados necesariamente a reinstalarlo si su puesto es eliminado debido a la crisis COVID-19 si cumplen con ciertas condiciones.

Es importante destacar que los empleadores del personal de atención médica y los servicios de emergencia pueden elegir excluir a estas personas de estas disposiciones.

Algunos estados pueden proporcionar protección. Por ejemplo, el Código Laboral de California 230.8 prohíbe a los empleadores con 25 o más empleados discriminar a un padre o tutor de un niño en K-12 por tomar hasta ocho horas al mes y 40 horas al año de tiempo libre del trabajo, entre otras cosas, “[T] dirigirse a un proveedor de cuidado infantil o emergencia escolar, si el empleado notifica al empleador”.

Soy un trabajador de alto riesgo, pero no estoy enfermo. ¿Qué derechos tengo?

Si tiene otra condición médica que califica como discapacidad según la ADA, puede pedirle adaptaciones o acomodaciones razonables a su empleador. Dependiendo de las funciones esenciales de su trabajo, tales acomodaciones pueden incluir teletrabajo (trabajo desde su hogar), reestructuración laboral o incluso tiempo libre.

Estoy siendo acosado por mi raza u origen nacional debido a COVID-19

Como ha sucedido anteriormente en la historia, el primer grupo de personas en ser afectado o contraer una enfermedad durante una pandemia puede ser culpado y discriminado por otras personas debido a ser las primeras víctimas. En los Estados Unidos, el Título VII de la Ley de Derechos Civiles de 1964 prohíbe este acoso por motivos de raza, origen nacional y color, entre otras clases protegidas. El acoso crea un ambiente de trabajo hostil cuando hay conductas o comentarios severos o generalizados de manera que una persona razonable consideraría el lugar de trabajo intimidante, hostil o abusivo. El hostigamiento puede incluir pero no es limitado a insultos, bromas ofensivas, epítetos raciales, insultos, violencia física o amenazas de violencia, imágenes ofensivas y otras interferencias con su trabajo. El Título VII también protege a personas contra represalias por denunciar el acoso o participar en una investigación de acoso.

Si siente que está siendo acosado, debe quejarse con su empleador sobre la conducta, documentar el acoso y contactar a un abogado.

¿Puede mi empleador tomarme la temperatura o es un examen médico? ¿Pueden preguntarme acerca de síntomas específicos?

Por ahora sí. La ADA regula las consultas y exámenes médicos relacionados con la discapacidad en el lugar de trabajo. La ADA generalmente protege a los empleados de ser discriminados o excluidos del lugar de trabajo debido a su discapacidad, a menos que representen una “amenaza directa”. [12] Aunque tomar la temperatura de un empleado generalmente se considera un examen médico, es probable que puedan argumentan que COVID-19 representa una amenaza directa para otros empleados, lo que permite a los empleadores tomar su temperatura. Sin embargo, no todas las personas que tienen COVID-19 presentarán una temperatura, por lo que esta puede no ser una estrategia efectiva para los empleadores. De manera similar, en este punto, los empleadores probablemente podrán preguntar a los empleados si están experimentando síntomas específicos de COVID-19, pero deben mantener esta información confidencial. Del mismo modo, los empleadores no pueden revelar a otros empleados información médica confidencial sobre la discapacidad de ningún empleado individual.

¿Qué sucede si me quejo de las condiciones de trabajo inseguras en mi lugar de trabajo relacionadas con COVID-19?

La Administración de Salud y Seguridad Ocupacional (OSHA, por sus siglas en inglés) administra muchas leyes de salud y seguridad en el lugar de trabajo, y ha emitido una guía sobre una serie de regulaciones que pueden ser aplicables a la exposición del COVID-19 en el ámbito de trabajo. [13] Veintiocho estados tienen planes estatales aprobados por OSHA que operan programas estatales de salud y seguridad ocupacional, incluyendo Maryland, Virginia y California. Usted está protegido de represalias si decide informar acerca de inquietudes de salud y seguridad. Los plazos para presentar quejas de represalia pueden ser extremadamente cortos, a veces los plazos son tan cortos como 30 días. Comuníquese con un abogado inmediatamente si siente que está siendo objeto de represalias por denunciar problemas de salud y seguridad relacionados con COVID-19.

Algunos estados tienen protecciones adicionales para las personas que alzan la voz al denunciar violaciones de pólizas o políticas públicas.

¿Qué ocurre con mis ingresos perdidos? 

Según la FFCRA, enmendada por la Acta de Emergencia de Expansión de Licencia Médica Familiar, si usted es un empleado de tiempo completo y califica para FMLA de emergencia, después de un período de espera de 10 días, su empleador debe pagarle dos tercios de su tasa de pago regular por la cantidad de horas que normalmente ha trabajado hasta un máximo de $ 200 por día, con un límite de $ 10,000 en total. Los empleados a tiempo parcial también pueden tener derecho a vacaciones pagadas según el promedio de horas trabajadas en los seis meses antes de tomar la licencia de emergencia. Puede usar días o horas de vacaciones acumuladas, licencia personal o licencia médica por enfermedad durante ese período de espera de 10 días sin pago. 

La FFCRA también incluye la Ley de Licencia por Enfermedad Pagada de Emergencia que requiere que los empleadores brinden a los empleados a tiempo completo hasta 80 horas de licencia por enfermedad remunerada, y a los empleados a tiempo parcial con licencia por enfermedad remunerada por “una cantidad de horas que dicho empleado trabaja, en promedio, durante un período de 2 semanas” por una razón de calificación. Las razones de calificación incluyen:

• Estar en cuarentena por orden de un gobierno federal, estatal, y local dado a COVID-19, o por cuidar a alguien que ha estado puesto en cuarentena. 

• Ser aconsejado por su proveedor de salud a estar en cuarentena por su propia voluntad por razones del COVID-19, o si está cuidando a alguien en cuarentena que ha sido aconsejado por un proveedor de salud estar en cuarentana.

• Estar buscando o esperando un diagnostico medico porque está experimentando síntomas relacionados con COVID-19. 

• Estar al cuidado de su hijo(a) porque su escuela o centro de cuidado infantil está cerrado o no está disponible debido a las precauciones por COVID-19. 

• El experimentar una “condición substantiva similar” al COVID-19. 

Si califica, los empleados pueden tener derecho a hasta $ 511 por día y $ 5110 en total por tomarse un tiempo libre porque está en cuarentena o está buscando una opinión de su proveedor de salud para los síntomas de COVI-19; y los cuidadores pueden tener derecho a hasta $ 200 por día y $ 2000 en total. Si reúne los requisitos para la licencia por enfermedad remunerada en virtud de esta Ley, su empleador no puede exigirle que encuentre a alguien que cubra su turno mientras utiliza el tiempo de enfermedad pagado. Su empleador tampoco puede exigirle que use otras licencias pagas proporcionadas por el empleador antes de usar el tiempo de enfermedad pagado bajo esta Ley.

Una vez más, la Ley permite exclusiones para empleadores de proveedores de servicios de salud y personal de respuesta a emergencias, así como posibles exenciones para pequeñas empresas con menos de 50 empleados si “pondría en peligro la viabilidad del negocio”.

Es importante destacar que su empleador no puede discriminarlo ni tomar represalias contra usted por tomar vacaciones pagadas bajo esta Ley, o por presentar una queja relacionada con esta Ley.

A partir del 12 de marzo de 2019, el Departamento de Trabajo también anunció una nueva orientación a los estados con respecto a la flexibilidad para administrar sus programas de seguro de desempleo durante la pandemia COVID-19. “[La ley federal] permite a los estados pagar beneficios cuando: (1) Un empleador cesa temporalmente las operaciones debido a COVID-19, evitando que los empleados vengan a trabajar; (2) Un individuo es puesto en cuarentena con la expectativa de regresar al trabajo después de que termine la cuarentena; y (3) Un individuo deja el empleo debido a un riesgo de exposición o infección o para cuidar a un miembro de la familia. Además, la ley federal no exige que un empleado renuncie para recibir beneficios debido al impacto de COVID-19”. (https://www.dol.gov/newsroom/releases/eta/eta20200312-0)

Si su infección por COVID-19 surgió de su empleo o durante su empleo, las leyes estatales de compensación de trabajadores también pueden proporcionar protección laboral, tratamiento médico y reemplazo de salarios. Algunos estados ya han ordenado a sus respectivos departamentos de trabajo que garanticen la protección de la compensación laboral para ciertas clases de empleados, incluidos los trabajadores de la salud y los socorristas.

También puede obtener un reembolso salarial a través del seguro de discapacidad a corto plazo estatal o privado, dependiendo de si está enfermo y / o califica como discapacitado.

El Congreso está considerando planes adicionales de reemplazo de salarios, incluido un plan de estímulo que puede incluir $ 1000 por cada adulto y $ 500 por cada niño, pagado directamente a cada estadounidense dentro de las nueve semanas.

¿Qué debo hacer si creo que he sido objeto de acoso, discriminación o represalia?

Si cree que ha sido objeto de discriminación, debe actuar rápidamente para proteger sus derechos. Hay límites de tiempo estrictos llamados “estatutos de limitaciones” que rigen cuándo puede presentar sus reclamos. Esos límites de tiempo difieren dependiendo de qué reclamo esté haciendo. Póngase en contacto con un abogado para que lo ayude a proteger sus derechos. Aquí hay algunos enlaces útiles a agencias donde puede informar infracciones:

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