Know Your Rights. Speak to a Los Angeles Workplace Lawyer
While many people in various fields are currently telecommuting, some key employees in different companies are still compelled to work. In comparison, others are worried about the dangers they face by commuting to work through public transportation and sitting close to colleagues in the workplace who might carry the virus.
Employers and managers can use this chance to educate workers about useful measures they would all be able to avoid infection. Employers should execute special procedures to guard their staff as expected under the circumstances to prevent any new COVID-19 infections.
OSHA and CDC Advice Regarding COVID-19 Workplace Safety Guidelines
Both OSHA and the CDC have provided guidelines to organizations on the best ways to deal with COVID-19. The details of a work environment security policy differ by employer. OSHA has recognized the following reasonable COVID-19 safety measures that employees should consider:
- Social Distancing
Employers are required to execute policies and encourage people to exercise social distancing whenever the circumstance allows. That implies maintaining a distance of 6 feet apart and avoiding large crowds. Employers may confine business inhabitants to a specific number of employees and clients to follow the social distancing rules.
- Worker Use of PPE
The use of PPE is ordinary in many workspaces in light of COVID-19. OSHA requires employers to prepare workers on the right PPE usage appropriately.
The CDC proposes that whenever a person is out in public, they should wear fabric face covers in open places where it is hard to keep up social distancing measures.
OSHA says that where cloth face covers are not suitable in the workplace or during particular duties, organizations can give PPE, for instance, face shields or potentially careful veils, rather than urging workers to put on fabric face masks.
Like cloth face masks, both surgical masks and face shields contain the wearer’s contagious respiratory beads and help limit COVID-19 transmission to other people.
Numerous companies in regions influenced severely by COVID-19 have reported that they prefer workers to telecommute.
- Recordkeeping and Reporting Requirements
OSHA demands that specific employers track various work-related diseases and wounds.
There is an administrative exclusion for recording standard cold and influenza, but OSHA has considered COVID-19 as a recordable disease – especially when someone gets sick at work.
Furthermore, certain employers might be liable for reporting prerequisites under state law if they have a sensible conviction that a vast sickness is available in the working environment.
- Set up Flexible Sick Leave Guidelines
Employers should guarantee that sick leave guidelines are adaptable and beneficial to someone’s health.
Policies should be set up to allow workers to remain at home to look after their sick relatives. Those organizations that don’t as of now offer sick leave should consider actualizing non-punishable sick leave guidelines. Any inability to provide time off is grounds for a lawsuit.
- Maintain Routine Cleaning Schedules
Employers must have a regular cleaning and sanitizing plan set up before reopening.
Efficient routine cleaning is intended to decrease the danger of contracting COVID-19 for employees and clients. Employers should create a schedule for regular cleaning and disinfection. You can get more insights from our employment attorney in Los Angeles.
Establish an Employee Training Program to Inform Workers on How to Reduce the Spread of COVID-19
CDC guidance says that businesses should set precise desires with their workers concerning sickness and personal cleanliness.
Workers should:
- Remain at home if they get ill.
- Ensure they wash their hands regularly using soap and water for more than 20 seconds.
- Utilize a hand sanitizer that constitutes 60% alcohol.
Are you experiencing difficulties at work? Our Los Angeles workplace lawyer is ready to listen to your concerns.
Anti-Retaliation
It is illegal for any employer to retaliate against employees for addressing COVID-19 concerns. Businesses must guarantee that all employees comprehend their rights to a safe workplace, regardless of where they stand on the issue, and feel comfortable raising any concerns to their managers.
Do you know an employee who was fired for refusing to work because of Coronavirus? File a claim with our wrongful termination attorney from Mann & Elias.
Have you made contact with someone who has tested positive for the coronavirus infection? It is advised that such people must self-quarantine for 14 days to see whether they show signs of the disease.
Be wary of the stigmas of travel. Discrimination cases can emerge if a worker or employer is singling out individuals for visiting from certain places. Because most COVID cases developed from China, employers need to treat all workers who may be exposed equally, even if the workers are of Asian origin.
Bottom Line
Moreover, the rules inform employers to remember OSHA’s principles about guarding employees against getting sick in the work environment, even as employees return to their workplaces. Employers should move both rapidly and cautiously to choose what is best for their employees. Maybe you have a few inquiries concerning this subject or various employment matters. Don’t hesitate to contact our employment attorney in LA.