What should be done if an employee tests positive for COVID-19?
What should be done if an employee tests positive for COVID-19?
If an employee is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA). Those who have symptoms should self-isolate and follow CDC recommended steps.In most workplaces, those potentially exposed but with no symptoms should remain at home or in a comparable setting and practice social distancing for 14 days.
What is an attestation in the context of COVID-19?
An attestation is a statement, writing, entry, or other representation under 18 U.S.C. § 1001 that confirms that the information provided is true.
What should I do if I don’t provide paid sick leave to my employees during the COVID-19 pandemic?
See full answerEmployers that do not currently offer sick leave to some or all of their employees may want to draft non-punitive “emergency sick leave” policies. Ensure that sick leave policies are flexible and consistent with public health guidance and that employees are aware of and understand these policies.The Families First Coronavirus Response Actexternal icon (FFCRA or Act) requires certain employers to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. Employers with fewer than 500 employees are eligible for 100% tax credits for Families First Coronavirus Response Act COVID-19 paid leave provided through December 31, 2020, up to certain limits.
When to take disciplinary action for poor performance?
Negative behavioural strategies or disciplinary action are useful in situations when it is critical for the employee to be aware of their poor performance and when it is important to signal to other employees the standards of expected behaviour.
What are the different types of disciplinary action against an employee?
Action by an employer against an employee which does not (at least immediately) result in termination of employment falls into two general categories: inappropriate conduct or misconduct.
Can I bring a dispute about disciplinary action to the Fair Work Commission?
It is not straightforward to bring a dispute about disciplinary action or performance management to the Fair Work Commission. It is necessary to consider what the motivation of the employer is in taking the action against you and whether there is any evidence beyond your mere belief.
Do I need a support person at a disciplinary meeting?
You should take a support person with you to any disciplinary meeting both to provide moral support and to act as an independent observer. Your support person should make notes of what is said at the meeting.
