COVID-19 Viewpoints

This article provides details on the travel ban announced by President Trump on March 11, 2020 in his speech regarding the coronavirus.

In our recent blog posts, we discussed the impact coronavirus / COVID-19 is having on the workforce, and what employers should or should not be doing in response to the outbreak.  On March 11, 2020, the World Health Organization’s (“WHO”) declared the coronavirus outbreak is a “pandemic.”

One of the most pressing questions presented by the COVID-19 coronavirus is how companies can balance employees’ health and wellbeing (including both virus-related symptoms and associated anxieties) with the business’s operating needs. Although not a cure-all, the implementation of teleworking (i.e. remote working) is one way that certain equipped companies can keep their employees (and those they interact with) safe, without significantly impacting business operations. In this post, we highlight the benefits of teleworking, where possible, and suggest best practices for employers looking to institute temporary teleworking arrangements.

The CDC and other governmental agencies have been critical in guiding employers with recommended protocols for the physical health and safety of employees and other individuals in our workplaces. While an employee’s physical well-being is important, employers should not overlook the mental health issues impacting employees in connection with their response to the coronavirus pandemic in the workplace.

On March 12, 2020, the IRS issued notice 2020-15, providing that a health plan will not fail to be a High Deductible Health Plan (HDHP) merely because it provides testing for and treatment of COVID-19 without a deductible or subject to a reduced deductible. Therefore, an individual who participates in such a plan may continue to participate in a Health Savings Account (HSA).

This alert reviews USCIS’s requirements for Form I-9 — required for all new hires in the United States — and the special challenges that completing the form poses in light of the spread of the coronavirus, COVID-19.

Read about updated CDC and DOS travel guidance for Iran, Italy, China, South Korea, Japan, and Hong Kong and President Trump's entry ban for foreign nationals who have been in Iran within 14 days.

In light of the Coronavirus’s continued impact in the workplace, this post reviews the CDC’s newly issued guidelines for businesses, and dives deeper into how employers can lawfully navigate the Americans with Disabilities Act (ADA), sick time laws, and other leave laws, while maintaining the safety of their workforce.

This alert covers recent State Department and US Consulate notices regarding restrictions on entry into the US related to the spread of the coronavirus.

Read about the administration's temporary suspension, effective Feb. 2, of the entry of non-US citizens or permanent residents who have been in China, excluding Hong Kong and Macau, during the prior 14 days.

This immigration alert provides details on a proclamation from President Trump extending the travel ban as well as an announcement that the United States is temporarily suspending the entry of foreign nationals who have been in China.

The recent outbreak of the Coronavirus in Wuhan, China, which has spread to the United States with new cases being reported every day, has the global community on high alert. While employers would be wise to leave the containment and treatment of the virus to medical experts, disease outbreaks present a unique set of employment law issues for many businesses, especially for those that require international travel as an essential job function for their employees.  This post addresses some of the employment issues raised by the Coronavirus outbreak.  (Note: we recognize events on the ground are fluid, and therefore will update this post as necessary.)