COVID-19 Preparedness Employers across the world are responding to the developing information on the coronavirus ( referred to as COVID-19 ). While there are many considerations , and many fact-specific considerations based on the nature of the workforce , employers should keep these tips in mind when developing internal response plans and procedures :
1 . Prepare an employee communication that reminds employees about available resources both about the virus ( e . g ., through links to the Center for Disease Control ( CDC ) website ) as well as about general ways to avoid spreading the virus . Helpful information can be taken from the CDC or World Health Organization ( WHO ) websites .
2 . Human Resources representatives , as well as managers and supervisors , should be provided with a consistent message to respond to employee questions and concerns , and employees should be provided contact information to direct their questions .
3 . Communication systems should be in place that enable employers to provide employees with timely updates and , if necessary , information about worksite closures . Likewise , employers should review their systems to ensure that they can support a potential situation where a significant number of employees need to work from home .
4 . In some circumstances , employees have a right to refuse to perform their work if they believe it is not safe to do so .
5 . Many employees have a right to discuss the terms and conditions of their employment with one another , including related to employer coronavirus response , and employers cannot have a policy or practice of preventing these discussions .
6 . Wage and hour law , as well as employer policies , will affect how employees are paid in the case of a worksite closure or requirements to remain at work .
7 . Employees who are absent from work may be entitled to leave from work under federal or state law or employer policy .
8 . Texas law prohibits employers from terminating employees who cannot come to work or leave work under certain emergency circumstances .
9 . Employers should promptly and thoroughly address any discriminatory or harassing conduct based on race or national origin in relation to countries from which coronavirus may have been transmitted .
10 . Employers must be thoughtful in dealing with employees who may be ill to avoid claims that they are regarding the employee as disabled in manner that violates the ADA . Additionally , employers need to be thoughtful about maintaining information about an employee ’ s diagnosis in a confidential manner , although some information may need to be shared to appropriate individuals if employees are diagnosed with the virus .
Contact Bracewell ’ s labor and employment team to discuss any of these tips or questions you may have .