Travel looks different now than ever before — especially for this shark. Last month in Myrtle Beach, a large bird plucked a shark out of the water and flew around with it. And best of all, there’s video! (Thanks @RexChapman for always keeping me entertained.)
Travel is different for people now too. Several states require people to quarantine if they travel to certain hot spots. New York, New Jersey and Connecticut require a 14-day quarantine if you return from any of 19 states, including popular summer vacation spots like Florida and South Carolina (Visit S.C.: We’ve Got Flying Sharks!). Other states with mandatory post-travel quarantines are listed here (as of 7/10/2020).
What to do when your employees vacation to a spot that requires post-visit quarantine? And what if temps, employed by a staffing agency, travel to a hot spot and want to return to work? Can you impose the same rules?
Let’s start with employees. Sometimes travel to a hotspot may be appropriate (visit a dying relative, attend funeral, military training). But personal vacation presents a problem. Employees should not be allowed to turn a one-week vacation into a three-week boondoggle.
Decide on a policy, then provide advance notice. You can remind employees of mandatory post-travel quarantine rules and, during a pandemic, you are allowed to ask employees where they are going on vacation. This is a matter of public health and employee safety.
Consider posting a notice that urges employees to avoid any personal travel to a hotspot, advising that they will not be permitted back in the workplace for 14 days (if your state requires). Let them know that if they are unable to work from home, this 14-day period is not an excused absence. Advise employees that normal attendance rules will apply, and two weeks of unexcused absences may subject them to termination. Or let them use and max out vacation and PTO during the 14-day period. Or apply normal attendance rules but cap the discipline at a final written warning.
You can impose different rules for employees who can work from home. Let them work from home. The policy I suggest above is for people who are expected to be onsite to work. The point is that you’re giving them one week off, not three.
You have many options, but be sure to notify employees in advance of the consequences of their voluntary travel decisions. You can require employees to sign the notice when they request vacation time or before they leave.
Can you do the same with your temps who are employed by staffing agencies? You might funnel the notice through the staffing agency but, in principle, yes. This is a matter of public health, and you should not have individuals onsite if your state has ordered that they be quarantined. You can ask your temps where they are going, and you can warn them that you will ask the staffing company to end their assignments if they take a vacation that subjects them to mandatory quarantine.
So if you go to South Carolina and live in selected states, be prepared to lose your job upon returning home. But at least while you’re gone, you may be able to watch flying sharks.
© 2020 Todd Lebowitz, posted on WhoIsMyEmployee.com, Exploring Issues of Independent Contractor Misclassification and Joint Employment. All rights reserved.