Much has been asked of the doctors, nurses, and other healthcare workers fighting the COVID-19 pandemic. Our Executives & Professionals Practice Group is proud to represent several of them, and we owe all the frontline heroes and first responders our deepest gratitude - especially when hospitals that are short on staff and protective gear assign them new job duties to address patient needs. The irony is that when healthcare workers are deployed and redeployed where they are needed most, employers may limit those workers' rights and the ability to safeguard their health and their family members' well-being .
Few employees and executives have been spared the impacts of the COVID-19 coronavirus. Whether because of illness to themselves or family members, childcare or school closures, or disruption in the workplace, it has been anything but business as usual for the majority of the workforce. However, individuals who find their ability to work impacted because of health concerns or caregiving responsibilities related to the coronavirus may have protections under the law.
The coronavirus has hit multinational employees hard in every part of the world. U.S. expatriates living abroad and E.U. expats working in the U.S. have been subject to travel bans, embassy closures, shelter-in-place orders, widespread work shutdowns, mass terminations, and furloughs on both sides of the pond and around the globe. New laws and regulations in their home and host countries offer substantive benefits for employees who are forced to work remotely, caring for sick children and family members, or caring for themselves if struck with the COVID-19 virus. Figuring out if and how these laws apply can be daunting to expatriate workers at all levels. Having legal employment counsel involved in helping to make decisions as well as coordinating the expats' legal and financial needs with other professionals is key.
The United States is facing an unprecedented pandemic of the highly contagious Coronavirus. Restaurant and hospitality workers in our nation's capital are at particular risk because of the high number of individuals with whom they interact each day. Although there is no federal law requiring private businesses to compensate workers for time off due to illness, the Washington D.C. Accrued Sick and Safe Leave Act requires employers - including restaurants and bars - to provide paid sick leave.