Sorry, Marcia . . . it’s not about you this time. Jan is speaking. And we need to listen.

Well, ok, it’s not Jan Brady, this time. It’s one of my favorite websites, the Job Accommodation Network (JAN). JAN is an invaluable resource for anyone who deals with requests for accommodation.

JAN has published strategies for employers to implement creative solutions to allow disabled workers to perform their essential job duties, whether in the office or remotely. JAN’s advice is a great resource. It provides guidance to employer’s regarding workers who have disabilities that place them at higher risk for developing complications from COVID-19.

General Solutions for Limiting Exposure

JAN suggests employers take steps to limit exposure to COVID-19 for their employees. These steps include educating the workforce on CDC guidelines on limiting exposure, requiring employees exhibiting symptoms of illness to stay home, and providing protective equipment. JAN also suggests employers limit the need to touch communal surfaces and whether or not electronic doors, touchless faucets, or other touchless devices could be installed. Employers should also clean and disinfect routinely and if in an office building, work with their building management to provide effective air filters and ventilation.

Solutions to Physical Distancing Needs

JAN directs employers to establish physical distancing policies and use signage, floor markers, and other visual aids to remind employees about distancing requirements. Employers should also limit the number of employers allowed in break rooms, kitchens, and other communal spaces. Employers should also restructure job duties and expectations to limit face-to-face contact. Employers should modify work schedules and implement policies regarding telework. For employers who cannot allow telework, they should properly distance work spaces and consider installing protective panels or shields.

Address Communication Needs

Employers must remain cognizant of varying communication needs when implementing policies to combat the spread of COVID-19. This includes allowing various communication tools, conducting meetings and trainings utilizing virtual meeting platforms, and limiting the number of people allowed to attend in-person meetings. Employers should also consider the needs of employees who read lips and make necessary changes to mask requirements.

Consider Accommodations

If the changes JAN provided cannot sufficiently limit the risk of exposure to COVID-19, JAN urges employers to consider providing certain employees with either telework opportunities or leave in accordance with existing laws and employer leave policies.

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About the Author: Alejandro Pérez is a partner at Jaburg Wilk. Fully bilingual, Alejandro assists employers of all sizes with labor and employment law issues. In addition to representing clients in litigation, Alejandro provides advice and counsel on HR decisions; conducts sensitive workplace investigations; drafts and reviews employment policies, handbooks, and agreements; and trains workforces on a variety of aspects of employment law.

This blog is provided for educational and informational purposes only.  To speak with an attorney, please contact our office at 602.248.1000 or email info@jaburgwilk.com