Users' questions

What should be done if an employee tests positive for COVID-19?

What should be done if an employee tests positive for COVID-19?

If an employee is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA). Those who have symptoms should self-isolate and follow CDC recommended steps.In most workplaces, those potentially exposed but with no symptoms should remain at home or in a comparable setting and practice social distancing for 14 days.

Should I let my employee come to work after being exposed to COVID-19?

Bringing exposed workers back should not be the first or most appropriate option to pursue in managing critical work tasks. Quarantine for 14 days is still the safest approach to limit the spread of COVID-19 and reduce the chance of an outbreak among the workforce.

Can a company prohibit me from eating with co-workers?

But for an employer to prohibit generally an employee from socializing with co-workers off the clock and off premises is dangerous and likely unlawful directive to an employee. So there you have it. But I want to know more about your employer’s rationale for telling you not to eat with coworkers. Can you reply in the comments with more context?

Can an employer prohibit me from hiring away coworkers?

On the other hand, a nonsolicitation agreement that merely prohibits you from actively reaching out to former coworkers about job opportunities is more likely to be enforced. However, even then, the agreement should be limited in time (for example, one or two years) and scope (for example, limited to coworkers with whom you worked).

Can an employer prohibit employees from dating one another?

(Check your state and local laws for exceptions, which do exist and are usually centered on employee privacy or limitations for employers on prohibiting nonwork activities.) However, even if legal, banning any work romantic involvement can come with its own consequences. Many people meet at work before beginning a romantic relationship.

Can a company prohibit me from talking about work conditions?

The National Labor Relations Act (NLRA) prevents employers from interfering with employees discussing wages and working conditions with each other … and even if you weren’t talking about work at all at these dinners, a prohibition on them would likely be considered to have a chilling effect on your rights under the NLRA.

But for an employer to prohibit generally an employee from socializing with co-workers off the clock and off premises is dangerous and likely unlawful directive to an employee. So there you have it. But I want to know more about your employer’s rationale for telling you not to eat with coworkers. Can you reply in the comments with more context?

On the other hand, a nonsolicitation agreement that merely prohibits you from actively reaching out to former coworkers about job opportunities is more likely to be enforced. However, even then, the agreement should be limited in time (for example, one or two years) and scope (for example, limited to coworkers with whom you worked).

Can a employer legally forbid a co-worker from dating?

That law could be invoked by the wounded party in a broken relationship. An employer can be liable for discrimination against other employees who were qualified for those benefits. However, the EEOC states that simple favoritism toward a lover or spouse, or even a friend, is not discriminatory.

Can a company prohibit you from socializing outside of work hours?

But absent a legitimate reason like these, they’re on very thin ice trying to prevent you from socializing with coworkers outside of work hours.