Allowing employees to telecommute is an excellent accommodation. While this option supports continued business productivity, be sure to properly track the time worked so that you do not expose your business to claims for unpaid wages or overtime.
Be sure to centralize and communicate decisions regarding who can and who cannot telecommute. This will limit the risk of claims for discriminatory disparate treatment.
Take extra care to protect employees against racial or ethnic bias.
Avoid sharing medical information provided by employees asking for reasonable accommodations, including working from home.
Make sure to clearly convey expectations to employees, including ways to plan at least 30 days ahead of scheduled meetings and deadlines.
Please feel free to reach out to David Gabor, Katherine Brustowicz, or Virginia Peabody of the Wagner Law Group’s Employment Law practice to discuss how to minimize employment-related risks during these unsettling times.
