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Federal Laws that May Protect Employees from Coronavirus Hazards

Posted on: August 28th, 2020 by

Businesses across the United States have closed their doors to comply with state-wide closures and mandates.

The Illinois Governor issued a “stay-at-home” order back in March, and it is unclear when it will be lifted. However, some parts of the country are starting to lift restrictive orders, at least for certain businesses.

Businesses have had to respond by laying off workers, cutting back hours significantly, and even shutting down altogether. However, as companies restart operations, some workers may not be comfortable going back to work. Certain federal laws may protect workers who are not comfortable working in their positions if they are not sufficiently safeguarded from the potential spread of COVID-19.

The Occupational Safety and Health Act of 1970

Many workers are generally familiar with OSHA, which is a federal agency that is designed to help promote the health and safety of the United States workforce. What they may not realize is that OSHA provides rights to workers if they feel that their workplace is unsafe, even before an injury occurs.

In general, employers are required to ensure that their team’s workplace is free from hazards that are likely to cause death or serious physical harm. The potential physical harm component has traditionally included viruses and other infectious diseases or risks.

In the context of COVID-19, that typically means that employers should:

OSHA regulations state that if an employee “refuses in good faith to expose himself to the dangerous condition, he [will] be protected against subsequent discrimination.” In some situations, that regulation can give you the option to refuse to work in an unsafe environment without fear of termination and to take legal action if the employer retaliates against you for complaining about unsafe work areas.

The Americans with Disabilities Act

Employees who have certain disabilities may be at a higher risk if they are exposed to COVID 19. Examples may include those with diabetes, asthma, heart problems and those with compromised immune systems due to cancer or other medical conditions. The ADA requires employers to provide reasonable accommodations to these employees where possible. This may include working remotely, allowing the employee to work in an area away from other employees and customers, or other reasonable alternatives. The employee should provide a written note from their physician indicating what accommodations may be needed. If the employer denies this request, you should seek out an employment lawyer immediately.

Application of These Federal Laws

The unique circumstances that COVID-19 has created make many people unsure of what an unsafe working environment looks like. It is unclear how or even whether these protections will protect workers in many situations, but it seems like this is the very situation in which these laws should apply.

If you have serious concerns about the safety of your working environment, you may have legal options. The employment lawyers at Goldman & Ehrlich can help. Call today or contact us online, for more information or to set up a consultation: 312-332-6733.