Gathering in person for nonprofit programs, religious worship, and work: how does a nonprofit engage in these activities mid-pandemic? With masks becoming ubiquitous, people yearning to connect, and Zoom tolerance tiring, nonprofit leaders are taking a variety of approaches for operating amidst coronavirus-related restrictions. In our law practice, we are seeing precautions for religious worship, school activities, and other social service programming.
This week the additional $600 of Federal Pandemic Unemployment Compensation ("FPUC") authorized under the Coronavirus Aid, Relief, and Economic Security Act ("CARES") and paid to millions out of work due to the coronavirus is set to expire. Unless Congress reaches a consensus to continue FPUC, unemployment benefits will return to pre-pandemic levels after July 31.
What happens when an employee reports COVID-19 symptoms or close contact with another person who has tested positive for COVID-19? Upon receipt of such information, employers must be mindful of their dual obligations: (1) to protect the confidentiality of the employee’s sensitive medical information, and (2) to take reasonable measures to protect all employees’ safety and care, including making careful disclosures. While these obligations may exist in some tension, employers can properly navigate both duties. Here’s how.