As the country begins to reopen and employees begin taking summer vacations, employers are receiving more questions and having to make more decisions about how to handle employee travel and return-to-work issues due to COVID-19. Can employers require employees to notify them of their travel plans, even if just domestic travel? Can they prohibit employees from any out-of-state travel or require employees to self-quarantine at home following travel? And does the employer have to pay the employee if it requires the employee to self-quarantine?
Amy Adolay, partner at the law firm of Krieg DeVault is an expert in employment law and leads the firm's Labor and Employment Practice Group. She counsels employers on complex human resources issues that arise on a daily basis in the workplace and defends employers before administrative agencies and in state and federal courts. She regularly handles a wide variety of types of claims, including discrimination, harassment, retaliation, family and medical leave, disabilities, unemployment compensation, wage and hour, and restrictive covenants.
Throughout each stage of the COVID-19 pandemic, we have consulted with Amy as new legal and regulatory issues for employers have bubbled to the surface. Now that we have entered the vacation season and restrictions are beginning to ease, we asked Amy to provide some general information to help employers navigate the complex issues surrounding their employees' summer travel plans.
Disclaimer. The contents of this guide should not be construed as legal advice or a legal opinion on any specific facts or circumstances. The contents are intended for general informational purposes only, and you are urged to consult with counsel concerning your situation and specific legal questions you may have.