Companies are rightfully concerned about the Zika virus, particularly those with employees that travel to the Caribbean, Central America and South America. In a recent blog post, Natalie Young of Mintz Levin Cohn Ferris Glovsky and Popeo outlines employment law considerations relating to the virus. Here are some of her pointers:
• Be careful not to accidentally discriminate: Though well-intentioned, mandatory medical exams or quarantines of staff are a bad call. The Americans with Disabilities Act prohibits mandatory medical exams unless there is a “direct threat” to the workplace, says Young. Zika isn’t spread through regular workplace interactions, so there’s no basis. And since public health agencies haven’t been isolating individuals with the virus, employers certainly shouldn’t be doing so.
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