EEOC Updates Employer Guidance on Coronavirus and the ADA

On April 23, 2020, the Equal Employment Opportunity Commission (EEOC) issued additional answers to frequently asked questions (FAQs) about how employers should comply with the Americans with Disabilities Act (ADA) while also observing all applicable emergency workplace safety guidelines during the coronavirus pandemic. The new FAQs were added to guidance that the EEOC previously issued on March 18, April 9, and April 17, 2020.

The FAQs draw from the EEOC’s existing pandemic publication, Pandemic Preparedness in the Workplace and the ADA, to help employers navigate workplace issues related to the coronavirus (COVID-19). In particular, the EEOC’s FAQs include information from a section of the publication that answers employer questions about what to do after a pandemic has been declared. This HR Compliance Bulletin contains the EEOC’s updated FAQs.

Employers are subject to the ADA if they have 15 or more employees. Smaller employers may be subject to similar rules under applicable state or local laws.

All employers should follow the most current guidelines and suggestions for maintaining workplace safety, as issued by the Centers for Disease Control and Prevention (CDC) and any applicable state or local health agencies.

Employers with 15 or more employees should also become familiar with and follow the guidance provided in the EEOC’s FAQs about ADA compliance. These and all smaller employers should ensure that they comply with state and local anti-discrimination laws as well.

A. Disability-Related Inquiries and Medical Exams

A.1. How much information may an employer request from an employee who calls in sick, in order to protect the rest of its workforce during the COVID-19 pandemic?

During a pandemic, ADA-covered employers may ask employees if they are experiencing symptoms of the pandemic virus. For COVID-19, these include symptoms such as fever, chills, cough, shortness of breath or sore throat. Employers must maintain all information about employee illness as a confidential medical record in compliance with the ADA.

A.2. NEW AS OF APRIL 9, 2020: When screening employees entering the workplace during this time, may an employer only ask employees about the COVID-19 symptoms EEOC has identified as examples, or may it ask about any symptoms identified by public health authorities as associated with COVID-19?

As public health authorities and doctors learn more about COVID-19, they may expand the list of associated symptoms. Employers should rely on the CDC, other public health authorities and reputable medical sources for guidance on emerging symptoms associated with the disease. These sources may guide employers when choosing questions to ask employees to determine whether they would pose a direct threat to health in the workplace. For example, additional symptoms beyond fever or cough may include new loss of smell or taste as well as gastrointestinal problems, such as nausea, diarrhea, and vomiting.

A.3. When may an ADA-covered employer take employees’ body temperature during the COVID-19 pandemic?

Generally, measuring an employee’s body temperature is a medical examination. Because the CDC and state/local health authorities have acknowledged community spread of COVID-19 and issued attendant precautions, employers may measure employees’ body temperature. However, employers should be aware that some people with COVID-19 do not have a fever.

A.4. May employers require employees to stay home if they have COVID-19 symptoms?

Yes. The CDC states that employees who become ill with symptoms of COVID-19 should leave the workplace. The ADA does not interfere with employers following this advice.

A.5. When employees return to work, may an employer require doctors’ notes certifying their fitness for duty?

Yes. These inquiries are permitted under the ADA either because they would not be disability-related or would be justified under the ADA standards for disability-related inquiries. As a practical matter, however, doctors and other health care professionals may be too busy during and immediately after a pandemic outbreak to provide fitness-for-duty documentation. Therefore, new approaches may be necessary. For example, employers could rely on local clinics to provide a form, stamp or e-mail to certify that an individual does not have the pandemic virus.

A.6. NEW AS OF APRIL 23, 2020: May an employer administer a COVID-19 test (a test to detect the presence of the COVID-19 virus) before permitting employees to enter the workplace?

The ADA requires that any mandatory medical test of employees be “job related and consistent with business necessity.” Applying this standard to the current circumstances of the COVID-19 pandemic, employers may take steps to determine if employees entering the workplace have COVID-19 because an individual with the virus will pose a direct threat to the health of others. Therefore an employer may choose to administer COVID-19 testing to employees before they enter the workplace to determine if they have the virus.

Consistent with the ADA standard, employers should ensure that the tests are accurate and reliable. For example, employers may review guidance from the U.S. Food and Drug Administration about what may or may not be considered safe and accurate testing, as well as guidance from CDC or other public health authorities, and check for updates. Employers may wish to consider the incidence of false-positives or false-negatives associated with a particular test. Finally, note that accurate testing only reveals if the virus is currently present; a negative test does not mean the employee will not acquire the virus later.

Based on guidance from medical and public health authorities, employers should still require—to the greatest extent possible—that employees observe infection control practices (such as social distancing, regular handwashing, and other measures) in the workplace to prevent transmission of COVID-19.

B. Confidentiality of Medical Information

B.1. NEW AS OF APRIL 9, 2020: May an employer store in existing medical files information it obtains related to COVID-19, including the results of taking an employee’s temperature or the employee’s self-identification as having this disease, or must the employer create a new medical file system solely for this information?

The ADA requires that all medical information about a particular employee be stored separately from the employee’s personnel file, thus limiting access to this confidential information. An employer may store all medical information related to COVID-19 in existing medical files. This includes an employee’s statement that he has the disease or suspects he has the disease, or the employer’s notes or other documentation from questioning an employee about symptoms.

B.2. NEW AS OF APRIL 9, 2020: If an employer requires all employees to have a daily temperature check before entering the workplace, may the employer maintain a log of the results?

Yes. The employer needs to maintain the confidentiality of this information.

B.3. NEW AS OF APRIL 9, 2020: May an employer disclose the name of an employee to a public health agency when it learns that the employee has COVID-19?

Yes.

B.4. NEW AS OF APRIL 9, 2020: May a temporary staffing agency or a contractor that places an employee in an employer’s workplace notify the employer if it learns the employee has COVID-19?

Yes. The staffing agency or contractor may notify the employer and disclose the name of the employee, because the employer may need to determine if this employee had contact with anyone in the workplace.

C. Hiring and Onboarding

C.1. If an employer is hiring, may it screen applicants for COVID-19 symptoms?

Yes. An employer may screen job applicants for symptoms of COVID-19 after making a conditional job offer, as long as it does so for all entering employees in the same type of job. This ADA rule applies regardless of whether the applicant has a disability.

C.2. May an employer take an applicant’s temperature as part of a post-offer, pre-employment medical exam?

Yes. Any medical exams are permitted after an employer has made a conditional offer of employment. However, employers should be aware that some people with COVID-19 do not have a fever.

C.3. May an employer delay the start date of an applicant who has COVID-19 or symptoms associated with it?

Yes. According to current CDC guidance, an individual who has COVID-19 or symptoms associated with it should not be in the workplace.

C.4. May an employer withdraw a job offer when it needs the applicant to start immediately but the individual has COVID-19 or symptoms of it?

Based on current CDC guidance, this individual cannot safely enter the workplace. Therefore, the employer may withdraw the job offer.

C.5. NEW AS OF APRIL 9, 2020: May an employer postpone the start date or withdraw a job offer because the individual is 65 years old or pregnant, both of which place them at higher risk from COVID-19?

No. The fact that the CDC has identified those who are 65 or older, or pregnant women, as being at greater risk does not justify unilaterally postponing the start date or withdrawing a job offer. However, an employer may choose to allow telework or to discuss with these individuals if they would like to postpone the start date.

D. Reasonable Accommodation

In discussing accommodation requests, employers and employees may find it helpful to consult the Job Accommodation Network (JAN) website for types of accommodations. JAN’s materials specific to COVID-19 are available here.

D.1. NEW AS OF APRIL 9, 2020: If a job may only be performed at the workplace, are there reasonable accommodations for individuals with disabilities absent undue hardship that could offer protection to an employee who, due to a preexisting disability, is at higher risk from COVID-19?

There may be reasonable accommodations that could offer protection to an individual whose disability puts him at greater risk from COVID-19 and who therefore requests such actions to eliminate possible exposure. Even with the constraints imposed by a pandemic, some accommodations may meet an employee’s needs on a temporary basis without causing undue hardship on the employer.

Low-cost solutions achieved with materials already on hand or easily obtained may be effective. If not already implemented for all employees, accommodations for those who request reduced contact with others due to a disability may include changes to the work environment such as designating one-way aisles; using plexiglass, tables, or other barriers to ensure minimum distances between customers and coworkers whenever feasible per CDC guidance or other accommodations that reduce chances of exposure.

Flexibility by employers and employees is important in determining if some accommodation is possible in the circumstances. Temporary job restructuring of marginal job duties, temporary transfers to a different position, or modifying a work schedule or shift assignment may also permit an individual with a disability to perform safely the essential functions of the job while reducing exposure to others in the workplace or while commuting.

D.2. NEW AS OF APRIL 9, 2020: If an employee has a preexisting mental illness or disorder that has been exacerbated by the COVID-19 pandemic, may he now be entitled to a reasonable accommodation (absent undue hardship)?

Although many people feel significant stress due to the COVID-19 pandemic, employees with certain preexisting mental health conditions, for example, anxiety disorder, obsessive-compulsive disorder, or post-traumatic stress disorder, may have more difficulty handling the disruption to daily life that has accompanied the COVID-19 pandemic.

As with any accommodation request, employers may:

  • Ask questions to determine whether the condition is a disability;
  • Discuss with the employee how the requested accommodation would assist him and enable him to keep working;
  • Explore alternative accommodations that may effectively meet his needs; and
  • Request medical documentation if needed.

D.3. NEW AS OF APRIL 9, 2020: In a workplace where all employees are required to telework during this time, should an employer postpone discussing a request from an employee with a disability for an accommodation that will not be needed until he returns to the workplace when mandatory telework ends?

Not necessarily. An employer may give higher priority to discussing requests for reasonable accommodations that are needed while teleworking, but the employer may begin discussing this request now. The employer may be able to acquire all the information it needs to make a decision. If a reasonable accommodation is granted, the employer also may be able to make some arrangements for the accommodation in advance.

D.4. NEW AS OF APRIL 9, 2020: What if an employee was already receiving a reasonable accommodation prior to the COVID-19 pandemic and now requests an additional or altered accommodation?

An employee who was already receiving a reasonable accommodation prior to the COVID-19 pandemic may be entitled to an additional or altered accommodation, absent undue hardship. For example, an employee who is teleworking because of the pandemic may need a different type of accommodation than what he uses in the workplace. The employer may discuss with the employee whether the same or a different disability is the basis for this new request and why an additional or altered accommodation is needed.

D.5. NEW AS OF APRIL 17, 2020: During the pandemic, if an employee requests an accommodation for a medical condition either at home or in the workplace, may an employer still request information to determine if the condition is a disability?

Yes, if it is not obvious or already known, an employer may ask questions or request medical documentation to determine whether the employee has a “disability” as defined by the ADA (a physical or mental impairment that substantially limits a major life activity, or a history of a substantially limiting impairment).

D.6. NEW AS OF APRIL 17, 2020: During the pandemic, may an employer still engage in the interactive process and request information from an employee about why an accommodation is needed?

Yes, if it is not obvious or already known, an employer may ask questions or request medical documentation to determine whether the employee’s disability necessitates an accommodation, either the one he or she requested or any other. Possible questions for the employee may include:

  • How the disability creates a limitation;
  • How the requested accommodation will effectively address the limitation;
  • Whether another form of accommodation could effectively address the issue; and
  • How a proposed accommodation will enable the employee to continue performing the “essential functions” of his or her position (the fundamental job duties).

D.7. NEW AS OF APRIL 17, 2020: If there is some urgency to providing an accommodation, or the employer has limited time available to discuss the request during the pandemic, may an employer provide a temporary accommodation?

Yes. Given the pandemic, some employers may choose to forgo or shorten the exchange of information between an employer and employee, which is known as the “interactive process,” and grant the request. In addition, when government restrictions change or are partially or fully lifted, the need for accommodations may also change. This may result in more requests for short-term accommodations. Employers may wish to adapt the interactive process—and devise end dates for the accommodation—to suit changing circumstances based on public health directives.

Whatever the reason for shortening or adapting the interactive process, an employer may also choose to place an end date on the accommodation (for example, either a specific date such as May 30, or when the employee returns to the workplace on a part- or full-time basis due to changes in government restrictions limiting the number of people who may congregate). Employers may also opt to provide a requested accommodation on an interim or trial basis, with an end date, while awaiting receipt of medical documentation. Choosing one of these alternatives may be particularly helpful where the requested accommodation would provide protection that an employee may need because of a pre-existing disability that puts him or her at greater risk during the pandemic. This could also apply to employees who have disabilities exacerbated by the pandemic.

Employees may request an extension that an employer must consider, particularly if current government restrictions are extended or new ones adopted.

D.8. NEW AS OF APRIL 17, 2020: May an employer ask employees now if they will need reasonable accommodations in the future when they are permitted to return to the workplace?

Yes. Employers may ask employees with disabilities to request accommodations that they believe they may need when the workplace re-opens. Employers may begin the “interactive process”—the discussion between the employer and employee focused on whether the impairment is a disability and the reasons that an accommodation is needed.

D.9. NEW AS OF APRIL 17, 2020: Are the circumstances of the pandemic relevant to whether a requested accommodation can be denied because it poses an undue hardship?

Yes. An employer does not have to provide a particular reasonable accommodation if it poses an undue hardship, which means “significant difficulty or expense.” In some instances, an accommodation that would not have posed an undue hardship prior to the pandemic may pose one now.

D.10. NEW AS OF APRIL 17, 2020: What types of undue hardship considerations may be relevant to determine if a requested accommodation poses “significant difficulty” during the COVID-19 pandemic?

An employer may consider whether current circumstances create “significant difficulty” in acquiring or providing certain accommodations, in light of the facts of the particular job and workplace. For example, it may be significantly more difficult in the pandemic to conduct a needs assessment or to acquire certain items, and delivery may be impacted, particularly for employees who may be teleworking. Or, it may be significantly more difficult to provide employees with temporary assignments, to remove marginal functions or to readily hire temporary workers for specialized positions. If a particular accommodation poses an undue hardship, employers and employees should work together to determine if there may be an alternative that could be provided that does not pose such problems.

D.11. NEW AS OF APRIL 17, 2020: What types of undue hardship considerations may be relevant to determine if a requested accommodation poses “significant expense” during the COVID-19 pandemic?

Prior to the pandemic, most accommodations did not pose a significant expense when considered against an employer’s overall budget and resources (always considering the budget and resources of the entire entity and not just its components). However, the sudden loss of some or all of an employer’s income stream because of the pandemic is a relevant consideration. Also relevant is the amount of discretionary funds available at this time (when considering other expenses) and whether there is an expected date that current restrictions on an employer’s operations will be lifted (or new restrictions will be added or substituted). These considerations do not mean that an employer can reject any accommodation that costs money; an employer must weigh the cost of an accommodation against its current budget while taking into account constraints created by the pandemic. For example, even under current circumstances, there may be many no-cost or very low-cost accommodations.

E. Pandemic-Related Harassment Due to National Origin, Race, or Other Protected Characteristics

E.1. NEW AS OF APRIL 9, 2020: What practical tools are available to employers to reduce and address workplace harassment that may arise as a result of the COVID-19 pandemic?

Employers can help reduce the chance of harassment by explicitly communicating to the workforce that fear of the COVID-19 pandemic should not be misdirected against individuals because of a protected characteristic, including their national origin, race, or other prohibited bases.

Practical anti-harassment tools provided by the EEOC for small businesses can be found here:

  • Anti-harassment policy tips for small businesses;
  • Select Task Force on the Study of Harassment in the Workplace (includes detailed recommendations and tools to aid in designing effective anti-harassment policies; developing training curricula; implementing complaint, reporting, and investigation procedures; creating an organizational culture in which harassment is not tolerated):
    • Checklists for employers who want to reduce and address harassment in the workplace; and
    • Chart of risk factors that lead to harassment and appropriate responses.

E.2. NEW AS OF APRIL 17, 2020: Are there steps an employer should take to address possible harassment and discrimination against coworkers when it re-opens the workplace?

Yes. An employer may remind all employees that it is against the federal EEO laws to harass or otherwise discriminate against coworkers based on race, national origin, color, sex, religion, age (40 or over), disability or genetic information. It may be particularly helpful for employers to advise supervisors and managers of their roles in watching for, stopping and reporting any harassment or other discrimination. An employer may also make clear that it will immediately review any allegations of harassment or discrimination and take appropriate action.

F. Furloughs and Layoffs

F.1. NEW AS OF APRIL 9, 2020: Under the EEOC’s laws, what waiver responsibilities apply when an employer is conducting layoffs?

Special rules apply when an employer is offering employees severance packages in exchange for a general release of all discrimination claims against the employer. More information is available in EEOC’s technical assistance document on severance agreements.

G. Return to Work

G.1. NEW AS OF APRIL 17, 2020: As government stay-at-home orders and other restrictions are modified or lifted in your area, how will employers know what steps they can take consistent with the ADA to screen employees for COVID-19 when entering the workplace?

The ADA permits employers to make disability-related inquiries and conduct medical exams if job-related and consistent with business necessity. Inquiries and reliable medical exams meet this standard if it is necessary to exclude employees with a medical condition that would pose a direct threat to health or safety.

Direct threat is to be determined based on the best available objective medical evidence. The guidance from CDC or other public health authorities is such evidence. Therefore, employers will be acting consistent with the ADA as long as any screening implemented is consistent with advice from the CDC and public health authorities for that type of workplace at that time.

For example, this may include continuing to take temperatures and asking questions about symptoms (or require self-reporting) of all those entering the workplace. Similarly, the CDC recently posted information on return by certain types of critical workers.

Employers should make sure not to engage in unlawful disparate treatment based on protected characteristics in decisions related to screening and exclusion.

G.2. NEW AS OF APRIL 17, 2020: An employer requires returning workers to wear personal protective gear and engage in infection control practices. Some employees ask for accommodations due to a need for modified protective gear. Must an employer grant these requests?

An employer may require employees to wear protective gear (for example, masks and gloves) and observe infection control practices (for example, regular hand washing and social distancing protocols). However, where an employee with a disability needs a related reasonable accommodation under the ADA (such as non-latex gloves, modified face masks for interpreters or others who communicate with an employee who uses lip reading, or gowns designed for individuals who use wheelchairs), or a religious accommodation under Title VII (such as modified equipment due to religious garb), the employer should discuss the request and provide the modification or an alternative if feasible and not an undue hardship on the operation

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Leveraging HR Technology to Strengthen Your Business Many small businesses assume HR technology is only for large enterprises, but that’s far from the truth. In reality, modern HR platforms streamline day-to-day tasks, freeing up time to focus on strategic growth. Pinkerton Payroll & Insurance offers technology solutions that help business owners attract, engage, and retain employees—without the administrative headaches. 7 Key Recruitment and Retention Strategies for Small Businesses To help small businesses compete for top talent, we’ve compiled seven key strategies that leverage HR technology to improve hiring and retention. Attract Top Talent with Engaging Job PostingsFirst impressions matter. Use an applicant tracking system to save time, optimize job postings, and highlight company culture, benefits, and growth opportunities. Posting on social media and industry-specific sites can also help expand your reach. Impress Candidates with a Smooth Hiring ProcessSpeed and efficiency matter in today’s job market. Offer online applications, skills assessments, and video interviews to keep the process seamless. Automated updates ensure candidates stay informed and engaged throughout the process. Use Data to Refine Your Recruitment StrategyHR analytics can help businesses track applicant flow, identify hiring trends, and predict future workforce needs. Data-driven insights ensure your hiring efforts are targeted and effective. Simplify OnboardingA strong onboarding process sets employees up for success from day one. Automated workflows and centralized portals make it easy for new hires to access important information, complete paperwork, and integrate into the company culture. Invest in Employee DevelopmentContinuous learning keeps employees engaged and motivated. Provide access to online learning platforms, career development pathways, and upskilling programs to ensure long-term career growth. Support and Empower EmployeesEmployees want to feel valued. Recognition programs, pulse surveys, and open communication channels help businesses proactively address concerns and boost morale. Modernize Payroll and BenefitsPayroll and benefits are crucial to employee satisfaction. Automated payroll systems, self-service portals, and compliance tools ensure accuracy and ease of access—reducing errors and enhancing employee confidence in their pay and benefits. Thinking Outside the Box: Addressing Hidden Employee Pain Points Beyond the usual perks and benefits, businesses should consider less obvious factors affecting retention—like employee commutes. Studies show that long, stressful commutes contribute to burnout and job dissatisfaction. Larger corporations may offer transportation solutions, but SMBs can explore creative alternatives, such as remote work options, commuter benefits, or flexible scheduling. Gain a Competitive Edge with the Right Strategy In today’s business landscape, a strong company culture is no longer optional—it’s a necessity. Implementing these recruitment and retention strategies, paired with the right HR technology, can help small businesses attract top talent, enhance employee engagement, and ensure long-term success. At Pinkerton Payroll & Insurance, we provide technology solutions that help small businesses simplify HR, streamline payroll, and build a workplace where employees thrive. If you’re ready to take your business to the next level, contact us today to learn how we can help.

Full-Time, Part-Time, Contractor? Payroll Tips for Every Employee Classification

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. In any organization, large or small, payroll management plays a crucial role. It’s not just about paying your employees on time — it’s about ensuring that your business operations are compliant with various laws and regulations. One key aspect of payroll management is understanding employee classifications. These classifications significantly impact how payroll is managed. Understanding Employee Classifications Employee classifications include full-time, part-time, temporary, and contractors, among others. Each classification has its own set of benefits, tax implications, and pay structures. For instance, full-time employees may be eligible for health insurance and retirement benefits while contractors may not. Understanding these distinctions is vital for accurate payroll management. Here are some of the common employee classifications and what you need to consider for each: Full-time employees Full-time employees are the pillars of many businesses. They typically work a standard week and enjoy the predictability of a regular schedule and consistent salary. They often have access to a range of benefits, including health insurance, retirement plans, and paid time off. However, many full-time roles are exempt from overtime pay under the Fair Labor Standards Act (FLSA), which means they don’t receive extra pay for working more than 40 hours a week. This is usually because they earn a salary above a certain amount and perform specific job duties, such as executive, professional, administrative, computer, or outside sales work. The Department of Labor Wage and Hour Division outlines a series of tests that must be met for each of these job categories to be considered exempt from FLSA regulations. This classification offers businesses flexibility in managing workload but requires careful attention to ensure all criteria are met. Part-time employees Part-time employees are the flexible contributors in the workforce, working fewer hours with great adaptability. They typically work fewer than 30 hours a week, which means their paychecks reflect the hours they work. This arrangement provides them with a balance between work and personal life, allowing room for studies, hobbies, or multiple jobs. For employers, part-time workers add versatility to the team but come with their own set of rules. They’re usually nonexempt, making them eligible for overtime pay if they work more than 40 hours in a week. While benefits may be limited compared to full-time employees, understanding and offering what you can is essential for maintaining high morale and retention with your part-time employees as it is expensive to replace employees once they are trained. Contract employees Contract employees are the special guests of the workforce, brought in for their unique skills to perform specific roles for a set period of time based on the scope of the project. Whether it’s completing a project, filling gaps, or providing niche expertise, these workers know their contracted rate of pay and duration from the start. While they might be on your payroll, contract employees often have different paths regarding benefits and compliance. They’re usually nonexempt, so they’re eligible for overtime, and depending on the contract’s structure, they might have a different benefits package or won’t have one at all through your company. In addition, you will need to file a Form 1099 for these employees as part of your year-end tax processes. It’s crucial to understand what compliance means for these temporary team members to ensure their time with you is productive. Independent contractors Independent contractors truly embody the spirit of entrepreneurial independence as they offer their expertise on their own unique terms. They’re self-employed, working on a project-by-project basis, with the freedom to set their own hours. Unlike traditional employees, they manage their own taxes and often move from project to project without the safety net of employment and labor laws or company-provided benefits. Since they’re not on your payroll, the usual employee benefits and protections don’t apply. However, it’s important to correctly classify them to avoid potential legal issues that can arise from misclassification. Recognizing the unique role they play in your organization is essential for fostering a transparent and compliant relationship. It’s all about appreciating their contribution and ensuring everything aligns with the rules. Temporary employees Temporary employees typically step in to cover leaves of absence, peak/seasonal periods, or special projects. Their employment is for a fixed period of time with the end date known from the start. Compliance and benefits for these temporary team members can vary. They’re generally considered nonexempt, making them eligible for overtime pay, but their short-term status often means a lighter benefits package, if any. Therefore, it’s important to ensure that you make their employment timeframe very clear. Otherwise, if they are denied benefits under their temporary status without a clear employment end date, you may be in violation of the Employee Retirement Income Security Act (ERISA). On-call employees On-call employees are ready to spring into action when needed. They may not work daily, but when called upon, they’re expected to be available and ready. This flexibility is crucial for roles that require an immediate presence, whether in-person or remote. How these employees are compensated depends on any restrictions that may be imposed, such as: Restricted on-call status: This may mean that the on-call employee must be on-premises or focused on other work duties while waiting. This type of work typically requires payment. Nonrestricted on-call status: This may mean that the on-call employee is able to be off-premises as long as they return to work when they receive a call. Payment for this type of on-call work depends on whether or not they are able to use their on-call time for personal activities. Volunteers Volunteers generously offer their skills and time without any anticipation of financial gain, making their contributions priceless, yet not quantifiable in the conventional business context. Volunteers are not classified as employees and it’s important to ensure that the work they perform remains genuinely voluntary and doesn’t unintentionally stray into the realm of employment. Ultimately, it’s

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