decisionhealth Newsletters, Part B News - 2021 Issue 3 (March)
Cue up best practices for ending pandemic-related work-from-home arrangements
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Article Overview
This article is a human resources and employment-law discussion for employers managing the transition away from pandemic-related work-from-home arrangements. It covers advance notice, restoring workplace expectations, employee communication, COVID-19 workplace precautions, and the general role of the ADA interactive process and EEOC guidance when employees request to keep teleworking as an accommodation. The piece is aimed at HR professionals, managers, and employment attorneys who need a practical overview of return-to-work planning and accommodation considerations.
Why This Topic Matters
Employers need a careful, consistent approach when recalling employees after extended telework and when evaluating return-to-work concerns. The article highlights the importance of communication, documentation, and understanding how pandemic-era telework may affect accommodation requests.
Article Sections
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5 steps to get back to normal
A practical overview of employer actions to consider when ending telework arrangements and reestablishing workplace expectations. The section focuses on communication, policy updates, and return-to-work planning.
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Teleworking as reasonable accommodation
A discussion of disability-accommodation issues that can arise when employees ask to continue working remotely after the workplace reopens. The section references EEOC guidance and the ADA interactive process in broad terms.
What You Will Learn
- How employers can communicate the end of pandemic-related telework
- What return-to-work topics may need to be reintroduced for employees
- How to handle general concerns versus potential disability-related concerns
- Why documentation and early HR involvement matter in return-to-work planning
- How EEOC guidance relates to telework requests after a workplace reopens
Who Should Read This
- Human resources professionals
- Employers and managers
- Employment attorneys
- Benefits and leave administrators
- Workplace compliance staff
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