Texas Workforce Commission: Q&A for employers

This information has been provided by the Texas Workforce Commission.

Posted on 03/19/2020 by Austin Chamber

Q. I am concerned that my small shop might be ordered to close its doors to control thepandemic. Would I have to pay for unemployment benefits for my employees?

A. If a business shuts down due to a closure order from a governmental entity,Section 204.022(a)(1-2) (see https://statutes.capitol.texas.gov/Docs/LA/htm/LA.204.htm#204.022) of theTexas Labor Code may allow an employer to ask for chargeback protection. Ifthat were to happen, you should include a copy of the shutdown order with yourresponse to the unemployment claim and argue that the closure was mandatedby a local or state order.

Q. Has TWC waived the one-week waiting period for UI Benefits?

A. Yes, Governor Abbott granted the Texas Workforce Commission’s request tosuspend the one-week waiting period. Workers in Texas will be able to receive benefits immediately after their unemployment benefit applications are approved.

Q. Can TWC assist us if the pandemic forces a mass layoff?

Yes – TWC’s Rapid Response Unit can help employers and affected employeesaccess unemployment claim and reemployment services in a very streamlinedand efficient manner. For information, see the TWC website at https://twc.texas.gov/businesses/rapid-response.

Q. What other alternatives exist to avoid mass layoffs?

A. TWC administers the Shared Work Program, which allows partial unemploymentbenefits for similarly-situated employees whose hours are reduced by a standardamount between 10 and 40 percent – information about that program is https://twc.texas.gov/businesses/shared-work.

Q. What other information is on the TWC website about workplace illness issues?

A. The following topics in our book Texas Guidebook for Employers may be useful: https://twc.texas.gov/news/efte/medical_leave_laws.html and https://twc.texas.gov/news/efte/fmla.html.

Q. What can an employer ask for if an employee tells us she is ready to return to work?

A question that might come up is whether it is permissible for an employer torequire a doctor's release/fitness for duty certificate or something similar if anemployee is returning from an absence caused by something that looks or actslike Covid-19. It would be good to keep in mind that many employees may havefinancial problems relating to inability to pay to see a doctor, so they should takethat into account, and also that at least under current conditions, medicaldocumentation should be requested only if a person is known to have beenexposed to a communicable disease (not just coronavirus, but also things thatare just as infectious, such as colds, flu, and other viral pests). Moreover,medical offices are almost overwhelmed, so issuing documentation will not behigh on their priority lists, and tests for Covid-19 are not yet widely available.Finally, requests for medical documentation should be done consistently andfairly for all similarly-situated employees.

Q. Is an employer allowed to send an employee home if they are showing signs of illness,such as coughing, sneezing, or report that they have aches or chills?

A. Yes, in keeping with an employer’s general duty under OSHA to maintain a safeand healthy workplace for employees, employees who appear to be sick may beasked to go home, but do so as politely and discreetly as possible. However, theemployer should be consistent and treat all employees who exhibit riskysymptoms the same.

Q. What if we know that an employee has been exposed to Covid-19, but they areshowing no symptoms?

A. Generally, there is no Texas or federal law that would prohibit a company fromtelling employees to stay home if they have had a higher-than-normal degree ofexposure to individuals actually infected with the disease. As noted above, beconsistent and do not base self-isolation orders on factors such as race ornational origin. There have been scattered reports of ethnic discrimination,particularly against people who look like they might have come from Asia. TheEEOC is already warning employers that singling employees out based on ethnicor national origin concerns could trigger a discrimination charge.

Q. Would the employer have to pay sick leave to that employee?

A. Yes, if the company offers such paid leave. Paid leave policies should befollowed - failure to pay for leave owed under a written paid leave policy is aviolation of the Texas Payday Law.

Q. Could they file unemployment claims and draw unemployment benefits if they are told to go home for medical reasons?

A. No, if they are receiving paid leave benefits. While on paid medical leave, theywould not be considered "unemployed" under TWC laws and would not be ableto claim unemployment insurance (UI) benefits.

Q. What if they are not getting paid leave?

A. If they are on unpaid leave, they could be considered unemployed if they are outlong enough to satisfy the test for either partial or total unemployment (forthose definitions, see our book Especially for Texas Employers online at https://twc.texas.gov/news/efte/ui_law_eligibility_issues.html#defin_of_unemployment).

Q. Does an employee get unemployment benefits even if they are too sick to work?

A. Any claimant who is able to file a claim for UI benefits must meet the eligibilityrequirements in order to actually draw benefits. Most notably, the claimant mustbe medically able to work and be available and actively searching for full-timework. Employees on temporary layoff status may be excused from work searchrequirements if they have a definite return-to-work date less than eight totwelve weeks in the future.

Q. Is there any way an employer can avoid the cost of unemployment benefits?

A. An employer may be eligible for protection from chargebacks from UI benefits ifthe evidence shows that the work separation was for medical reasons. However,if the reason for the work separation was merely a cautionary period of time offto minimize potential exposure of others to someone who might be infected, butmight not be, chargeback protection would most likely not be extended to theemployer. To minimize the chance of unemployment claims being filed, theemployer can encourage employees to work from home if the job is such thatremote work is possible. Proper recording of work time is necessary, and theemployer would need to work with the employees to set up a timekeepingsystem that works properly and takes all time worked into account.

Resources

  • Gov. Abbott Requests Emergency Designation for Small Business Disaster Loans

    If granted, the SBA would provide long-term, low-interest loans to qualifying businesses across the state.

    Learn more
  • CDC: Interim Guidance for Businesses and Employers

    The Centers for Disease Control and Prevention (CDC) will update this interim guidance as needed and as additional information becomes available.

    Learn more
  • U.S. Chamber: 5 Ways to Retain Your Customers During the Coronavirus Outbreak

    Even if you need to close due to health and safety concerns, there are ways to keep serving your customers during the coronavirus outbreak.

    Learn more
  • OSHA: Guidance on Preparing Workplaces for COVID-19

    The Occupational Safety and Health Administration (OSHA) developed this COVID-19 planning guidance based on traditional infection prevention and industrial hygiene practices.

    Learn more
  • USA.gov: Government Response to Coronavirus, COVID-19

    Learn about international travel restrictions, how you can prepare for coronavirus, and what the U.S. government is doing in response to the virus.

    Learn more
  • U.S. Chamber: Combating the Coronavirus

    The U.S. Chamber is working closely with the White House, U.S. government agencies, and foreign government officials to inform and equip businesses with the most important and up-to-date information to prevent the spread of the virus and prepare businesses for the near and long-term impact.

    Learn more
  • SBA: Small Business Guidance & Loan Resources

    Health and government officials are working together to maintain the safety, security, and health of the American people. Small businesses are encouraged to do their part to keep their employees, customers, and themselves healthy.

    Learn more
  • TWC: Shared Work

    The Shared Work program provides Texas employers with an alternative to layoffs. TWC developed this voluntary program to help Texas employers and employees withstand a slowdown in business.

    Learn more


Related Categories: COVID-19 resources, For businesses