The industry has just overcome a major hurdle in its efforts to get back to work. Employers must make the workplace as safe as possible for employees, customers and other visitors. To do this, employers must: the agreement means that studios, networks, large companies and independent producers are released to resume production. Unions had previously adopted safe way forward protocols on 12 June, and the Task Force of the Industry-Wide Labor Management Safety Committee had published return minutes on 1 June. An employer cannot retaliate against a worker who has raised a safety issue. In addition, employees who do not work for safety reasons may be considered a coordinated activity protected under the National Labor Relations Act (NLRA) if they are “in good faith” satisfied that their health and safety are at risk. Note: Non-exempt workers may be entitled to a few hours of overtime if you are in a state of registration salary, but these costs will pay to ensure the safety of the workplace. When it is proposed to make changes that affect an individual`s written contractual terms, the employer must consult with the worker, the worker or his or her representative, z.B his or her union representative. The Equal Employment Opportunity Commission (EEOC) has published guidelines allowing employers to remove worker temperatures during the COVID 19 pandemic, with COVID-19 spreading across the country. Note that many people may have COVID-19 without a fever, so other safety measures should not be retracted simply because employees were “removed” upon arrival at work. The CDC summarizes the symptoms here. Staff body temperatures are considered medical information and must be treated confidentially in accordance with the Americans with Disabilities Act (ADA). After months of negotiations, Hollywood`s top studios and unions finally agreed on Monday on a handful of lingering issues regarding covid-19 film protocols (see the full return-to-work agreement).
The agreement was reached by AMPTP, the guild directors, SAG-AFTRA, IATSE, Teamsters and Basic Crafts, who had been negotiating the details of the contract since June. You also want to indicate how work expenses are managed at home. If you don`t expect there to be additional costs involved, report this. You don`t want employees to think this is their chance to buy an unusual ergonomic desk and chair on your dime. However, you should consider whether employees should make adequate and necessary expenses while you work from home. Some states impose reimbursement of this type of expense, but it is a good practice to cover these costs, even if the law does not require it. Workers in a high-risk category – either because they are immunosuppressed or because they have an underlying disease that makes them more vulnerable to disease – should be provided with adequate housing under the Americans with Disabilities Act (ADA) and/or state law. Staff living with a high-risk person should be provided with similar accommodation.
In the current circumstances, giving the worker the opportunity to work from home or take inactive leave would be suitable housing if home work is not possible. Yes, yes. The Centers for Disease Control and Prevention (CDC) has advised employers to treat workers who appear to have symptoms of COVID-19 (for example. B cough, shortness of breath) should be separated from other employees and immediately returned home. If the employee feels well enough to work, ask if he or she can actually be remote-dependent. The AMPTP, which represents the major studios, and the major guilds in the sector have struggled since June on certain aspects of security protocols and other contractual issues related to COVID. The most sensitive topics were said about the frequency and nature of virus tests, whose responsibility is to cover the cost of the minutes, the size of the crew, the work of working caps, l