October 6, 2020
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Employers Should Heed Doctor’s Advice When Accommodating Workers

Although not a case here in New York, a recent decision by the U.S. District Court of Massachusetts may have broad ranging implications for employment law related specifically to coronavirus-related work accommodations, which is why we are bringing it to your attention today.

The case, Peeples v. Clinical Support Options, Inc., No. 3:20-CV-30144-KAR, 2020 WL 5542719 (D. Mass. Sept. 16, 2020), involved a plaintiff who required special workplace accommodations due to their asthma. According to the suit, the plaintiff’s employer, Clinical Support Options, Inc. refused to accommodate the plaintiff’s request to work remotely, which was recommended by the plaintiff’s doctor. 

Instead, the employer attempted to compensate by providing the plaintiff with n95 masks, an air purifier and other precautions. But, the plaintiff remained exposed to unsafe conditions, including fellow employees who remained unmasked. As more research has appeared, masking is most effective in preventing the wearer from spreading the virus, rather than protecting the wearer from infection. 

Thus, according to the ruling, providing the plaintiff with a mask was insufficient accommodation, holding “a majority of these so-called accommodations are workplace safety rules rather than an individualized accommodation to address Plaintiff’s disability.” Furthermore, the court noted, employers are not medical experts and therefore not in a position to determine what constitutes proper accommodation for workers with pre-existing conditions, particularly when an actual doctor has determined a patient needs such special accommodation.

It is exceedingly likely that this is not the last case we see about conflicts between employers and employees concerned about workplace safety related to coronavirus, and we will bring you any updates or new cases as they appear.




Planning for Summer Childcare as New York Reopens 

June 9, 2020
Paid Family Leave
As the remote school year comes to a close and with summer camp plans still in flux, many parents and caregivers will soon be struggling to find childcare solutions and wondering whether they can use paid leave to care for their children through the summer months, and whether they may continue to telework even if their workplace reopens.

Recording: Paid Family Leave in NY

June 8, 2020
Paid Family Leave
Pregnancy Discrimination
FMLA
Woven Bodies, an inclusive digital practice supporting queer folks + allies from family planning through parenthood hosted Associate Alex Berke to offer training on Paid Family Leave.

The Berke-Weiss Law Weekly Round Up

June 5, 2020
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This week we’re looking at the opportunity coronavirus has provided to rethink care structures in the US, the disproportionate impact lockdowns have had on black communities, and ballooning unemployment numbers for women over 55.

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