On January 31, 2020, the United States Secretary of Health and Human Services (HHS) Alex Azar declared a public health emergency regarding the novel coronavirus outbreak. As a result, the U.S. has made dramatic changes to the ability of foreign nationals to enter the U.S. and placed historic restrictions on certain returning American citizens. The new regulations, made through a presidential proclamation, called for “temporarily suspending the entry into the United States of foreign nationals who pose a risk of transmitting the 2019 novel coronavirus.” The prior day, the World Health Organization (WHO) declared the disease as a global health emergency. Global airlines have also cancelled flights between Chinese cities and a variety of countries, including the United States. After the WHO declaration, the United States State Department issued a level 4 travel advisory—“Do not travel”—for all of China.
President Trump’s order went into effect on 5:00 p.m. on Sunday, February 2, 2020, and continues until the HHS secretary advises the president to terminate or modify the order. Important takeaways from the order and its implementation:
HHS Secretary Azar announced quarantine restrictions on U.S. citizens returning from China—“Any U.S. citizen returning to the U.S. who has been in Hubei Province in the previous 14 days will be subject to up to 14 days of mandatory quarantine, to ensure they’re provided proper medical care and health screening.” In addition, he announced, “Any U.S. citizen returning to the U.S. who has been in the rest of mainland China within the previous 14 days will undergo proactive entry health screening at a select number of ports of entry and up to 14 days of monitored self-quarantine to ensure they have not contracted the virus and do not pose a public health risk.”
These historic restrictions are creating challenges to employers with global, mobile workforces. Unions and other employees in the travel industry have raised various safety concerns (through legal action and internal complaints) that have and will continue to impact international travel.
Many U.S. companies have significant operations in China that require in-person collaboration. In light of the current restrictions, businesses should re-consider their travel policies as travel, even for urgent business reasons, will be significantly disrupted. Employers that still require their employees to travel to and from China against reputable health organization guidance put themselves not only at risk of legal challenges, but additional legal exposure if such employees become sick from required work-related travel.
Employers should also consider alternatives to travel and review their work from home policies for employees who cannot perform certain job duties because of travel restrictions or at-home quarantines. In addition, employers should determine if they must or will continue to pay employees or require them to use vacation, PTO, or sick time if employees become sick or quarantined. As an additional measure of caution, employers may want to implement a written communicable illness policy that covers any potential illness communicable in the workplace—and include 2019-nCoV if the employer has employees who may reasonably be expected to be exposed to this new coronavirus. For more information on additional steps employers can take, please see our alert “Employers have responsibilities as coronavirus exposure and transmission-related fears grow.”
The foregoing has been prepared for the general information of clients and friends of the firm. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel. If you have any questions or require any further information regarding these or other related matters, please contact your regular Nixon Peabody LLP representative. This material may be considered advertising under certain rules of professional conduct.