June 29, 2020

Travel Recommendations for Summer 2020

Although these stay at home and shelter in place requirements have been lifted in most locations and accommodations are again available, travelers and employers should keep in mind that the decision to travel this holiday comes with some risk to health and family, both while traveling and upon return to work.

Accordingly, we encourage employers to review and consider distributing to all employees the guidance prepared by the Center for Disease Control (“CDC”) regarding how to stay safe and minimize the risk of exposure to COVID-19 while away from home. These materials can be found at the following:

Kerr Russell is aware that employers and employees alike may have concerns about returning to work after traveling, particularly after the July 4th holiday weekend.  We hope that the following suggestions will help you ensure the safety of your employees and workplaces upon return from travel.

  • Many employers have removed screening questions regarding recent travel of employees, as these are no longer required by Executive Order or CDC guidance. However, if the CDC or public health authorities recommend isolation or quarantines for those who have traveled to particular locations, an employer may ask whether employees are returning from these locations and can require such employees to remain home consistent with public health authority guidelines.
  • Employers must strictly enforce all COVID-19 safety precautions and ensure they are abiding by the most recent Executive Orders, CDC, and OSHA guidance, including but not limited to:
    • Conducting daily screenings;
    • Enforcing social distancing;
    • Requiring employees to wear masks where they cannot maintain six feet of distance; and
    • Engaging in CDC-compliant cleaning and disinfecting practices.
  • Employers should advise their employees to exercise an abundance of caution in self-monitoring for symptoms of COVID-19 for the two weeks following return from travel;
  • Employees should be encouraged to work remotely to the fullest extent possible; and
  • Employers must remain cognizant of OSHA reporting requirements as related to COVID-19.

Additional information on OSHA guidelines relating to COVID-19 can be found HERE.

Please contact us or visit our resource page if you have any questions about COVID-19. The attorneys and staff at Kerr Russell wish you safe travels and a happy summer!

Mark C. KnothImage of Mark C. Knoth, Employment and Labor attorney of Kerr Russell chairs the firm’s Labor, Employment, Employee Benefits & ERISA Practice Group. He counsels and advises business owners, managers and human resources professionals on workplace issues. These include civil rights and anti-discrimination laws; employee discipline; wage and hour; overtime; employee leaves; reasonable accommodations; veterans issues; picketing; secondary boycotts; reductions in force; drug testing; unemployment compensation; affirmative action; and union organizing campaigns, among other matters. He additionally drafts employee policies, handbooks, contracts, and covenants not to compete, and investigates threats of violence, allegations of harassment, and other employee misconduct.



Liam K. HealyLiam K. Healy of Kerr Russell practice clients maintain compliance with state and federal tax laws that govern individuals and businesses focuses his practice on helping clients maintain compliance with the myriad of state and federal tax laws and regulations that govern individuals and businesses. A particular focus of Liam’s practice is in the area of employee benefits and ERISA. Liam specializes in designing pension and executive compensation plans to benefit business owners and executives. His practice includes drafting and reviewing deferred compensation agreements, severance agreements and non-compete agreements, representing employers in multi-employer plan collection and withdrawal liability matters.



Olivia Hankinson of Kerr Russell Olivia V. Hankinson counsels and advises business owners, managers and human resources professionals on various labor and employment related issues. These often involve concerns which may implicate employment laws including the Americans with Disabilities Act, Title VII of the Civil Rights Act, the Fair Labor Standards Act, the Michigan Persons with Disabilities Civil Rights Act, the Family and Medical Leave Act, the National Labor Relations Act, and the Michigan Occupational Safety and Health Act. Olivia represents employers with respect to unemployment insurance hearings, MIOSHA violation allegations, EEOC investigations, and other employment law matters. She also drafts employee handbooks, employment agreements, restrictive covenants, and various other employment policies.


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