b'Case #1Fear of Coming to Workyourcompanyandwouldnotreceive unemploymentcompensation.Asamatterof In the rst case, the regulations are clear that theinformation, the additional $600 expires on July 31, regulations and the sick pay benets apply only to2020, unless Congress extends it. Laura Ingraham thoseemployeeswhoqualifyforoneofthesixdealtwiththisissueatlengthonhertelevision COVID-19events,asspeciedontheFFCRAshow of April 20th and its getting the attention of a poster.Neitherfearofcontractingthevirusnornumber of observers and commentators, so there being in a non-specic at-risk group qualies anissometalkofmakinganadjustmentatsome employeeforthesickpayorextendedFMLApoint.However,itisgoodtorecalltheadviceof benets. If an employee refuses to come to workthe ancient RomansThe mills of the gods grind undereitherofthesecircumstances,thisisaslowly.voluntary quit on the part of the employee, with no goodcauseattributabletotheemployer.ThePlease contact your Seay Management Consultant employee should not be eligible for unemploymentif you have any questions about how the FFCRA benets. On the other hand, on the basis of Bestandassociatedregulationsareaectingyour Practices,aspecicat-riskemployeesituationemployees. We appreciate having you as a friend could fall under the ADA regulations so it may be aand client of our rm.goodideatotrytomakereasonable accommodation to high-risk employees, such as moving the employee to a dierent job or location or allowing the employee to use accrued vacation time.Also,itispossiblethatanemployeemay qualify for unpaid FMLA, owing to a serious health condition.SpecialAlertWashingtonStatehasissued regulations requiring specic attention to high-risk employees when requested by the employee, and continuation of health insurance until the employee is deemed eligible to return to work. Some other moreprogressivestatesmayfollowsuit.Wewill continuetofollowthisphenomenonbutdonot expect it will be widespread. Case #2Refusing to Come to Work Because of High Unemployment CompensationWe Find Funds. We Clean Up. An employee does not have the right to refuse toYou Stay Open. come to work, just because he or she can receiveWere a full-service environmental consulting moremoneyfromunemploymentcompensationfirm that has cleaned up more dry cleaning sites than from actually working. If you have work for thethan any other firm in the USA. Were the only employee, and if the employee refuses to come tofirm that focuses on finding the money to pay work, then this is a voluntary quit on the part of thefor investigation, cleanup, and legal defense. We employee, with no good cause attributable to therestore the value of your property while protecting employer.Employeeswhorefusetoworkunderyou from regulatory and legal issues.thesecircumstancesarenoteligiblefor unemploymentcompensation.Youshouldinform theemployeeofthisfactand,ifheorshe continues to refuse to come to work, you should866.888.7911 Stop by our Clean notify your local unemployment oce. On a levelenviroforensics.com Show booth #4664playing eld, this employee would not have a job at Midwest Drycleaning & Laundry Institutewww.MWDLI.org / 765-969-5745 \x007'