An interesting moral dilemma...
An employee applies for leave to attend the funeral of an immediate family member. Employer grants the leave on humanitarian grounds.
Before the employee returns, the employer realises that funerals are known "super-spreader" events (particularly in Africa) with a lot of cultural practices that compromise the social distancing, handwashing and mask-wearing protocols.
When the employee returns, the employer tells the employee not to return to work and to isolate for 10 days to prevent a possible 10-day closure of the entire workplace of over 100 workers in the event of a employee COVID positive test result.
The moral dilemma:
Should the employer pay the employee for the period of isolation as part of their statutory sick leave allocation?
Should the employer require a COVID positive test result before paying?
If COVID negative, can the employer deduct the isolation days from the employee's statutory annual leave allocation?
As the employee was 'locked out' should the employer pay anyway?
I expect very different answers from US respondents compared to other countries where worker rights are firmly legislated...
Last edited by Fudmucker on Fri Jan 15, 2021 9:24 pm; edited 1 time in total