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Normally late summer is a time for fun vacations and a little break from the office. With COVID and travel bans, however, vacation accrual policy has become a fraught topic. Now you’ll need to apply or amend your vacation and accrual policy to handle a workforce that’s subject to travel bans, that might be traveling to unsafe areas, or may even be resistant to taking their PTO because there’s nowhere to go.
People are traveling more and more right now after a long time at home—both for business and pleasure. However, COVID-19 infection rates are still rising across the country, and states are passing their own travel restrictions, complicating travel plans immensely, especially for employers. Depending on your state, you may be on the hook for paid leave if your employee must quarantine post-travel. This means if your employee travels to a high risk (for COVID-19) area for a week, you may be losing them in the office for 3 weeks. Worse, you might be paying them for all those days! You’ll want to discuss matters like this further with your HR department or HR consultant if you have one. It’s also important to start with any travel bans your state may have. Below is a breakdown of the Massachusetts travel ban and next steps you may want to take.
