b'worktogether,easeofcommunicationsandthecommonworkplacemayrequesthometo more federal control as to when employees accountability.Indeed,theaccountabilityfactortelecommuting as a reasonable accommodationcan, and cannot, return to the workplace . . . isassensitivetoraiseasanydiscussionofrace,if the employee can still perform the essentialbut thats an entirely different discussion.politics or religion. Few employers feel comfortablefunctions of the job.But to have this right, explainingthatthebasistheywantemployeesthe employee must actually have a disabilityAll this said, the conclusion is that employers to return is to better supervise the workforce tothat cannot be accommodated in the normalhave a right to call employees back to work, assure, in person, whether employees are workingworkplace. if allowed by state or local law to do so.In diligently. all jurisdictions employers must comply with SomepeopleseekamoredetailedfederallocalandCentersofDiseaseControland Some employers have expressed to me the idea thatguidanceandaskwhythereisnotalreadyPrevention(CDC)healthrequirementsfor in March and April there was a carryover runoffsomenationallawdictatingmaskusagesocialdistancing,protectiveapparatusand intensity that seems to now be eroding with time, asand distancing.To that I must point to Mr.protective patrician fixtures.It is remains an people are more prone to kick back at home. I hearThomas Jefferson and the role of federalism,entirely different question whether a workforce concerns that employees are not as productive basedwhichhastraditionallyvestedineachstatewillregardanemployerasoverreachingin solely upon feelings that the amount of work beingthe right to determine health standards.Onecallingemployeesbacktoworkduringthe produced seems less than a full days measure.might now observe that the extensive mobilitypandemic, even if legal to do so.Again, putting numbers or details to these feelingsof the 21st century population demands a shift is nearly impossible.It is even more challenging, when the amount of work, during the pandemic, especially in the passenger vessel industry, would have been reduced even if the employee was working in an office setting. The legal landscape concerning the right to work at home, as one would imagine, is not well developed.Public Tickets & The law generally lags behind lifes realities.As aPrivate Chartersgeneralpropositionitisclearthatamendments to the federal Family Medical Leave Act (FMLA)Together at Lastallow employees to stay away from work if necessary for childcare or pandemic conditions, for a limited period through the end of the year. Some states have also mirrored the federal law making it unlawful toEFFORTLESSEFFORTLESSterminate a person who needs to be away from theRESERVATIONS CONTRACTSworkplace due to pandemic.+ TICKETING for Private ChartersIt is important however to distinguish that the rightfor Public Cruises and Group Bookingsto be away from work during the pandemic is not identical to the right to telecommute. That is, anIntegrated online,Custom PDF contracts employee who has a right to be excused from thephone and walk-upwith fully-trackable workplace is not necessarily given a right to engagebookings versioningin compensated work from home.The employer can make that call. Automated conrmation,Support for private reminder and follow-upcharters, schools and Thefederalagencyprovidingthegreatestemails tour groupscomment, if any, as to telecommuting is the U.S. EqualEmploymentOpportunityCommissionMarketing and SearchDetailed reports for or EEOC, which by inference from its publishedEngine Optimizationevent planning and guidance,acknowledgesthatemployeesdonot(SEO) nancial trackinghave an automatic right to choose between workingPersonalized set-up, at home, or working at a common workplace, withtraining and supportResource tracking for one exception: disabled employees.included multi-use inventoryTheAmericanwithDisabilitiesAct(ADA) does not require an employer to offer a telework programtoallemployees.However,ifan employerdoesoffertelework,itmustallow employees with disabilities an equal opportunityManage your entire toparticipateinsuchaprogram.(EEOCbusiness from a single, Guidance, February, 2003) integrated platformThatis,anemployeewithaphysicaldisability making it impossible for the employee to work atSCHEDULE A DEMOWWW.STARBOARDSUITE.COMDEC 2020 31 LEGAL MATTERS'