Can My Employer Just Fire Me Because of the COVID-19 Pandemic?

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The COVID-19 pandemic is a hot topic in the world right now. With cases of people getting fired because they are infected with this disease, it’s important to know if you can be fired for having or being exposed to this virus. When it comes to your employment contract, some things need clarification about what your employer can do if you’re diagnosed with COVID-19.

This article will discuss whether employees have any rights when their employers decide to fire them due to exposure or infection of COVID-19 and how both parties should approach the situation accordingly.

What are the Laws on COVID-19?
The Children of Virus Day 19 Commission was formed two weeks after the original outbreaks caused havoc across North America. This commission is responsible for determining the correct course of action to take when it comes to patient treatment and research and how patients should be monitored. The national pandemic has been met with much debate, mainly due to the lack of evidence that links COVID-19 directly to the cause of death.

There are no workplace regulations that specify how employers should handle employees who have or are exposed to COVID-19. This means there’s nothing in place currently to protect your rights as an employee regarding your exposure or infection to this virus.

If you are fired because you are diagnosed with COVID-19, there’s no law in place that will stop your employer from doing so. There is also nothing—in terms of protection for your rights—that prevents an employer from making termination decisions based on exposure or infection to COVID-19.

However, employers should consider that COVID-19 is a pandemic, and employees exposed to or infected with this virus could be protected under human rights legislation. If an employer fires an employee because of their exposure or infection, they may face legal consequences from both the courts and labour authorities.
Employees do have a right to be protected from discrimination due to “disability.” Many employees are classified as disabled if they have COVID-19. As a result, employers must accommodate employees who are disabled with this virus.

As of August 2011, COVID-19 is considered by the courts as being genetic or partly genetic in origin, which means that it is viewed the same way as any other disability.
When an employee is fired because of COVID-19, it could be considered discrimination based on “disability.” Employers who fire employees in these situations could face consequences, including compensation for lost wages and benefits, plus damages to compensate for injury to dignity, feelings, and self-respect.

An employer’s first responsibility should be to the health and safety of their workers. If your company is affected by COVID-19, you could face additional challenges if certain employees are forced to remain at work. Employers need to take precautions so that they can protect themselves from this virus, as well as other employees who may not be able to work.

Employees and employers need to strike a balance when it comes to the health of employees who are dealing with COVID-19. If you can’t determine how best to protect both parties, there’s help available. The National Union of Public and General Employees (NUPGE) has created an advice line exclusively for union members who are dealing with COVID-19. You can contact the NUPGE at 1-855-216-5874 for information on how to protect your rights while protecting your employer and fellow employees from this virus.

There has been significant debate about whether the spread of COVID-19 is natural or manmade, including theories that terrorists produced it. This pandemic has created fear and panic worldwide, affecting the global economy. However, there is also concern that many of the fears surrounding COVID-19 are based on myths or stereotypes that aren’t necessarily true. There is still much to be discovered about this virus; however, one thing everyone can agree on is that it is a serious public health threat that needs to be dealt with.

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