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Can their job continue efficiently remote? If so, then maybe they can switch to being a remote employee for the forseeable future (or until they are willing to comply with the mask requirement)
Is there an alternative that can be offered such as a face shield?
Yeah curious why aren't you guys remote?
Chief
From an ADA perspective the question here is if you can provide reasonable accommodation.
You should review options you have and look into 2-3 bulletproof ones.
If an employee rejects them, I would pay them severance and let them go.
Because if you make them come, and they contract COVID, they can sue you for negligence and inability to provide safe workplace, and that would be way more expensive.
Applicable to our retail employees...
at that point then it is required by law to wear a mask. There's no getting around that if you're interacting with the public all day. Health workarounds make sense for people coming and going only. Is the medical reason documented by a doctor?
I can't imagine the implications of firing someone in a retail job for not being able to wear a mask would hold over well if they have a health condition. But it's so impractical to have them on leave indefinitely when masks will be necessary for the foreseeable future
Reasonable accommodation to someone with COPD would be offering not working, as someone with COPD has reduced lung capacity it would be in their interest to wear a mask as without one they would greatly increase their chance of contracting covid, and with a cofactor like COPD would probably not make it through the disease.