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Update: Can Employees Sue Their Employer for Contracting the Coronavirus?

April 08, 2020

By: Drew Sorrell & Morey Raiskin

In the March 30 article entitled "Can Employees Sue Their Employer for Contracting the Coronavirus?", we discussed whether an employer may be held liable for an employee’s contraction of COVID-19. On Monday, April 6, the first lawsuit was filed by the estate of an employee against an employer for alleged wrongful death due to complications of the COVID-19 virus.

As noted in the previous article, workers’ compensation does not usually provide coverage to workers stricken with an “ordinary disease of life”, such as a cold or the flu. There are exceptions, however, which the courts determine by applying a four-part test to the facts of each case. 

Given that various levels of state and local governments have now issued stay-at-home orders, the facts have begun to tip towards COVID-19 being an exception to this general exclusionary rule, or at least we believe will be the case. Moreover, employers who choose to argue that workers’ compensation does not apply expose themselves to the potential of unlimited damages, potential punitive damages, and the vagaries of a jury trial. 

At this point, the arguments are not a slam dunk for the employee to avoid the limitations of workers’ compensation remedies or for the employer to be exposed in tort. In Florida, there can be liability—at least theoretically at this point—for failing adequately to protect employees against the virus.

As to the case filed on Monday in Illinois, the family of Wando Evans sued Walmart for alleged wrongful death caused by complications related to the coronavirus. The lawsuit claims that the store engaged in “willful and wanton” conduct (language designed to side-step workers’ compensation and raise the possibility of punitive damages) for not following public safety measures recommended by the Centers for Disease Control and Prevention. It further alleges that the store knew or should have known that individuals at the store were at a very high risk of infection and exposure due to the high volume of people present at the store, both workers and shoppers, on a daily basis. 

The legal complaint goes on to allege that the store knew other employees were showing signs of sickness, was not adequately training employees, was not adequately sterilizing, was not adequately providing distancing or personal protective equipment, did not have effective policies and procedures for addressing employees who became sick or showed signs of potential illness, did not adequately sanitize the store’s public or restricted areas, or take other appropriate and reasonable protective measures suggested by the CDC, OSHA, or state and local health departments. 

Whether the factual and legal allegations of the lawsuit can or will be proven remains to be seen. In the meantime, the defense of the lawsuit will cost significant time and money, posing significant risk to the employer regardless of the end result. Likewise, the tragedy of the death itself cannot and should not be ignored.

It is worth noting that an employee need not actually pass away due to the virus as liability and damages may arise for sickness, too. If employees continue to work during the COVID-19 crisis, it is important to train employees, provide personal protective gear for the specific job or job-site, and maintain and enforce effective policies and procedures which address removing potentially sick employees from the workplace. Employers need to also ensure physical space and separation, effectively sanitize the work and customer spaces, and take all other appropriate and reasonable steps suggested by the federal, state, and local governments. 

If you have questions regarding employment or tort (negligence) issues or other questions regarding your business in the context of the coronavirus, please contact one of the lawyers at Lowndes.

For up-to-date news please follow our Coronavirus (COVID-19) Resource Center page.


This article is informational only. You should consult an attorney before acting or failing to act. The law may change rapidly and no warranty is given. LOWNDES DISCLAIMS ALL IMPLIED WARRANTIES AND WITHOUT LIMITATION, ANY WARRANTY OF FITNESS FOR A PARTICULAR PURPOSE. ALL ARTICLES ARE PROVIDED AS IS AND WITH ALL FAULTS. Consult a Lowndes attorney if you wish to establish an attorney/client relationship.
Drew

Drew Sorrell is a seasoned business lawyer with particular expertise in technology, cybersecurity and privacy issues. With an MBA in marketing and finance, he approaches clients’ legal issues with both a practical business bent and a self-described geeky love of technology.

Drew enjoys working with CLO’s, CIO’s, CTO’s and technology owners at businesses of all sizes in every phase of their legal needs. He assists them on the front end, drafting and negotiating software licenses, Internet service provider agreements, data privacy/breach policies and procedures, and employment/services agreements as well as the indemnity and insurance coverage related to those agreements. He advises clients on the GDPR and state-specific regulations, penetration testing and security audits. He also has years of experience handling matters when things go wrong, including data breaches, privacy issues and other technology or software problems.

A founding member of the Sedona Conference Group 11 (Privacy/Data Security), Drew is frequently asked to speak and write on legal and ethical issues arising from technology, including unfair and deceptive trade practices, data breach, privacy, data governance, and technology contract drafting. He is chair of the firm’s multi-disciplinary Data Governance Group as well as the past chair of the Orange County Bar Association’s Intellectual Property, Business Law and Technology Committees.

Outside the technology arena, Drew has substantial expertise in both contracts and commercial litigation. In addition, he has experience assisting clients with government contracting. Drew began his legal career as a judicial clerk to Senior United States District Judge John H. Moore II, in Jacksonville, Florida, and then practiced with an AmLaw top 10 firm in Manhattan. After a stint as an assistant county attorney responsible for day-to-day legal advice and litigating civil issues for the county, Drew returned to Lowndes. Drew is admitted to practice in Florida, New York and the District of Columbia.

Born in Florida, Drew roots for his adopted football team—the FSU Seminoles (because neither Rollins nor George Washington has a football team). He is a proud father of two sons who play basketball and soccer, make great grades and generally keep him on his toes.

Morey

A Florida Supreme Court Certified Circuit Civil Mediator, Morey Raiskin works in the firm’s Labor & Employment Group.


Over the past 38 years, Morey has represented management of both large and small employers. He has successfully litigated cases in state and federal courts and represented clients in administrative proceedings involving the EEOC, DOL and FCHR. Morey also serves as an advisor to his clients, counseling them on virtually any workplace issue they may confront.

Morey develops non-compete and employment agreements, personnel policies, employment application forms, employee handbooks, and counsels clients on wage and hour, discrimination, WARN Act planning and union avoidance strategies. He litigates these same issues in state and federal courts or in administrative proceedings before the EEOC, U.S. Department of Labor or the Florida Commission on Human Relations.

Morey began practicing law in Las Vegas, Nevada, before moving to Orlando in 1984. In 1986, he accepted an in-house opportunity with a diversified publisher, Harcourt Brace Jovanovich, eventually becoming Lead Labor and Employment Counsel and Administrative Vice President of its wholly-owned subsidiary, Sea World. In 1990, Morey returned to private practice and has served in a myriad of roles, including as a shareholder and chair of the Labor and Employment Law Group at Lowndes from 1990—2012.


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