Face Masks, Temperatures, and Other 50-State Issues

The Fisher Phillips COVID-19 Taskforce developed the following resources to provide businesses with answers to commonly asked questions regarding COVID-19 issues on a state-by-state basis. This information continues to rapidly change, so please check back regularly for the latest information.

State-by-State Summary of Face Mask Requirements, Temperature Checks, and other Workplace Screening Rules (Updated 5/20/2020)

California County-by-County Summary of Face Mask Requirements, Temperature Checks, and other Workplace Screening Rules (Updated 5/26/2020)

State-by-State COVID-19 Workers' Compensation Chart (Updated 6/15/2020)

State-by-State COVID-19 Issues to Consider for the Private Sector Chart (Updated 6/15/2020)

• This summary document is intended for general business information purposes only. It is not a complete or all-inclusive explanation, and it should not be construed as legal advice on any specific facts or circumstances. Numerous regulations, interpretations, and other authorities must be evaluated in applying these principles.
• Items to note:
  • This summary covers PRIVATE employers. Governmental employers may have different or additional obligations.
  • This summary covers STATE law, only. Local laws may also apply.
  • Remember that federal law may run concurrent with or preempt state, local and federal laws that are changing hourly. Coordination of laws has never been more important.
  • All Federal Fair Labor Standards Act (FLSA) and applicable state law wage-hour principles continue to apply particularly those related to exempt/non-exempt status and deductions from pay/salary.
  • If a work location is subject to a Collective Bargaining Agreement (CBA), the CBA may apply and, if so, must be followed.
  • An employer’s written polices such as an Employee Handbook and past practices generally should be followed unless the employer provides prospective notice of change.
  • If an employee has an employment contract, be sure not to breach that contract.
  • The law of a particular state may apply to residents of the state, individuals who perform work in the state, or both. Check the law where the employee lives and works/reports. The employer’s state of incorporation or “home office” likely is irrelevant for determining the applicable state law.

Notice: Businesses are urged to seek specific advice from experienced labor and employment counsel concerning your business’s specific situation and any specific legal questions you might have.