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Stay Home, Chicago: Emergency Order Requires Travelers from High-Risk States to Quarantine

Effective July 6, travelers coming into the City of Chicago from 15 designated high-risk states have been asked to quarantine for 14 days or risk incurring fines. With few exceptions to the order, employers will have to navigate the practical implications that are sure to arise as summer travel heats up.

Who is Impacted by the Order?

The emergency travel order requires persons entering the City of Chicago from states currently seeing a surge in COVID-19 cases to self-quarantine for two weeks. On or after July 6, 2020, anyone coming into the City of Chicago from states with a case rate greater than 15 new COVID-19 cases per 100,000 resident population, per day, over a seven-day rolling average, must self-quarantine for the entirety of their time in the City or for 14 days following their contact with a designated state, whichever is shorter.

As of the date the order was passed, travelers from the following 15 designated states will need to quarantine: Alabama, Arkansas, Arizona, California, Florida, Georgia, Idaho, Louisiana, Mississippi, North Carolina, Nevada, South Carolina, Tennessee, Texas, and Utah. This list of designated states will remain in effect until July 17. Starting July 14, the City will publish a new list of designated states every Tuesday, which will go into effect three days later.

Travelers who spend less than 24 hours in a designated state will not be required to quarantine. This means that driving through a designated state, or having a layover in an airport in a designated state, will not require quarantine. Additionally, travelers who fly into a Chicago airport and then travel directly out of city limits are not subject to the quarantine order.

Exceptions to the Order

The order contains a narrow exception for business travel by essential workers who work in critical infrastructure as designated by the Cybersecurity and Infrastructure Security Agency. Essential workers are permitted to travel between Chicago and designated states so long as that travel is for the primary purpose of carrying out their work, and so long as the worker needs to be physically present in Chicago (for residents of a designated state) or the designated state (for Chicago residents) in order to carry out that work. The employee will need identification issued by their employer.

Essential workers engaging in business travel are required to (1) avoid any non-essential interactions until the quarantine period has ended and limit their activities to work-related activities and functions while avoiding public spaces as much as possible; (2) monitor temperature and signs of symptoms, wear a face covering when in public, maintain social distance, and clean and disinfect workspaces; and (3) avoid extended periods in public, contact with strangers, and large congregate settings.

The only current exceptions for personal travel are for people who must travel for medical care or because of parental shared custody. There are no exceptions for employees who (1) have already tested positive for coronavirus, (2) live outside of Chicago city limits, or (3) were traveling to a designated state when the order went into effect.

Employer Obligations

Businesses with employees who conduct non-work-related travel to one of the designated states should be aware of their obligations under the travel order. While the order appears to punish only those who fail to quarantine, it could potentially impact employer obligations under the Families First Coronavirus Response Act(FFCRA), as well as the City of Chicago’s paid sick leave and anti-retaliation ordinances.

  • The FFCRA requires employers with between 50 and 500 employees to provide paid sick leave for coronavirus-related reasons. An employee subject to quarantine because of the travel order may be eligible for FFCRA-mandated leave.

  • The City of Chicago’s anti-retaliation ordinance prohibits businesses from taking adverse employment actions against covered employees who follows a local quarantine order. Therefore, an employee who must quarantine under the City’s travel order should not be disciplined or penalized for doing so.

  • Chicago’s paid sick leave law requires employers to permit “Covered Employees” who work within City limits to accrue up to 40 hours of paid sick leave per year, to be used when they are ill or injured, receiving medical care or preventive medical care, caring for a sick family member, or caring for a child whose place of care has been ordered closed by a public health official. A Covered Employee who is required to quarantine under the travel order may be eligible to take unused paid sick leave for the duration of the order.

Note, however, that businesses do not need to provide these leaves if employees are able to telework during the quarantine period.

© 2020 Schiff Hardin LLPNational Law Review, Volume X, Number 195

TRENDING LEGAL ANALYSIS


About this Author

Trevor M. Jorgensen Litigation Attorney Shiff Harden Law Firm
Associate

Trevor has conducted research, performed analysis, and drafted writings for a broad range of litigation matters. He has experience crafting and filing motions and petitions; drafting memoranda on pleading standards, statutes of limitations, and damages awards; and creating affidavits and executive orders.

Trevor honed his skills as an advocate during his work with the University of Michigan’s Civil-Criminal Litigation Clinic. His ability to quickly discern important case facts, maintain a keen understanding of client goals, and effectively communicate those facts and goals has...

312.258.5621
Lauren Novak Labor Law attorney, Schiff Hardin law firm, Chicago
Partner

Lauren S. Novak handles labor and employment law matters for clients in a diverse range of industries, including food and beverage, construction, gaming, manufacturing, outsourcing companies, educational institutions, and municipalities. Clients contact her to answer their day-to-day employment questions, review employee handbooks and employment policies, as well as to handle their more complex legal matters. Whether she is defending an unfair labor practice charge before the National Labor Relations Board, guiding employers through the union election process, or litigating a discrimination case, Lauren makes client communication a priority. Her primary goal is to resolve these matters in a fast and efficient way so that her clients can return their focus to their businesses.

Having previously served as in-house counsel for a labor union, Lauren has the unique ability to see both sides of each case. She uses this insight to successfully guide clients through employee contract negotiations, terminations, leave of absence issues, and settlement conferences. She also assists employers in responding to audit requests from union pension funds. When the time comes to litigate, Lauren calls upon her experience handling over a dozen labor arbitrations as well as her experience resolving discrimination, harassment, and retaliation claims to vigorously defend her clients.

Prior to joining Schiff Hardin, Lauren was an associate at a Midwest law firm representing public and private sector employers in labor and employment matters. Previously, she served as Associate General Counsel for the International Union of Operating Engineers, Local 150. She is currently an active Executive Committee member of the Chicago Bar Association Alliance for Women and the Community Outreach Committee for the Women’s Bar Association of Illinois. Lauren is also the founder of a networking group for Chicago-area female labor and employment attorneys.

Lauren  counsels employers in all aspects of labor and employment law including:

  • Reductions in force
  • Employee discipline issues
  • Labor relations
  • Policies and practices
  • Employment agreements
  • Settlement agreements
  • Severance matters
  • Collective bargaining
  • Federal and state employment discrimination matters
312-258-5540