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COVID-19 - Recommended Best Practices for the Workplace - March 12, 2020

Below are links to our current workplace recommendations and resources from your Davis Brown attorneys regarding COVID-19 (coronavirus). In addition, our recommended travel policy for employers is set forth below; with Spring Break and related vacations fast approaching, employers should consider immediate implementation of a travel policy. 

Coronavirus in the Workplace Information - Davis Brown Legal Resource Center

Davis Brown has created an online legal resource center containing links to our written materials and webinars in which we answer our clients’ most frequently asked questions and provide our best practices recommendations regarding COVID-19 (coronavirus). This online resource center will be frequently updated in the upcoming days and weeks as the situation develops. 

State and Federal Resources

Recommended COVID-19 Travel Policy 

Generally speaking, for our construction, real estate, and other clients that are not in a sensitive industry (e.g., health, education, transportation, etc.), we recommend employers strongly consider immediately implementing the following policy, or a similar policy. When implementing this policy, you will need to choose an employer-designated point person to handle inquiries. Contact your lawyer for further guidance with travel policies and how to handle employee leave due to COVID-19 concerns. 

COVID-19 (Coronavirus) Travel Policy 

The following policy applies to all employees who travel outside of the state of Iowa for any period of time (collectively, “Returning Employees”), with such travel being discouraged. This policy may be revised based upon changing circumstances. 


Prior to returning to work from travel outside of Iowa, Returning Employees must call the employer-designated point person (“Employer”) and obtain approval to return to work. Returning Employees may be required by the Employer to remain out of the office for fourteen (14) calendar days from the date the employee returned, including if the Returning Employee traveled to a higher exposure location, as deemed by the Employer based upon CDC and other guidance regarding the current status of COVID-19 in that location. Returning Employees should monitor their symptoms for 14 days and if they become ill and need to seek medical care, they should call ahead to their doctor’s office and inform them of their recent travel or potential exposure. If the Returning Employee tests negative, he or she may be allowed to return earlier. Returning Employees may also be required to provide medical certification that they are cleared to return to work; we will notify you of any requirements. 


Employer’s current list of higher exposure locations, which is subject to change without prior notice, that will result in the 14-day required leave are as follows:

Davis Brown Law Firm Update

The firm continues to monitor the situation, its impact on our clients and our events, activities, and operations. Currently, we plan to follow the Iowa Department of Public Health and the Centers for Disease Control guidance for business operations. We will take the necessary measures to keep our clients, staff, and attorneys as safe as possible.

Attorneys currently have the capability and are willing to meet with clients remotely via phone, video conferencing, and/or webinars. The firm is prepared to continue to provide uninterrupted legal services should we learn that we need to work remotely for an extended period. 

We will continue to keep you updated as the situation evolves.



Davis Brown Law Firm blogs, legal updates, and other content are for educational and informational purposes only. This is not legal advice and it does not create an attorney/client relationship between Davis Brown and readers. Each circumstance is different; readers should consult an attorney to understand how this content relates to their personal situation. You should not use Davis Brown blogs or content as a substitute for legal advice from a licensed attorney in your state. Reproduction of Davis Brown content without written consent is prohibited.