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Sunday, June 28, 2020

Twins coaches Bob McClure, 68, and Bill Evers, 66, sidelined for season

Citing health and safety concerns related to the COVID-19 pandemic, the Twins will not allow bullpen coach Bob McClure and major league coach Bill Evers to work games this year, according to a source with knowledge of the decisions.

Pete Maki, the minor league pitching coordinator, is in line to step in as the new bullpen coach, while Evers’ role is expected to be filled in the near future.

The decision came after the Twins examined the health histories of their staff members, taking age and any existing conditions into account.

McClure, 68, was entering his first season as bullpen coach, replacing Jeremy Hefner, who was hired as the Mets pitching coach. McClure, who spent the previous two seasons as the organization’s senior adviser to pitching development, has twin 8-year-old sons.

Evers, 66, was entering his second season as a major league coach after spending 23 seasons with the Rays organization, the last two as minor league field coordinator. He was Joe Maddon’s bench coach in 2006 and 2007 while Twins manager Rocco Baldelli played for the Rays.

RoyalsRetro (AG#1F) Posted: June 28, 2020 at 08:37 PM | 9 comment(s) Login to Bookmark
  Tags: twins

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   1. Rally Posted: June 29, 2020 at 09:26 AM (#5960097)
68 year old with 8 year old twins? That is dedication to the Minnesota franchise.

I don't know much about McClure but probably likely that his young kids have brothers and/or sisters in their 40's.
   2. What did Billy Ripken have against ElRoy Face? Posted: June 29, 2020 at 10:28 AM (#5960117)
68 year old with 8 year old twins?
Usually you have to be a lot richer/more famous than “MLB coach and former reliever” to pull that one off.
   3. The Yankee Clapper Posted: June 29, 2020 at 12:15 PM (#5960155)
The excerpt makes it sound like the Twins unilaterally determined that it was too risky for the coaches to work this season. Might be an ADA violation if that was the case.
   4. Edmundo got dem ol' Kozma blues again mama Posted: June 29, 2020 at 01:30 PM (#5960176)
McClure and I are the same age. I can’t imagine having 8 yo twins. They’ll still be in college (if they go) when he’s 80. Oof.
   5. PreservedFish Posted: June 29, 2020 at 01:33 PM (#5960178)
Baldelli has a bizarre disorder of some sort, right? Wonder if he should be on the high risk list.
   6. RoyalsRetro (AG#1F) Posted: June 29, 2020 at 01:51 PM (#5960184)

The excerpt makes it sound like the Twins unilaterally determined that it was too risky for the coaches to work this season. Might be an ADA violation if that was the case.


It sounds like they're still working, just not as on-field coaches, I don't know what the ADA says about that. They're not being fired.
   7. Mayor Blomberg Posted: June 29, 2020 at 02:05 PM (#5960189)
Baldelli has a bizarre disorder of some sort, right?


Mitochondrial channelopathy
   8. The Yankee Clapper Posted: June 29, 2020 at 04:24 PM (#5960231)
It sounds like they're still working, just not as on-field coaches, I don't know what the ADA says about that. They're not being fired.
There’s a good argument that an involuntary reassignment to a less desirable position would be prohibited by the ADA, and a demotion would clearly be. The coaches may be happy with the deal, so there may never be a challenge to the Twins’ action, but this EEOC Guidance is on point:
G.4. The CDC identifies a number of medical conditions that might place individuals at “higher risk for severe illness” if they get COVID-19. An employer knows that an employee has one of these conditions and is concerned that his health will be jeopardized upon returning to the workplace, but the employee has not requested accommodation. How does the ADA apply to this situation? (5/7/20)

First, if the employee does not request a reasonable accommodation, the ADA does not mandate that the employer take action. If the employer is concerned about the employee’s health being jeopardized upon returning to the workplace, the ADA does not allow the employer to exclude the employee – or take any other adverse action – solely because the employee has a disability that the CDC identifies as potentially placing him at “higher risk for severe illness” if he gets COVID-19. Under the ADA, such action is not allowed unless the employee’s disability poses a “direct threat” to his health that cannot be eliminated or reduced by reasonable accommodation.

The ADA direct threat requirement is a high standard. As an affirmative defense, direct threat requires an employer to show that the individual has a disability that poses a “significant risk of substantial harm” to his own health under 29 C.F.R. section 1630.2(r) (regulation addressing direct threat to health or safety of self or others). A direct threat assessment cannot be based solely on the condition being on the CDC’s list; the determination must be an individualized assessment based on a reasonable medical judgment about this employee’s disability – not the disability in general – using the most current medical knowledge and/or on the best available objective evidence. The ADA regulation requires an employer to consider the duration of the risk, the nature and severity of the potential harm, the likelihood that the potential harm will occur, and the imminence of the potential harm. Analysis of these factors will likely include considerations based on the severity of the pandemic in a particular area and the employee’s own health (for example, is the employee’s disability well-controlled), and his particular job duties. A determination of direct threat also would include the likelihood that an individual will be exposed to the virus at the worksite. Measures that an employer may be taking in general to protect all workers, such as mandatory social distancing, also would be relevant.

Even if an employer determines that an employee’s disability poses a direct threat to his own health, the employer still cannot exclude the employee from the workplace – or take any other adverse action – unless there is no way to provide a reasonable accommodation (absent undue hardship). The ADA regulations require an employer to consider whether there are reasonable accommodations that would eliminate or reduce the risk so that it would be safe for the employee to return to the workplace while still permitting performance of essential functions. This can involve an interactive process with the employee. If there are not accommodations that permit this, then an employer must consider accommodations such as telework, leave, or reassignment (perhaps to a different job in a place where it may be safer for the employee to work or that permits telework). An employer may only bar an employee from the workplace if, after going through all these steps, the facts support the conclusion that the employee poses a significant risk of substantial harm to himself that cannot be reduced or eliminated by reasonable accommodation.
It’s not clear that the Twins went through the interactive process - perhaps they did and just didn’t mention it. However, proving ‘direct threat’ is difficult, and a lot more than ‘heightened risk’. To the extent the Twins action was based on age, there could be ADEA issues, too.
   9. What did Billy Ripken have against ElRoy Face? Posted: June 29, 2020 at 04:39 PM (#5960237)
Citing health and safety concerns related to the COVID-19 pandemic, the Twins will not allow bullpen coach Bob McClure and major league coach Bill Evers to work games this year
So they're like the Rangers, except the opposite.

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