As COVID-19 infection rates continue to climb, it’s imperative that organizations respond quickly when an employee is diagnosed. Here are the steps employers should take:
Employees should be notified of potential exposure in the workplace, but they should not be told who is sick. Employees won’t like that they can’t gauge their own risk, but the Americans with Disabilities Act (ADA) requires this type of information remain confidential. Don’t worry if employees figure it out on their own, but make sure you’re not the one to reveal the information (and don’t drop sneaky hints to help them along).
Assess the Risk of Exposure and Quarantine If Advisable
If there was close contact for a prolonged period (about six feet or less for 15 minutes or more over the course of 24 hours), exposed employees should quarantine. If you aren’t confident in your risk assessment, call your local or state health authority to help you determine which employees should quarantine.
Disinfect Areas Used by the Sick Employee
The CDC recommends the following practices (among others):
If it has been seven days or more since the person who is sick was in the workplace, additional cleaning and disinfection is not necessary.
For more detailed instructions on cleaning and disinfecting the workplace after someone is diagnosed, and lots of great general guidance, see the CDC’s Guidance for Business and Employers. Calling your local or state health authority is recommended as well.
Determine When an Employee Can Return to Work
Sick employees should work with their healthcare provider to determine when to return to the workplace. Generally, an employee will be okay to return when at least 24 hours have passed since resolution of fever without the use of medication, and other symptoms have improved, and at least 10 days have passed since symptoms first appeared or since the positive test result, if the employee is asymptomatic.