What to do if your employee is diagnosed with COVID-19

Frequently Asked Questions

What should I do if my employee is diagnosed with COVID-19?

As an employer, it can be difficult to navigate the correct precautions to take in these uncertain times. Here are answers to some frequently asked questions if you have an employee diagnosed with COVID-19.

Can my diagnosed employee still work at my place of business?

No. To prevent the spread of COVID-19, make sure your employee does not return to the workplace and follows the appropriate medical care.

Do I need to notify anyone if my employee is diagnosed with COVID-19? Who?

Yes, you’ll need to notify the local health department, all employees and/or customers who may have come in contact with the diagnosed employee. They will need to follow the 14-day quarantine as recommended by the local health department. You may need to consult legal counsel to notify these individuals of the potential exposure.

Should I tell them the name of the diagnosed employee?

No, you should keep the identity of the diagnosed employee confidential.

What information do I provide to those individuals who came in contact with the diagnosed employee?

Communication should include that they may have been exposed to a diagnosed employee, what you as the employer are doing to ensure workplace safety and sanitation precautions, implementation of deep cleaning recommended by the local health department. You may want to use these points to develop talking points in the case of media inquiries. This is a good time to remind employees about following your social media policy.

What benefits are the impacted employees entitled to?

You should know the employer’s requirements for the Emergency Paid Sick Leave Act and the Emergency Family Medical Leave Expansion Act. Prestamos has scheduled biweekly webinars to provide employers with this knowledge.

Is there anything else to be aware of?

This is a good time to reiterate your safety precautions with employees and customers. Implement remote work options if you’re able to. Practice social distancing measures. Education your employees on proper hygiene and handwashing methods. Limit travel to hot spots and self-quarantine after travel. Share your Employee Assistance Program information to ensure employee wellness during these uncertain times. Employers should remind themselves of anti-discrimination requirements and ensure their actions do not have an impact on a particular protected class under federal, state, and local law.

Source: Stinson LLP