Overview: The workplace is no place for an infectious disease. Whether it is one of the many flus that develop each year or the common cold, employers should do whatever it takes to keep these contagious germs off the premises.
The first defense against these infectious diseases is to stop germs before they attack. Offering wellness programs, paying for vaccines and encouraging proper employee hygiene (especially hand washing) are ways in which to do this.
Still, employees will get sick no matter how much employers do to keep them healthy. Accordingly, the next step of a contagious disease containment plan is to keep sick employees out of the office. This can be done through a generous sick leave policy or providing telecommuting options, if the job description allows.
Trends: Employers should also be concerned about infectious diseases that arise overseas, such as Zika or Ebola, when employees must travel to an affected country for business or when employees choose to vacation in an affected country.
Author: Melissa Gonzalez Boyce, JD, Legal Editor
In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect to navigating employee health concerns in the office.
This How To details the steps an employer should take when dealing with an employee with an infectious disease.
An employer may use this policy to promote a healthy work environment. Included in a Contagious Disease policy are standards and requirements that adhere and comply with the Occupational Health and Safety Administration (OSHA).
This letter may be used to educate employees on the importance of being vaccinated against the seasonal flu as well as other preventable illnesses.
HR guidance on preventing infectious diseases in the workplace.