Communicating Presumptive/Positive COVID-19 Tests
As Center for Leadership continues its response to COVID-19 across Indiana and beyond, Human Resources has developed an initial set of questions and answers for employees, managers, and colleagues upon the presumption or confirmation of a case of COVID-19.
Q: I am an employee: what should I do if I have been diagnosed as presumptive or confirmed with COVID-19?
A: You should immediately notify your manager or department head of your circumstances and be prepared to provide your manager with the date you first began to have symptoms of COVID-19, when you last were physically at work, and anyone at work with whom you had direct contact.
Q: What are my responsibilities as a manager if my employee notifies me that they have presumptive or confirmed COVID-19? Does it make a difference if they have been telecommuting?
A: The manager should first ask if the employee has contacted their physician, the date the employee first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis, and the last time the employee was in the workplace. A list of additional required questions is located below. The manager should then notify the Manager of Human Resources and Organizational Effectiveness of the employee’s situation or diagnosis of COVID-19 and the information gathered from the employee. The manger must contact HR by emailing HR at firstname.lastname@example.org.
The manager should ALSO do the following:
- Inform the ill employee to stay in contact with the manager to ensure when the ill employee has been cleared by a physician to resume any and all job functions, either by telecommuting or in the workplace.
- Determine if contact with the employee in the workplace occurred within the past 14 days or if there was a close contact in the workplace under CDC guidelines as defined as—
- A) being within approximately 6 feet of a COVID-19 case for a prolonged period of time
- B) having direct contact with infectious secretions of a COVID-19 case (ie: being coughed on).
- The Manager of Human Resources and Organizational Effectiveness will inform employees who have been identified as having been in close contact with the ill employee that an employee has been identified as presumptive or confirmed with COVID-19 and that they have been identified as an individual for whom there was sufficient contact to warrant notification. To the extent possible, this notification should be done by phone, but if this is not possible, an email is sufficient.
IMPORTANT! At no time should the identity of the co-worker ever be disclosed to any other co-workers, this information should remain confidential and only known to the manager and HR, unless the ill employee voluntarily discloses their status to co-workers.
- The Manager of Human Resources and Organizational Effectiveness will inform the close-contact-employees that they are to go home and self-isolate, or if the employees being notified are already telecommuting, that they must not come to the workplace and self-isolate for a fourteen (14) day period from the date of the last known contact with the ill co-worker. A suggestion will be made to direct the employee to their primary care physician for further guidance.
- If the employee feels they are well enough to continue their telecommuting duties, they should discuss that with their manager and their healthcare provider. No employee who is ill is expected to continue working.
Q: As an employee, when am I able to return to work following a diagnosis of presumptive or confirmed diagnosis of COVID-19?
A: You should stay home under the care of your primary care physician for the length of time recommended by your physician. No employee should return to work until the last symptoms have cleared and you have been assessed by your provider and cleared to return to work.
Your manager will be required to inform other employees who could have been in close contact with you that they may have been exposed to COVID-19. At no time will your identity be disclosed to any co-workers by your manager; that information will remain confidential and only the knowledge of the manager of HR. You may voluntarily share your information with whomever you choose.
Q: I am a Volunteer Facilitator and aware there are student or other professionals, who were in the classroom with me who have told me they are presumptive or confirmed with COVID-19.
A: After understanding the protocols noted in earlier FAQs above, an individual can always voluntarily choose to notify their co-workers their diagnosis. This is an individual decision. Program Coordinators will be required to notify students and their families accordingly.
Q: I am an employee or manager and am aware of a vendor who has visited the workplace who has told me that they are presumptive or confirmed with COVID-19. What do I do?
A: If you are an employee who becomes aware of a vendor who has visited the workplace and has been diagnosed as either presumptive or confirmed with COVID-10, please contact your manager immediately. All managers who are notified should first contact the Manager of Human Resources and Organizational Effectiveness by emailing HR at email@example.com. Once a determination is made whether a CLD employee came into close contact with the vendor as defined by the CDC, the Manager of Human Resources and Organizational Effectiveness will notify all co-workers that they may have come into close contact with a vendor or individual in the workplace who has been diagnoses as presumptive or confirmed with COVID-19 following the protocol outlined in FAQs above.
Q: I am an employee who is very sick but have not yet been tested for COVID-19, what do I do?
A: The ill employee should first contact their physician or healthcare provider and inform them theyare not feeling well. They should then contact their manager. Your manager will follow the appropriate steps as outlined in #2 above, which must include contacting the Manager of Human Resources and Organizational Effectiveness at firstname.lastname@example.org.
If they are later diagnosed with presumptive or confirmed COVID-19, please refer to the FAQs above for further guidance.
Q: I do not feel safe at work from COVID-19, what should I do?
A: Employees who, in general, are worried about contracting COVID-19 are encouraged to wash their hands frequently, avoid touching their faces, and maintain social distance.
Q: I am an employee and my question isn’t addressed in these FAQs. Who should I contact?
A: Employee may contact Malybu White, Manager of Human Resources and Organizational Effectiveness with additional questions, and she will either answer your question or direct you to the appropriate office.
ILLNESS, QUARANTINE, MONITORING
Q: When should I be quarantined or isolated for 14 days?
A: Well, employees are expected to work unless:
- The employee has traveled to a Level 3 country in the last 14 days;
- The employee has cared for someone with a confirmed case of COVID-19 in your household during the last 14 days.
An individual who resides with the employee has been to a Level 3 country in the last 14 days.
- A physician has recommended that an employee remain home due to potential exposue;
- Manager of Human Resources and Organizational Effectiveness sent the employee home due to potential exposure.
Employees who meet the criteria above must self-isolate, in accordance with CDC guidelines. Employees in these circumstances should discuss the telecommuting options with their manager and continue to work from home, if possible.
Q: If I am quarantined, do members of my household need to be quarantined or isolated as well?
A: CLD encourages employees in this situation to seek advice from their personal healthcare professional.
Q: If a member of my household is quarantined, should I still come back to work?
A: If your household member is either asymptomatic or symptomatic and has returned from a Level 3 country in the last 14 days, you must remain at home for the full 14-day period.
Employees with household members who are exhibiting symptoms of COVID-19 but are undiagnosed or awaiting test results should remain home. Employees should telecommute, if possible, with manager permission.
Q: If I am quarantined, am I expected to work remotely?
A: Employees who have the capacity to work remotely during quarantine should telecommute (with their manger’s approval) and should speak with their manager regarding further guidance. If an employee does not have the capacity or approval to work from home, then the employee should contact HR.
Q: I felt fine when I came to work but then fell ill—what do I do?
A: Employees who feel unwell should immediately separate from others, inform their manager of their illness, and go home. Employees who are concerned about their symptoms should immediately contact their primary care provider. Employees who have recovered from an illness should contact their manager when ready to return to work.
Q: A colleague became ill in the office or offsite during programming. Do I need to be isolated or quarantined?
A: Not necessarily – we must rely on guidance from health care providers, because most situations in the workplace require responses. Employees who are unwell or who start to feel unwell at work should stay at home or go home immediately, respectively. The most important thing employees can do is monitor their health and remain home when unwell. If there is a presumed or confirmed case of COVID-19 in the workplace, managers should contact Office Manager, Carolyn Ladd, email@example.com for next steps on cleaning. Healthcare providers will determine the extent of necessary quarantine.
Q: If I am recovering from an illness, when should I return to work?
A: Employees are encouraged to remain home through the duration of an illness, whether it is the common cold, flu, or COVID-19. For all absences due to illness (including COVID), employees are expected to follow the necessary processing protocols up to and including physician certification. Employees recovering from COVID-19
Questions? Contact your human resources manger:
Human Resources Manger:
firstname.lastname@example.org | ext.