COVID 19 Response Checklist
Sending communications to remind employees who have symptoms (i.e., fever, cough, or shortness of breath) that they should notify their supervisors and stay home
Inform sick employees on CDC-recommended steps and implement a support program to help them achieve these steps
Inform employees who are well but who have a sick family member at home with COVID-19 to notify their supervisor and follow CDC recommended precautions
Review OSHA COVID-19 for more information on how to protect workers from potential exposures and guidance for employers, including steps to take for jobs according to exposure risk
OSHA COVID 19 page- https://www.osha.gov/SLTC/covid-19/
Guidance for Employers - https://www.osha.gov/Publications/OSHA3990.pdf
Set protocols and facilities to help separate employees who appear to have symptoms (i.e., fever, cough, or shortness of breath) upon arrival at work or who become sick during the day from other employees, customers, and visitors and sent home
If an employee is confirmed to have COVID-19 infection, Inform fellow employees of their possible exposure to COVID-19 if an employee is confirmed to have COVID-19 infection, but maintain confidentiality as required by the Americans with Disabilities Act (ADA).
Policies and procedures related to illness, cleaning and disinfecting, and work meetings and travel
Washing hands often with soap and water for at least 20 seconds and the use of hand sanitizer with at least 60% alcohol (if soap and water are not available)
Avoiding the use of other employees’ phones, desks, offices, or other work tools and equipment, when possible
Practice social distancing by avoiding large gatherings and maintaining distance (approximately 6 feet or 2 meters) from others when possible
Cleaning and disinfecting frequently touched objects and surfaces such as workstations, keyboards, telephones, handrails, and doorknobs
Identify a workplace coordinator who will be responsible for COVID-19 issues and their impact at the workplace
Ensure that sick leave policies are flexible and consistent with public health guidance and that employees are aware of and understand these policies
Maintain flexible policies that permit employees to stay home to care for a sick family member or take care of children due to school and childcare closures. Additional flexibilities might include giving advances on future sick leave and allowing employees to donate sick leave to each other.
Consider drafting non-punitive “emergency sick leave” policies
Send communications reiterating that there's no need to require a positive COVID-19 test result or a healthcare provider’s note for employees who are sick to validate their illness, qualify for sick leave, or to return to work
Review human resources policies to make sure that policies and practices are consistent with public health recommendations and are consistent with existing state and federal workplace laws
Connect employees to employee assistance program (EAP) resources (if available) and community resources as needed
Be prepared to change your business practices if needed to maintain critical operations (e.g., identify alternative suppliers, prioritize existing customers, or temporarily suspend some of your operations if needed)
Identify alternate supply chains for critical goods and services. Some good and services may be in higher demand or unavailable.
Talk with companies that provide your business with contract or temporary employees about the importance of sick employees staying home and encourage them to develop non-punitive leave policies.
Talk with business partners about your response plans. Share best practices with other businesses in your communities.
Plan to monitor and respond to absenteeism at the workplace.
Implement plans to continue your essential business functions in case you experience higher than usual absenteeism.
Cross-train employees to perform essential functions so the workplace can operate even if key employees are absent
Consider establishing policies and practices for social distancing. Social distancing should be implemented if recommended by state and local health authorities. Social distancing means avoiding large gatherings and maintaining distance (approximately 6 feet or 2 meters) from others when possible (e.g., breakrooms and cafeterias).
Consider improving the engineering controls using the building ventilation system.
Provide soap and water in the workplace. If soap and water are not readily available, use alcohol-based hand sanitizer that is at least 60% alcohol. If hands are visibly dirty, soap and water should be chosen over hand sanitizer. Ensure that adequate supplies are maintained.
Place hand sanitizers in multiple locations to encourage hand hygiene
Place posters that encourage hand hygiene to help stop the spread at the entrance to your workplace and in other workplace areas where they are likely to be seen
Direct employees to visit the coughing and sneezing etiquette and clean hands webpage for more information.
Check the CDC’s Traveler’s Health Notices for the latest guidance and recommendations for each country to which you will travel.
Ensure employees who become sick while traveling or on temporary assignment understand that they should notify their supervisor and promptly call a healthcare provider for advice if needed
If outside the United States, sick employees should follow company policy for obtaining medical care or contact a healthcare provider or overseas medical assistance company to assist them with finding an appropriate healthcare provider in that country.
Consider using videoconferencing or teleconferencing when possible for work-related meetings and gatherings.
Consider canceling, adjusting, or postponing large work-related meetings or gatherings that can only occur in-person.