Guidance for Businesses and Employers to Plan and Respond to the 2009 2010 Influenza Season
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Monday, August 31, 2009 |
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CDC
is releasing new guidance that recommends actions that non-healthcare
employers should take now to decrease the spread of seasonal flu and
2009 H1N1 flu in the workplace and to help maintain business continuity
during the 2009–2010 flu season.1 The guidance includes additional
strategies to use if flu conditions become more severe and some new
recommendations regarding when a worker who is ill with influenza may
return to work. The guidance in this document may change as additional
information about the severity of the 2009-2010 influenza season and
the impact of 2009 H1N1 influenza become known. Please check
www.flu.gov periodically for updated guidance
Introduction
The
U.S. Department of Health and Human Services' (HHS) Centers for Disease
Control and Prevention (CDC), with input from the U.S. Department of
Homeland Security (DHS), has developed updated guidance for employers
of all sizes to use as they develop or review and update plans to
respond to 2009 H1N1 influenza now and during the upcoming fall and
winter influenza season. Businesses and employers, in general, play a
key role in protecting employees' health and safety, as well as in
limiting the negative impact of influenza outbreaks on the individual,
the community, and the nation's economy. Employers who have developed
pandemic plans should review and revise their plans in light of the
current 2009 H1N1 influenza outbreak to take into account the extent
and severity of disease in their community as outlined in this
guidance.2
Planning for Fall and Winter Influenza Season
Businesses
may have already been impacted by the spring and summer outbreaks of
2009 H1N1 influenza affecting their employees. CDC anticipates that
more communities may be affected than were in the spring/summer 2009,
and/or more severely affected reflecting wider transmission and
possibly greater impact. In addition, seasonal influenza viruses may
cause illness at the same time as 2009 H1N1 this fall and winter. In
response to the anticipated spread of 2009 H1N1 influenza, the CDC has
revised its recommendations to assist businesses and other employers of
all sizes.
The severity of illness that 2009 H1N1 influenza flu
will cause (including hospitalizations and deaths) or the amount of
illness that may occur as a result of seasonal influenza during the
2009–2010 influenza season cannot be predicted with a high degree of
certainty. Therefore, employers should plan to be able to respond in a
flexible way to varying levels of severity and be prepared to refine
their pandemic influenza response plans if a potentially more serious
outbreak of influenza evolves during the fall and winter. More people
and communities are likely to be affected as influenza is more widely
transmitted. The CDC and its partners will continuously monitor
national and international data on the severity of illness caused by
influenza, will disseminate the results of these ongoing surveillance
and will make additional recommendations as needed.
Considerations of Appropriate Response Strategies
All
employers must balance a variety of objectives when determining how
best to decrease the spread of influenza and lower the impact of
influenza in the workplace. They should consider and communicate their
objectives, which may include one or more of the following: (a)
reducing transmission among staff, (b) protecting people who are at
increased risk of influenza related complications from getting infected
with influenza, (c) maintaining business operations, and (d) minimizing
adverse effects on other entities in their supply chains.
Employers
should expect to see a wide range of disease patterns across the
country. Employers should base their strategies and response to
influenza outbreaks on local information from local and state public
health authorities. Some of the key indicators that should be used when
making decisions on appropriate responses are:
- Disease severity (i.e., hospitalization and death rates) in the community where business is located;
- Extent of disease (number of people who are sick) in the community;
- Amount of worker absenteeism in your business or organization;
-
Impact of disease on workforce populations that are vulnerable and at
higher risk (e.g., pregnant women, employees with certain chronic
medical conditions that put them at increased risk for complications of
influenza); and
- Other factors that may affect employees' ability
to get to work, such as school dismissals or closures due to high
levels of illness in children or school dismissals.
Employers
need to plan now to be able to obtain updated information on these
indicators from state and local health departments in each community
where they have a business presence and to respond quickly to the
changing reality on the ground. Employers with more than one business
location are encouraged to provide local managers with the authority to
take appropriate actions outlined in their business pandemic plan based
on the condition in each locality.
Preparedness and Response Recommendations
Planning for 2009 H1N1 and the 2009–2010 influenza season
This
guidance is designed to help employers plan for and respond to two
possible conditions: 1) a continuation of the current level of severity
of influenza as was observed during the spring and summer of 2009 and
2) a more severe outbreak. The first situation is what is being
experienced in some communities now—an outbreak of similar severity of
2009 H1N1 to the spring. However, even if the severity of the virus
does not change, planners should expect that there will be more people
who are ill in the fall and winter as 2009 H1N1 outbreaks coincide with
the seasonal influenza season, and this level of absenteeism may impact
business operations. A second situation involves an outbreak of greater
severity including more people with severe illness and thus, more
people hospitalized for influenza complications; more deaths from
influenza; and a probable escalation of absenteeism.
Businesses
should have an understanding of their normal seasonal absenteeism rates
and know how to monitor their personnel for any unusual increases in
absenteeism through the fall and winter. Business continuity planners
should assess their essential business functions now to determine at
what threshold of absenteeism those functions would be threatened if
absenteeism escalates. Planners can then prepare to take more
aggressive measures to protect continuity as absenteeism escalates
towards those thresholds.
Even employers in communities that
have not yet felt effects from 2009 H1N1 influenza should plan for an
influenza outbreak this fall and winter, and be ready to implement
strategies to protect their workforce while ensuring continuity of
operations. During an influenza pandemic, all sick people should stay
home and away from the workplace, hand washing and covering coughs and
sneezes should be encouraged, and routine cleaning of commonly touched
surfaces should be performed regularly. If the severity of illness
increases, employers should be ready to implement additional measures
while continuing to rigorously implement the interventions recommended
for an outbreak similar to the spring/summer 2009 H1N1 outbreak. If
severity increases, public health officials may recommend a variety of
methods for increasing the physical distance between people (called
social distancing) to reduce the spread of disease, such as school
dismissal, child care program closure, canceling large community
gatherings, canceling large business-related meetings, spacing workers
farther apart in the workplace, canceling non-essential travel, and
recommending work-from-home strategies for workers that can conduct
their business remotely.
Please remember: employers should
develop capabilities to respond to both scenarios and these two
conditions serve only as a planning framework. Businesses and other
employers should develop flexible capabilities to respond to either
situation given the difficulties in accurately predicting the extent
and severity of 2009 H1N1 as it unfolds during the 2009–2010 influenza
season. Individual businesses may implement additional actions if they
experience high absenteeism or business continuity is compromised. In
addition, employers should be aware that other emergencies such as
hurricanes or other natural disasters may happen during the fall and
winter, creating additional challenging problems for businesses and
communities.
Work with State and Local Public Health Partners
Coordination
with state and local health officials is strongly encouraged for all
businesses so that timely and accurate information can guide
appropriate responses in each location where their operations reside.
Since the intensity of an outbreak may differ according to geographic
location, local public health officials will be issuing guidance
specific to their communities. Also, businesses could work with public
health and community leaders to explore ways of improving accessibility
of vaccination for the workforce and in the community.
Keep Sick Workers Home
One
of the best way to reduce the spread of influenza is to keep sick
people away from well people. However, in the fall and winter, it will
not be possible to quickly determine if workers who are ill have 2009
H1N1, seasonal influenza, or any number of other different conditions
based on symptoms alone. Local and state health department surveillance
information can be helpful to know when influenza is circulating in the
community, although the availability, timeliness, and amount of local
information on when influenza is circulating may vary substantially
from community to community.
Workers who have symptoms of
influenza-like illness3 are recommended to stay home and not come to
work until at least 24 hours after their fever has resolved.4
Regardless of the size of the business or the function or services that
you provide, all employers should plan now to allow and encourage sick
workers to stay home without fear of losing their jobs. CDC recommends
this strategy for all levels of severity. Employers should plan now for
how they will operate if there is significant absenteeism from sick
workers. However, employers should know that some persons with
influenza, including those ill with 2009 H1N1, do not have fever.
Therefore it will not be possible to exclude everyone who is ill with
influenza from the workplace.
Be Prepared if Schools Dismiss Students or Child Care Programs Close
In
some communities, schools may dismiss students and childcare programs
may close, particularly if the severity increases. Officials will make
these decisions to protect public health, but they will affect your
business's functioning, especially affecting absenteeism. Plan now to
determine how you will operate if absenteeism spikes from increases in
sick workers, those who stay home to care for ill family members, and
those who must stay home to watch their children if dismissed from
school. Businesses and other employers should prepare to institute
flexible workplace and leave policies for these workers.
Actions Employers Should Take Now
- Review or establish a flexible influenza pandemic plan and involve your employees in developing and reviewing your plan;
-
Conduct a focused discussion or exercise using your plan, to find out
ahead of time whether the plan has gaps or problems that need to be
corrected before flu season;
- Have an understanding of your
organization's normal seasonal absenteeism rates and know how to
monitor your personnel for any unusual increases in absenteeism through
the fall and winter.
- Engage state and local health department to
confirm channels of communication and methods for dissemination of
local outbreak information;
- Allow sick workers to stay home without fear of losing their jobs;
-
Develop other flexible leave policies to allow workers to stay home
to care for sick family members or for children if schools dismiss
students or child care programs close;
- Share your influenza
pandemic plan with employees and explain what human resources policies,
workplace and leave flexibilities, and pay and benefits will be
available to them;
- Share best practices with other businesses in
your communities (especially those in your supply chain), chambers of
commerce, and associations to improve community response efforts; and
-
Add a "widget" or "button" to your company Web page or employee Web
sites so employees can access the latest information on influenza:
www.cdc.gov/widgets/ and
www.cdc.gov/SocialMedia/Campaigns/H1N1/buttons.html
Important Components of an Influenza Pandemic Plan
-
Be prepared to implement multiple measures to protect workers and
ensure business continuity. A layered approach will likely work better
than using just one measure.
- Identify possible work-related
exposure and health risks to your employees. The Occupational Safety
and Health Administration (OSHA) has developed tools to determine if
your employees are at risk of work-related exposures and, if so, how to
respond - (see www.osha.gov/dsg/topics/pandemicflu/index.html).
- 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 (for more
information on employer responsibilities, employers should visit the
Department of Labor's and the Equal Employment Opportunity Commission's
websites at www.dol.gov and www.eeoc.gov).
- Allow employees to
stay home if they are ill, have to care for ill family members, or must
watch their children if schools or childcare facilities close.
- Explore whether you can establish policies and practices, such as
flexible worksites (e.g., telecommuting) and flexible work hours (e.g.,
staggered shifts), when possible, to increase the physical distance
among employees and between employees and others if local public health
authorities recommend the use of social distancing strategies. Ensure
that you have the information technology and infrastructure needed to
support multiple workers who may be able to work from home.
- Identify essential business functions, essential jobs or roles, and
critical elements within your supply chains (e.g., raw materials,
suppliers, subcontractor services/products, and logistics) required to
maintain business operations. Plan for how your business will operate
if there is increasing absenteeism or these supply chains are
interrupted.
- Set up authorities, triggers, and procedures for
activating and terminating the company's response plan, altering
business operations (e.g., possibly changing or closing operations in
affected areas), and transferring business knowledge to key employees.
Work closely with your local health officials to identify these
triggers.
- Plan to minimize exposure to fellow employees or the public if public health officials call for social distancing.
-
Establish a process to communicate information to workers and
business partners on your 2009 H1N1 influenza response plans and latest
2009 H1N1 influenza information. Anticipate employee fear, anxiety,
rumors, and misinformation, and plan communications accordingly.
Over
the past several years, HHS, CDC, DHS, OSHA, EEOC, and other federal
partners have developed guidelines, including checklists, to assist
businesses, industries, and other employers in planning for a pandemic
outbreak. Review these resources to assist in your planning efforts:
www.flu.gov/plan/workplaceplanning/index.html.
The
recommendations that follow provide guidance on how employers can
develop strategies and respond to two levels of severity. Local
conditions will influence the decisions that public health officials
make regarding community-level strategies; employers should take the
time now to learn about plans in place in each community where they
have a presence.
Recommended Employer Responses for the 2009-2010 Flu Season
Recommended Action Steps under Current Flu Conditions
(Similar Severity as in Spring/Summer 2009)
If
the severity of illness in the fall and winter is similar to that
observed in the spring and summer of 2009, the effects of 2009 H1N1
influenza may not have substantial impacts on absenteeism, though some
increase in absenteeism over the spring season is anticipated. When
larger numbers of people become ill, correspondingly larger numbers of
people will become seriously ill and may require hospitalization.
Sick persons should stay home
-
Advise workers to be alert to any signs of fever and any other signs
of influenza-like illness before reporting to work each day, and notify
their supervisor and stay home if they are ill. Employees who are ill
should not travel while they are ill.
- CDC recommends that
employees with influenza-like illness remain at home until at least 24
hours after they are free of fever (100° F [37.8° C] or greater), or
signs of a fever, without the use of fever-reducing medications.
- Expect sick employees to be out for about 3 to 5 days in most cases, even if antiviral medications are used.
-
Ensure that your sick leave policies are flexible and consistent with
public health guidance and that employees are well aware of these
policies.
- Talk with companies that provide your company with
contract or temporary workers about the importance of sick workers
staying home and encourage them to develop non-punitive leave policies.
-
Do not require a doctor's note for workers who are ill with
influenza-like illness to validate their illness or to return to work,
as doctor's offices and medical facilities may be extremely busy and
may not be able to provide such documentation in a timely way.
- Employees who are well but who have an ill family member at home with
influenza can go to work as usual. However, these employees should
monitor their health every day, and notify their supervisor and stay
home if they become ill. Employers should maintain flexible policies
that permit employees to stay home to care for an ill family member.
Employers should be aware that more workers may need to stay at home to
care for ill children or other ill family members than is usual.
Sick employees at work should be advised to go home
-
CDC recommends that workers who appear to have an influenza-like
illness upon arrival or become ill during the day be promptly separated
from other workers and be advised to go home until at least 24 hours
after they are free of fever (100° F [37.8° C] or greater), or signs of
a fever, without the use of fever-reducing medications.
- Those who become ill with symptoms of an influenza-like illness during the work day should be:
-
Separated from other workers and asked to go home promptly. (For
recommendations on personal protective equipment for a person assisting
the ill employee see Interim Recommendations for Facemask and
Respirator Use to Reduce Novel Influenza A (H1N1) Virus Transmission;
www.cdc.gov/h1n1flu/masks.htm)
- When possible and if they can
tolerate it, workers with influenza-like illness should be given a
surgical mask to wear before they go home if they cannot be placed in
an area away from others.
- If an employee becomes ill at work,
inform fellow employees of their possible exposure in the workplace to
influenza-like illness but maintain confidentiality as required by the
Americans with Disabilities Act (ADA). For more information on privacy
issues, please refer to:
http://www.flu.gov/faq/workplace_questions/equal_employment/index.html#PrivacyIssues.
Employees exposed to a sick co-worker should monitor themselves for
symptoms of influenza-like illness and stay home if they are sick.
Cover coughs and sneezes
-
Influenza viruses are thought to spread mainly from person to person
in respiratory droplets of coughs and sneezes. Provide employee
messages on the importance of covering coughs and sneezes with a tissue
or, in the absence of a tissue, one's sleeve. Place posters in the
worksite that encourages cough and sneeze etiquette.
- Provide tissues and no-touch disposal receptacles for use by employees.
Improve hand hygiene
-
Influenza may be spread via contaminated hands. Instruct employees to
wash their hands often with soap and water or use an alcohol-based hand
cleaner, especially after coughing or sneezing. Place posters in the
worksite that encourage hand hygiene.
- Provide soap and water and
alcohol-based hand sanitizers in the workplace. Ensure that adequate
supplies are maintained. If feasible, place hand sanitizers in multiple
locations or in conference rooms to encourage hand hygiene.
Clean surfaces and items that are more likely to have frequent hand contact
-
Frequently clean all commonly touched surfaces in the workplace, such
as workstations, countertops, and doorknobs.Use the cleaning agents
that are usually used in these areas and follow the directions on the
label.
- No additional disinfection beyond routine cleaning is recommended.
Encourage employees to get vaccinated
-
Encourage your employees to get vaccinated for seasonal influenza.
For information on groups prioritized for seasonal influenza vaccines
please, see http://www.cdc.gov/flu/protect/keyfacts.htm.
- Encourage your employees also to get vaccinated for 2009 H1N1 influenza
when vaccines are available to them. Different groups are prioritized
for 2009 H1N1 influenza than for seasonal influenza. For information on
groups prioritized for H1N1 influenza vaccine please see
http://www.cdc.gov/h1n1flu/vaccination/acip.htm.
- Offer
opportunities at your worksite for influenza vaccination. Consider
granting employees time off from work to get vaccinated if not offered
at the worksite.
- Review the health benefits you offer employees
and work with insurers to explore if they can cover the costs of
influenza vaccination.
Take measures to protect employees who are at higher risk for complications of influenza
-
People at higher risk for complications from influenza include
pregnant women; children under 5 years of age; adults and children who
have chronic lung disease (such as asthma), heart disease, diabetes,
diseases that suppress the immune system and other chronic medical
conditions; and those who are 65 years or older.7
- Inform
employees that some people are at higher risk of complications from
influenza and that if they are at higher risk for complications, they
should check with their health care provider if they become ill. Early
treatment with antiviral medications is very important for people at
high risk because it can prevent hospitalizations and deaths.
- Encourage employees recommended for seasonal influenza vaccine and 2009
H1N1 vaccines to get vaccinated as soon as these vaccines are
available. For information on groups prioritized for seasonal and H1N1
vaccines, please see http://www.cdc.gov/flu/protect/keyfacts.htm and
http://www.cdc.gov/h1n1flu/vaccination/acip.htm.
- Employees who
become ill and are at increased risk of complications from influenza
and ill employees who are concerned about their illness should call
their health care provider for advice. Their health care provider might
want them to take antiviral medications to reduce the likelihood of
severe complications from the influenza.
- See www.cdc.gov/h1n1flu/qa.htm for more information.
Prepare
for increased numbers of employee absences due to illness in employees
and their family members, and plan ways for essential business
functions to continue.
- Employers should plan to monitor and
respond to absenteeism at the workplace. Implement plans to continue
your essential functions in case you experience higher than usual
absenteeism. Elevated absentee rates can be due to sick workers, those
who need to stay home and care for others, or from workers with
conditions that make them at higher risk for complications from
influenza and who may be worried about coming to work.
- Cross-train personnel to perform essential functions so that the
workplace is able to operate even if key staff are absent.
- Assess
your essential functions and the reliance that others and the community
have on your services or products. Be prepared to change your business
practices if needed to maintain critical operations (e.g. identify
alternative suppliers, prioritize customers, or temporarily suspend
some of your operations if needed).
Advise employees before traveling to take certain steps
-
Advise workers to check themselves for fever and any other signs of
influenza-like illness before starting travel and notify their
supervisor and stay home if they are ill.
- Advise employees who
will be traveling or on temporary assignment about precautions they may
need to take to protect their health and who to call if they become ill.
-
Employees who become ill while traveling and are at increased risk of
complications from influenza and others concerned about their illness
should promptly call a health care provider for advice.
- Ensure
employees who become ill while traveling or on temporary assignment
understand that they should notify their supervisor.
- If outside
the United States, ill employees should follow your company's policy
for obtaining medical care or contact a health care provider or
overseas medical assistance company to assist them with finding an
appropriate health care provider in that country, if needed. A U.S.
consular officer can help locate health care services. However, U.S.
embassies, consulates, and military facilities do not have the legal
authority, capability, and resources to evacuate or give medications,
vaccines, or medical care to private U.S. citizens overseas.
- See CDC's Travel Website (www.cdc.gov/travel) for more information for travelers.
Prepare for the possibility of school dismissal or temporary closure of child care programs
* Although school dismissals or closures of child care programs are not
likely to be generally recommended at this level of severity, they are
possible in some jurisdictions.
* Be prepared to allow workers to stay home to care for children if schools are dismissed or child care programs are closed.
* Strongly recommend that parents not bring their children with them to work while schools are dismissed.
* Ensure that your leave policies are flexible and non-punitive.
* Cross-train employees to cover essential functions.
* Read CDC's Guidance for State and Local Public Health Officials and
School Administrators for School (K-12) Responses, which can be found
at www.cdc.gov/h1n1flu/schools/schoolguidance.htm, to better understand
the conditions under which schools may be dismissed.
Under Conditions with Increased Severity Compared to Spring/Summer 2009
If
2009 H1N1 becomes more severe than during spring/summer 2009,
absenteeism will likely be far greater, and additional protective
measures to slow the spread of influenza may be considered. Check with
your local health department for the extent and severity of disease
activity in your community and for recommendations for necessary
measures. Decisions about what tools should be used during a severe
2009 H1N1 outbreak should be based on the observed severity of the
event; its impact on specific subpopulations; the need to protect
workers; the expected benefit of the interventions; the feasibility of
success of implementing these measures; the direct and indirect costs
of different interventions; and the effects on critical infrastructure,
health care delivery, and society. The following are measures that
should be considered if influenza severity increases, and are meant for
use in addition to the measures outlined above.
Consider active screening of employees who report to work
* If influenza severity increases, at the beginning of the workday or
with each new shift, all employees should be asked about symptoms
consistent with an influenza illness8, such as fever or chills AND
cough or sore throat. If the severity or the impact of influenza
increases, CDC recommends that persons with an influenza-like illness
not come to work or travel and remain at home for at least 7 days, even
if symptoms resolve sooner. Individuals who are still sick 7 days after
they become ill should continue to stay home until at least 24 hours
after symptoms have resolved. If influenza severity increases, CDC
recommends that people stay home at least 7 days whether or not
antiviral medications are used.
* Make sure your sick leave
policies are flexible and consistent with public health guidance, and
that your employees are aware of these policies.
* Do not require a doctor's note for workers who are ill with influenza.
* Continue to advise workers to check for any signs of illness before reporting to work each day.
* Make contingency plans for increased absenteeism caused by illness in
workers or illness in workers' family members that would require them
to stay home. Planning for absenteeism could include cross-training
current employees or hiring temporary workers.
*
Consider
alternative work environments for employees at higher risk for
complications of influenza during periods of increased influenza
activity in the community
* Employees with an underlying
chronic medical condition or who are pregnant should consider calling
their health care provider for advice about how to reduce their risk of
exposure to influenza and, if they get sick, how best to get early
treatment for influenza.
* If influenza severity increases and if
influenza transmission is high in the community, employers may want to
evaluate their work environment to see how they can reduce the number
of people that high-risk employees come in contact with, such as
exploring options for telecommuting from home (if feasible). Employers
can also think about how workers at higher risk for influenza
complications could be reassigned to duties that have minimal contact
with other employees, clients, or customers. If these workers cannot be
reassigned duties to reduce contact with others, are concerned about
their ability to avoid influenza at the workplace, or will be in
crowded conditions at work or while commuting to work, then consider
allowing employees at higher risk for influenza complications to stay
home from work.
* CDC recommends that ill workers at higher risk of complications from influenza seek early treatment if they become ill.
* See www.cdc.gov/h1n1flu/qa.htm for more information.
*
Consider increasing social distancing in the workplace
* If influenza severity increases, local public health officials may
recommend that employers implement measures to increase the physical
distanc between people in the workplace to reduce the spread of
influenza. The goal should be for there to be at least 6 feet of
distance between people at most times. This is not a simple or easy
strategy and would typically require considerable flexibility. These
measures may include avoiding crowded work settings, canceling
business-related face-to-face meetings, spacing workers farther apart,
canceling non-essential travel, increasing use of teleworking, and
using staggered shifts to allow fewer workers to be in the workplace at
the same time.9
* If appropriate for your type of business and
feasible, review or develop policies for teleworking including an
assessment of the capabilities and gaps of your current computer
systems and availability of technical support. Take remedial steps if
needed, and test your system in advance to assure it can handle an
increase in remote users.
* Recommendations to increase social
distancing may affect community functioning. Because supply chain
issues may be affected, make sure you have plans for back-up suppliers.
*
Consider canceling non-essential business travel and advising employees about possible disruptions while traveling overseas
* If the severity of the outbreak worldwide increases in the fall or
winter, public health officials may recommend social distancing
strategies which include canceling non-essential travel and travel
restrictions may be enacted by some countries which may limit the
ability of employees to return home if they become ill while on travel
status.
* If influenza severity increases, travelers should also be
prepared for travel delays, health screenings, and other activities
targeted towards travelers. Provide information to travelers about
contingency plans and how their travel can be rebooked for these
possible delays.
*
Prepare for school dismissal or closure of child care programs
* School dismissals and closure of child care programs are more likely
at higher levels of severity. Be prepared to allow workers to stay home
to care for their children if schools are dismissed or child care
programs are closed. If dismissal is needed, schools are being advised
to dismiss students for at least 5 to 7 calendar days or longer if
necessary.
* Encourage employees who perform essential functions
and who have children to plan for contingencies should local child care
programs close or schools dismiss students.
* Be prepared for
prolonged absenteeism if schools dismiss students for an extended time.
Make sure your leave policies are flexible and non-punitive.
* Employers should strongly recommend that parents not bring their children with them to work while schools are dismissed.
* Implement flexible workplace policies like teleworking and staggered shifts.
* Cross-train employees to cover essential functions.
* Read CDC's school guidance, which can be found at
www.cdc.gov/h1n1flu/schools/schoolguidance.htm, to better understand
the conditions under which schools may be dismissed.
*
Other considerations
* As part of their comprehensive pandemic planning, some public and
private sector employers have stockpiled or otherwise arranged for
influenza antiviral drugs to be available for their employees during a
pandemic. To guide these efforts, HHS released guidance to businesses
in 2008 entitled Considerations for Antiviral Drug Stockpiling by
Employers in Preparation for an Influenza Pandemic
(www.flu.gov/vaccine/antiviral_employers.html). See updated interim
guidance on the use of antiviral agents for treatment and prophylaxis
of 2009 H1N1 influenza infection at
www.cdc.gov/h1n1flu/recommendations.htm.
* Employers should be
aware that the severity of 2009 H1N1 influenza could change rapidly;
therefore, local public health recommendations to communities and
businesses could be revised quickly. Planners should identify sources
of timely and accurate information so they are aware of changes to
recommendations and can promptly implement revised or additional
measures recommended by local public health officials.
*
Resources
Additional
tools and guidance documents have been developed by the federal
government to assist employers in their planning. These resources are
available online at: www.flu.gov/plan/workplaceplanning/index.html.
One-Stop Access to U.S. Government Information on Pandemic Influenza
(www.flu.gov)
* 2009 H1N1 Influenza Information
www.cdc.gov/h1n1flu/
* 2009 H1N1 Influenza Resources for Businesses and Employers
www.cdc.gov/h1n1flu/business/
* Worker Safety and Health Guidance for a Pandemic
www.osha.gov/dsg/topics/pandemicflu/index.html
* OSHA's Guidance on Preparing Workplaces for an Influenza Pandemic
www.osha.gov/Publications/influenza_pandemic.html
* CDC/NIOSH Occupational Health Issues Associated with 2009 H1N1 Influenza Virus
www.cdc.gov/niosh/topics/h1n1flu/
1
This guidance was developed for use by employers that do not provide
health care services or have "high and very high exposure risk tasks
and operations." Please see :
https://www.osha.gov/Publications/influenza_pandemic.html#classifying_exposure
for more information about levels of occupational risk and exposure.
Special considerations need to be included for these employers.
Resources for health care entities can be found at:
http://www.cdc.gov/h1n1flu/clinicians/
2 In 2006, to help
businesses and employers with pandemic planning, the United States
government (USG) created response stages to guide actions for state and
local government and the private sector. Until the 2009 H1N1 influenza
outbreak, the planning was based on the assumption that the next
pandemic would start overseas and would be high in severity and
therefore the stages served as a guide for planning and response.
However, because of the unique characteristics of the 2009 H1N1
influenza outbreak, the stages will no longer be used as a planning and
response framework.
3 Symptoms of influenza-like illness include
fever or chills and cough or sore throat. In addition, symptoms of flu
can include runny nose, body aches, headache, tiredness, diarrhea, or
vomiting.
4 Fever is usually described as 100°F [37.8°C] or greater.
5 For more information about CDC's recommendations for schools, see http://www.cdc.gov/h1n1flu/schools/schoolguidance.htm.
6
Symptoms of flu include fever or chills and cough or sore throat. In
addition, symptoms of flu can include runny nose, body aches, headache,
tiredness, diarrhea, or vomiting.
7 People older than 65 years of
age and older are at lower risk of getting infected with 2009 H1N1 than
younger persons. However, similar to seasonal influenza, when people 65
and older do get infected with 2009 H1N1, they are at increased risk of
severe illness.
8 Symptoms of flu include fever or chills and cough
or sore throat. In addition, symptoms of flu can include runny nose,
body aches, headache, tiredness, diarrhea, or vomiting.
9 See this
OSHA website for examples of protective social distancing-methods for
the workplace:
http://www.osha.gov/Publications/influenza_pandemic.html#medium_exposure_risk
Link: http://www.flu.gov
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