Overcoming Isolation During COVID-19 and Beyond
While we may not yet have a cure for COVID-19, we do have a cure for the isolation, fear, and anxiety that many of us are experiencing as a result.
Contingency Outcome
Employees who have been exposed to COVID-19 should not come to work. These individuals should instead self-quarantine for the recommended period of fourteen (14) days. You may also want to extend this precaution to employees who have been indirectly exposed, by way of another individual who was exposed to COVID-19 (but not confirmed to be infected). Consider extending additional PTO to these individuals as an incentive for staff to remain cautious and pay attention to symptoms.
One of the most vital ways to protect your employees from COVID-19 is to stay informed. The CDC offers a wealth of resources. Additionally, the Society for Human Resources Management (SHRM) offers valuable information for employers. Consider posting some print resources in common areas to spread awareness.
See the CDC’s interim guidance for businesses and employers for more information.
Not Remote Capable
Isolate or Exempt from Work
Employees who have been exposed to COVID-19 should not come to work, but should self-quarantine for fourteen (14) days. Employees who have been indirectly exposed may be exempted from work or, when possible, assigned to a separate or isolated work environment. Consider extending additional PTO to these individuals as an incentive for staff to remain cautious and pay attention to symptoms.
Remote Capable
Work Remotely
Employees who are able to work remotely should do so for the fourteen (14) day self-quarantine period.
Remote With Staff Division
Work Remotely
Employees who are able to work remotely should do so for the fourteen (14) day self-quarantine period.
Remote With Schedule Division
Isolate or Exempt from Work
Employees who have been exposed to COVID-19 should not come to work, but should self-quarantine for fourteen (14) days. Employees who have been indirectly exposed may be exempted from work or, when possible, assigned to a separate or isolated work environment. Consider extending additional PTO to these individuals as an incentive for staff to remain cautious and pay attention to symptoms.
If you are unsure which category an employee falls into, use the Remote Options Tool to determine how and when to engage remote or flexible work options.