Human Resources Polices in Response to H1N1 Event
HR Policies in Response to H1N1 Event
Please contact your department's Human Resource Representative if you have any questions.
As we prepare for response to the likely impact of an H1N1 event, some HR policies may require exceptional consideration as public health guidelines are updated. In principle, Emory will follow relevant CDC guidelines; policy variances will reflect changes in CDC and public health guidelines as they are promulgated. Our policies address the current situation, but will be altered as needed in the context of developing information or recommendations at the time of the event.
Issue 1:
Following CDC current recommendations*, Emory would advise faculty and staff who have a flu-like illness to remain away from work for the duration of symptoms and at least 24 hours after the fever is gone. Employees who are well but 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.
In the situation in which the employer advises that staff remain out of work, we would allow the use of accrued sick leave or vacation leave per the current policy.
Ref: sick leave http://policies.emory.edu/4.33 and http://policies.emory.edu/4.34; annual leave http://policies.emory.edu/4.101 and http://policies.emory.edu/4.100.
Issue 2:
As noted above, if the employee has exhausted all leave, would we advance leave (up to a maximum limit) and then deduct the leave from future accrual?
Answer: Given the current outbreak circumstances, we would not advance leave. We would allow the employee to use leave without pay.
Issue 3:
In the event of an outbreak in the school system and a school (or system) closes, requiring the parent/caretaker to remain at home to care for the child, would we allow the use of sick leave, annual leave, floating holidays?
Answer: Yes, we would allow the use of these leaves in this situation.
There is also the possibility that the child has been exposed and thus the parent/caretaker may be exposed and in that situation, would we require the parent/caretaker to remain away from work for a period of time (as determined by the ID experts)?
Answer: We would expect the caretaker/parent to follow the CDC guidelines and take the appropriate precautions according to the CDC's recommendations. 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.
Do we provide leave for that absence?
Answer: No. The employee could use accrued leave for this purpose.
Issue 4:
If and employee is staying at home to care for a dependent or household member, will we permit work credit for telecommuting (record actual hours worked) rather than require a full day leave use? Can an employee receive partial day (or full day) work credit while working at home?
Answer: Managers should use existing HR policies to manage credited work time. Telecommuting may be an option so long as the manager has satisfactory assurance or work product to verify that work is being done or completed.
Issue 5:
If exposure may have occurred in the course of duty at Emory (e.g., student health provider who is exposed to a student with H1N1), and anti-viral prophylaxis is recommended, will Emory pay for the anti-viral therapy?
Answer: Faculty and staff should use the pharmacy benefit for this anti-viral prophylaxis; no special pay would be provided.
Issue 6:
In the event that the University is closed for all but essential personnel, will we provide the "lost" work days as paid time off for all faculty/staff?
Answer: No, under the current circumstances, we would not provide "lost" work days as paid time off. We will make this decision at the time of the closing event, if there is one. Consideration of paid time off would be done based upon circumstances that will be considered in the context of the event.
And will we compensate the essential personnel with "extra duty" pay?
Answer: No, under the current circumstances, we would not compensate with "extra duty" pay. We will make this decision at the time of the closing event, if there is one. Consideration of special pay or incentives would be done based upon circumstances that will be considered in the context of the event.
Would "extra duty pay" motivate some who have symptoms or may have been exposed to report to duty so as to receive the pay?
Answer: Possibly. Even so, faculty and staff should be encouraged and expected to follow CDC guidelines on social isolation in the event of symptoms. Managers should discourage attendance of those who should not report to duty. It is completely acceptable for a manager to suggest that a symptomatic employee leave the workplace to avoid exposing others in the workplace.
Issue 7:
A faculty/staff has reported to the work place and is clearly symptomatic. Can the manager ask the symptomatic employee to leave the workplace?
Answer: Managers should discourage attendance when an employee is symptomatic, following CDC guidelines on social isolation. It is completely acceptable for a manager to suggest that a symptomatic employee leave the workplace as a means to avoid exposing others in the workplace.
Issue 8:
If an employee is exposed, has the symptoms, or has a confirmed case, should we require a clearance assessment from Employee Health before we allow the employee to return to the workplace?
Answer: Faculty and staff should follow the CDC guidelines for post-exposure and convalescence; at this time, a clearance from a medical provider will not be required.
*If you are sick with a flu-like illness, stay home for at least 24 hours after your fever is gone except to get medical care or for other necessities. (Your fever should be gone without the use of fever-reducing medicine.) Keep away from others as much as possible. This is to keep from making others sick.
PB 08.21.09
rev 09.11.09
