Integrity HR Management | Co-Employer COVID-19 Policy

Co-Employer COVID-19 Policy

The world health community continues to monitor closely the emergence of the SARS-CoV-2 virus and the disease it causes, named “coronavirus disease 2019” (COVID-19). At this time, no one knows how severe this outbreak will be. Given this uncertainty, and the fact that the seasonal influenza (flu) virus is also widespread, we are taking proactive steps to address a number of business concerns. First and foremost, we want to maintain a safe workplace and encourage and/or adopt practices protecting the health of employees, customers, visitors or others. We also want to ensure the continuity of business operations during the COVID-19 pandemic.

Health and Safety

The following steps should be taken at all times to reduce the transmission of communicable diseases, including COVID-19, in the workplace. 

• Stay home when you are sick.  With the COVID-19 virus, you should not come to work if you are experiencing the following symptoms:  fever (over 100 degrees F), cough, shortness of breath, sore throat, runny or stuffy nose, body aches, headache, chills, or fatigue. 
• Wash your hands frequently with warm, soapy water for at least 20 seconds.
• Cover your cough or sneeze with a tissue and properly dispose of the tissue in the trash. 
•  Avoid touching your eyes, nose, and mouth.  
• Avoid people who are sick 
• Refrain from shaking hands with others 
• Clean frequently touched surfaces often 
• Use telephone or video conferencing whenever possible instead of face-to-face meetings

The worksite employer will provide necessary materials to keep work areas clean and will be responsible for sanitizing common areas regularly.   

Notification and Verification

It is the employee’s responsibility to notify HR immediately if he or she has been exposed to or has symptoms of COVID-19.  Steps will be taken to reduce the potential risk to other employees, customers, vendors, and any others who may be impacted. 

If an employee is exhibiting symptoms of COVID-19, he or she will be required to leave immediately.  In order to return to work, the employee will need to provide a return to work release from a medical provider. 

Confidentiality

Any and all medical information is confidential and should be treated as such.  Employees discussing confidential information with others may be subject to disciplinary action, up to and including termination. 

Response

If an employee has tested positive for COVID-19, all employees who worked closely with that employee will be sent home for a 14-day period to ensure the virus does not spread.  Before the employee departs, he or she will be asked to identify all individuals who worked in close proximity (3 to 6 feet) with him or her in the previous 14 days.  The infected employee will not be identified in any way.  All affected work areas will be be cleaned thoroughly and sanitized according to CDC guidelines. 

If an employee is suspected to have COVID-19, the situation will be treated as a confirmed case until medical documentation releases him or her to return to work.  If an employee reports that he or she has been in contact with someone who has been diagnosed with or is presumed to be positive for COVID-19, the situation will be treated as a confirmed case until medical documentation release him or her to return to work. 

Neither the worksite employer or Integrity HR Management will report a case of COVID-19 to the CDC.  The healthcare provider that receives the confirmation of a positive test is the mandatory reporter and will be obligated to report. 

Travel Restrictions

All nonessential work travel should be suspended at this time.  If an employee chooses to travel for personal reasons, he or she may be required to self-quarantine upon return to the United States.  All employees who are returning from a restricted country must self-quarantine in their homes for 14 days after their arrival.  If this self-quarantine period has expired and the employee does not exhibit symptoms of COVID-19, he or she will be allowed to return to work. 

Working Remotely

Positions that are eligible to work remotely will be determined by the worksite employer.  If a position is determined to be eligible to work remotely during the COVID-19 pandemic, you will be required to follow all appropriate policies and procedures.  It should be understood that this is a temporary work situation and they could be required to return to their regular workplace at any time. 

All employees, both exempt and non-exempt, may be required to record hours worked while working remotely.  Non-exempt employees are required to report hours worked accurately and should not be working any unpaid hours.  If all hours are not reported accurately and completely each pay period, the employee could be subject to disciplinary action, up to and including termination.  

Compensation and Leave Time

Employees, both exempt and non-exempt, will be compensated for any and all time worked in compliance with the Fair Labor Standards Act (FLSA).  In the event that a worksite employer closes the business for a period of time, employees will be allowed to use any accrued but unused paid leave time.  Additionally, any employee requiring time off due to COVID-19 will be allowed to use any accrued but unused paid leave time.   Any additional leave time would be requested according to your worksite employer’s policies and procedures.

Family Medical Leave Act (FMLA)

For those worksite employers who have 50 or more employees within a 75-mile radius, employees who are positive for COVID-19 or who have a family member who is positive for COVID-19 may be eligible for FMLA leave.  FMLA leave, however, is not generally available for employees who choose to stay home to avoid getting sick. 

Worker Adjustment and Retraining Notification (WARN) Act

If a layoff or temporary closing becomes necessary for your worksite employer, as much notice as possible will be given to employees.  For any worksite employer who has more than 100 full-time employees, appropriate notice will be given in compliance with the WARN Act.