Employer Communications of #COVID19: What You Can and Can’t Share with Employees and Customers

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neon sign showing this is it pointing out what you can discuss with employees about COVID19

A few days ago, I published an article about the things that employers need to know about face masks and temperature taking now that businesses are starting to bring employees back to the workplace. But there’s so much more to COVID-19 than just those two things. So as promised, I asked attorney and friend Carrie Cherveny if she would answer a few more questions. Here’s part two of our conversation.

Carrie Cherveny is senior vice president of strategic client solutions in HUB International’s risk services division. In her role, Carrie works closely with clients to identify compliance risks across the organization and develop responsive strategies that ensure compliance and further overall organization goals, including risk mitigation when it comes to various insurances such as health and welfare programs and employment practices liability.

And you know I mention this every time, but please don’t forget that Carrie’s comments shouldn’t be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, they should be addressed directly with your friendly neighborhood labor and employment attorney.

Before we get into the first question, I want to take a moment to define a term – contact tracing. According to the Center for Disease Control (CDC) website, contact tracing is “a core disease control measure employed by local and state health department personnel for decades, is a key strategy for preventing further spread of COVID-19.” It’s considered to be “part of the process of supporting patients and warning contacts of exposure in order to stop chains of transmission.”

Carrie, contact tracing has come up a lot in conversations about COVID-19. Are employers required to do contact tracing?

[Cherveny] The answer here may vary by state and local law. Employers should check with their counsel to determine under what circumstances, if any, the employer may be required to engage in contact-tracing for an employee who tests positive for COVID-19. Likewise, state and/or local laws may require employers to report positive COVID-19 test results to a local health official. Read more here…

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Source: hr bartender

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