With the United States bracing itself against the impending onslaught of the 2019 Coronavirus, employers need to focus on prevention and workplace safety, anticipate concerns of employees, implement pro-active procedures, and avoid legal pitfalls.
Federal officials warned schools and businesses to prepare for a nationwide spread that has killed more than 2,770 worldwide. Recent outbreaks in Italy, Iran and South Korea sparked concerns about a global pandemic.
The stock markets have dropped, foreign governments have closed schools, businesses have implemented remote working policies with employees working from home and quarantines have been implemented.
Victims may experience fever, cough, shortness of breath and respiratory breathing difficulties and, in severe cases, pneumonia, kidney failure and death. Symptoms may appear within two to 14 days after exposure and some infected individuals have shown little to no symptoms.
The CDC indicated that the national response to a widespread Coronavirus outbreak would follow a 2017 plan for a similarly novel flu pandemic, triggering school and business closures, travel restrictions on outbreak regions and quarantines of infected patients.
There is no native immunity or vaccine in place (at least not for a year). Standard precautions are recommended: washing hands with soap and water for at least 20 seconds, or, if soap is not available, using hand sanitizer (60% alcohol content); disinfecting touchable objects and surfaces; avoiding close contact with people who are sick, and staying home when sick.
What’s an Employer to Do?
OSHA’s “General Duty Clause,” 29 U.S.C. Section 654, 5(a)1, requires employers to provide “employment and a place of employment which are free from recognized hazards that are causing or likely to cause the death or serious physical harm to employees.” Consequently, an employer has an affirmative duty to protect employees from a pandemic virus. The federal Protecting America’s Workers Act (PAWA) expanded coverage to the public sector.
Disclaimer
The information contained in South Florida Reporter is for general information purposes only.
The South Florida Reporter assumes no responsibility for errors or omissions in the contents of the Service.
In no event shall the South Florida Reporter be liable for any special, direct, indirect, consequential, or incidental damages or any damages whatsoever, whether in an action of contract, negligence or other tort, arising out of or in connection with the use of the Service or the contents of the Service. The Company reserves the right to make additions, deletions, or modifications to the contents of the Service at any time without prior notice.
The Company does not warrant that the Service is free of viruses or other harmful components
