Do's and Don'ts for Preventing and Responding to Measles
There have been 1,095 confirmed cases of measles in the first six months of 2019 alone, according to the U.S. Centers for Disease Control and Prevention (CDC). The CDC says this is the greatest number of cases reported in the United States since 1992 and since measles was declared eliminated in 2000.
Measles is a virus that spreads through the air when an infected person coughs or sneezes and can cause serious complications. The virus is very contagious, and an infected person can spread measles to others even before knowing they have the disease. As a result, employers may want to consider taking steps to help protect employees. Here are some do's and don'ts for preventing and responding to measles in the workplace.
Do's
Promote measles-mumps-rubella vaccine.
The CDC says the measles-mumps-rubella (MMR) vaccine is the best protection against measles. Ask employees to check their medical records to ensure that they're protected from measles.
Be proactive.
Develop a plan to control the spread of illness in the workplace and monitor communicable disease activity in the community. Consider providing employees with information on how viruses are transmitted and how to prevent the spread of germs. Help employees practice healthy habits by providing tissues, no-touch trash cans, hand soap and sanitizer, and disposable towels. Develop hygiene policies that address workplace cleanliness and reduce the spread of communicable disease. Consider re-communicating these policies during an outbreak to remind employees of the importance of maintaining a sanitary work environment.
Encourage employees to stay home and call their doctor if they have symptoms.
Let employees know some of the common measles symptoms, including high fever (which may spike to more than 104° F), cough, runny nose, red and watery eyes, and a rash three to five days after symptoms begin. Encourage employees to avoid the workplace and call a doctor if they are exhibiting any of these symptoms. If they do have measles, they should avoid the workplace until their doctor authorizes them to return to work. Note: If the condition is considered a disability under the Americans with Disabilities Act, the employer must consider a reasonable accommodation and evaluate whether the illness is severe enough to pose a direct threat to others in the workplace.
Don'ts:
Forget vaccination exemptions.
Employees may have a disability, medical condition, or sincerely held religious belief or practice that prevents them from getting vaccinated. You can, however, help promote vaccination by relaying information from the CDC about the vaccination's safety and effectiveness and encourage employees to talk with their doctor if they have questions about the vaccine.
Forget leave requirements.
The federal Family and Medical Leave Act (FMLA) and similar state laws require employers to provide leave to employees with serious health conditions. The FMLA applies to employers with 50 or more employees, but a growing number of state laws cover smaller employers. Additionally, many state and local jurisdictions require employers to provide paid sick leave to employees. Employers may also be required to grant leave or another reasonable accommodation under federal and state disability laws depending on whether the condition qualifies as a disability.
Violate privacy.
Treat all information about an employee's illness as a confidential medical record and keep this information separate from the employee's personnel file. If you wish to inform employees about a communicable disease in the workplace, don't reveal who has that illness.
Conclusion:
Develop a plan for preventing and responding to measles and other viruses in the workplace that complies with federal, state, and local laws.
