Educating your workforce is a critical part of your responsibility.

Local and state regulations may address what you have to do and you should align with them.

Can I be forced to work during the COVID-19 pandemic?

Generally, your employer may require you to come to work during the COVID-19 pandemic. However, some government emergency orders may affect which businesses can remain open during the pandemic. Under federal law, you are entitled to a safe workplace. Your employer must provide a safe and healthful workplace.

Should I let my employee come to work after being exposed to COVID-19?

Bringing exposed workers back should not be the first or most appropriate option to pursue in managing critical work tasks. Quarantine for 14 days is still the safest approach to limit the spread of COVID-19 and reduce the chance of an outbreak among the workforce.

What are some recommendations for employers during the COVID-19 pandemic?

• Make a visual inspection of the employee for signs of illness, which could include flushed cheeks, sweating inappropriately for ambient temperature, or difficulty with ordinary tasks.
• Conduct temperature and symptom screening

What is recommended to include in an employer’s COVID-19 screening assessment?

If you decide to actively screen employees for symptoms rather than relying on self-screening, consider which symptoms to include in your assessment. Although there are many different symptoms that may be associated with COVID-19, you may not want to treat every employee with a single non-specific symptom (e.g., a headache) as a suspect case of COVID-19 and send them home until they meet criteria for discontinuation of isolation.

Consider focusing the screening questions on “new” or “unexpected” symptoms (e.g., a chronic cough would not be a positive screen). Consider including these symptoms:

• Fever or feeling feverish (chills, sweating)

• New cough

• Difficulty breathing

• Sore throat

• Muscle aches or body aches

• Vomiting or diarrhea

• New loss of taste or smell

What are some ways to prepare the workplace after a sick employee during the COVID-19 pandemic?

• Close off areas used by a sick person and do not use these areas until after cleaning and disinfecting them.
• Wait at least 24 hours before cleaning and disinfecting. If 24 hours is not feasible, wait as long as possible.

How long is the quarantine period for people who are exposed to someone diagnosed with COVID-19?

• Stay home for 14 days after the date of their last known exposure to a person diagnosed with COVID-19. The day of exposure counts as day 0. The day after their last known exposure is day 1 of the 14-day period.

What is considered a close contact of someone with COVID-19?

For COVID-19, a close contact is anyone who was within 6 feet of an infected person for a total of 15 minutes or more over a 24-hour period (for example, three individual 5-minute exposures for a total of 15 minutes).

What should I do if I don’t provide paid sick leave to my employees during the COVID-19 pandemic?

Employers that do not currently offer sick leave to some or all of their employees may want to draft non-punitive “emergency sick leave” policies. Ensure that sick leave policies are flexible and consistent with public health guidance and that employees are aware of and understand these policies.

The Families First Coronavirus Response Actexternal icon (FFCRA or Act) requires certain employers to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. Employers with fewer than 500 employees are eligible for 100% tax credits for Families First Coronavirus ​Response Act COVID-19 paid leave provided through December 31, 2020, up to certain limits.

Who do I do if my employer refuses to provide me sick leave during the COVID-19 pandemic?

If you believe that your employer is covered and is improperly refusing you paid sick leave under the Emergency Paid Sick Leave Act, the Department encourages you to raise and try to resolve your concerns with your employer. Regardless of whether you discuss your concerns with your employer, if you believe your employer is improperly refusing you paid sick leave, you may call 1-866-4US-WAGE (1-866-487-9243).

Under what health conditions should an employee not enter the workspace during the COVID-19 pandemic?

Consider encouraging individuals planning to enter the workplace to self-screen prior to coming onsite and not to attempt to enter the workplace if any of the following are present:

• Symptoms of COVID-19
  
  
• Fever equal to or higher than 100.4°F*
  
  
• Are under evaluation for COVID-19 (for example, waiting for the results of a viral test to confirm infection)
  
  
• Have been diagnosed with COVID-19 and not yet cleared to discontinue isolation

*A lower temperature threshold (e.g., 100.0°F) may be used, especially in healthcare settings.

Am I eligible for unemployment benefits during the COVID-19 pandemic?

Each state sets its own unemployment insurance benefits eligibility guidelines, but you usually qualify if you:

• Are unemployed through no fault of your own. In most states, this means you have to have separated from your last job due to a lack of available work.
• Meet work and wage requirements. You must meet your state’s requirements for wages earned or time worked during an established period of time referred to as a “base period.” (In most states, this is usually the first four out of the last five completed calendar quarters before the time that your claim is filed.)
• Meet any additional state requirements. Find details of your own state’s program.

Am I eligible for PUA benefits if I quit my job because of COVID-19?

There are multiple qualifying circumstances related to COVID-19 that can make an individual eligible for PUA, including if the individual quits his or her job as a direct result of COVID-19. Quitting to access unemployment benefits is not one of them.

What can the claimant do if he or she believes a job offer is not for suitable employment?

Claimants may file an appeal if they disagree with a state’s determination regarding suitable work. Please contact your state unemployment insurance agency for additional information.

Am I eligible for Unemployment Insurance benefits if I quite my job during COVID-19 pandemic?

No, typically that employee would not be eligible for regular unemployment compensation or PUA. Eligibility for regular unemployment compensation varies by state but generally does not include those who voluntarily leave employment.

What should you do if you have been around a person with COVID-19?

For Anyone Who Has Been Around a Person with COVID-19

Anyone who has had close contact with someone with COVID-19 should stay home for 14 days after their last exposure to that person.

Does mask use help determine if someone is considered a close contact of COVID-19?

A person is still considered a close contact even if one or both people wore a mask when they were together.

Should I be tested if I have been in close contact with someone who has COVID-19?

If you have been in close contact with someone who has COVID-19, you should be tested, even if you do not have symptoms of COVID-19. The health department may be able to provide resources for testing in your area.

Do I need to quarantine after testing negative for the coronavirus disease?

You should stay home for 14 days after your last contact with a person who has COVID-19.

Should I keep isolating myself if I tested negative for COVID-19 after five days of the exposure?

If you got tested on the fifth day after exposure or later and the result was negative, you can stop isolation after seven days. While in quarantine, watch for a fever, shortness of breath or other COVID-19 symptoms. Those who are experiencing severe or life-threatening symptoms should seek emergency care immediately.

What should I do if I’ve been exposed to a person with COVID-19 and I have fully recovered from a COVID-19 infection in the previous 90 days?

Someone who tested positive for COVID-19 with a viral test within the previous 90 days and has subsequently recovered and remains without COVID-19 symptoms does not need to quarantine. However, close contacts with prior COVID-19 infection in the previous 90 days should:

• Wear a mask indoors in public for 14 days after exposure.

• Monitor for COVID-19 symptoms and isolate immediately if symptoms develop.

• Consult with a healthcare professional for testing recommendations if new symptoms develop.

How can I help protect employees who may be at higher risk for severe illness during the coronavirus disease pandemic?

Have conversations with employees if they express concerns. Some people may be at higher risk of severe illness. This includes older adults (65 years and older) and people of any age with serious underlying medical conditions. By using strategies that help prevent the spread of COVID-19 in the workplace, you will help protect all employees, including those at higher risk. These strategies include:

• Implementing telework and other social distancing practices
• Actively encouraging employees to stay home when sick
• Promoting handwashing
• Providing supplies and appropriate personal protective equipment (PPE) for cleaning and disinfecting workspaces

In workplaces where it’s not possible to eliminate face-to-face contact (such as retail), consider assigning higher risk employees work tasks that allow them to maintain a 6-foot distance from others, if feasible.

What topics should employers consider for educating their employees on how to protect themselves from COVID-19 at work?

Topics should include signs and symptoms of infection, staying home when ill, social distancing, cloth face coverings, hand hygiene practices, and identifying and minimizing potential routes of transmission at work, at home, and in the community.

What can be done to protect employees who cannot maintain social distancing from other employees or customers?

Evaluate your workplace to identify situations where employees cannot maintain a distance of at least 6 feet from each other and/or customers. Use appropriate combinations of controls following the hierarchy of controls to addresses these situations to limit the spread of COVID-19. A committee of both employees and management may be the most effective way to recognize all of these scenarios.

It is important to note that control recommendations or interventions assigned to reduce the risk of spreading COVID-19 must be compatible with any safety programs and personal protective equipment (PPE) normally required for the job task.

Educating your workforce is a critical part of your responsibility.

Local and state regulations may address what you have to do and you should align with them.

Can I be forced to work during the COVID-19 pandemic?

Generally, your employer may require you to come to work during the COVID-19 pandemic. However, some government emergency orders may affect which businesses can remain open during the pandemic. Under federal law, you are entitled to a safe workplace. Your employer must provide a safe and healthful workplace.

Can I collect unemployment benefits if I quit my job during the COVID-19 pandemic?

There are multiple qualifying circumstances related to COVID-19 that can make an individual eligible for PUA, including if the individual quits his or her job as a direct result of COVID-19. Quitting to access unemployment benefits is not one of them.

What are the return-to-work instructions for employees with COVID-19?

• If you had symptoms of COVID-19, you can end your home isolation and return to work when:

At least 10 days have passed since your symptoms first appeared

However, you may need to wait up to 20 days if you had a severe case of COVID-19 or if you are immunocompromised. Talk with a healthcare provider to decide how long you need to wait.

AND at least 24 hours have passed since you last had a fever without using fever-reducing medication.

AND your other symptoms have improved — for example, your cough or shortness of breath has improved.

• If you never had any symptoms and are not immunocompromised, you can end your home isolation and return to work when at least 10 days have passed after the date you first tested positive for COVID-19.

Educating your workforce is a critical part of your responsibility.

Local and state regulations may address what you have to do and you should align with them.

Do I have to inform my employer if I test positive for COVID-19?

Employees who test positive for COVID-19 should immediately notify their employer of their results.

Should I let my employee come to work after being exposed to COVID-19?

Bringing exposed workers back should not be the first or most appropriate option to pursue in managing critical work tasks. Quarantine for 14 days is still the safest approach to limit the spread of COVID-19 and reduce the chance of an outbreak among the workforce.

Can I be forced to work during the COVID-19 pandemic?

Generally, your employer may require you to come to work during the COVID-19 pandemic. However, some government emergency orders may affect which businesses can remain open during the pandemic. Under federal law, you are entitled to a safe workplace. Your employer must provide a safe and healthful workplace.

Who do I do if my employer refuses to provide me sick leave during the COVID-19 pandemic?

If you believe that your employer is covered and is improperly refusing you paid sick leave under the Emergency Paid Sick Leave Act, the Department encourages you to raise and try to resolve your concerns with your employer. Regardless of whether you discuss your concerns with your employer, if you believe your employer is improperly refusing you paid sick leave, you may call 1-866-4US-WAGE (1-866-487-9243).

Under what health conditions should an employee not enter the workspace during the COVID-19 pandemic?

Consider encouraging individuals planning to enter the workplace to self-screen prior to coming onsite and not to attempt to enter the workplace if any of the following are present:

• Symptoms of COVID-19
  
  
• Fever equal to or higher than 100.4°F*
  
  
• Are under evaluation for COVID-19 (for example, waiting for the results of a viral test to confirm infection)
  
  
• Have been diagnosed with COVID-19 and not yet cleared to discontinue isolation

*A lower temperature threshold (e.g., 100.0°F) may be used, especially in healthcare settings.

What should an essential employee do if they are exposed to COVID-19?

Critical infrastructure employees who have been exposed but remain symptom-free and must return to in-person work should adhere to the following practices before and during their work shift:

• Pre-screen for symptoms

• Monitor regularly for symptoms

• Wear a cloth face covering

• Practice social distancing

• Clean and disinfect workspaces

Employees with symptoms should be sent home and should not return to the workplace until they have met the criteria to discontinue home isolation.

How long is the quarantine period for people who are exposed to someone diagnosed with COVID-19?

• Stay home for 14 days after the date of their last known exposure to a person diagnosed with COVID-19. The day of exposure counts as day 0. The day after their last known exposure is day 1 of the 14-day period.

What should workplaces do if they suspect someone has been infected with COVID-19?

Perform cleaning and disinfection after anyone suspected or confirmed to have COVID-19 has been in the workplace. Cleaning staff should clean and disinfect offices, bathrooms, common areas, and shared electronic equipment used by the ill persons, focusing especially on frequently touched surfaces.

Should I require employees to provide a doctor’s note or positive coronavirus disease test result?

Employers should not require sick employees to provide a COVID-19 test result or a healthcare provider’s note to validate their illness, qualify for sick leave, or to return to work. Healthcare provider offices and medical facilities may be extremely busy and not able to provide such documentation in a timely manner.

What are the return-to-work instructions for employees with COVID-19?

• If you had symptoms of COVID-19, you can end your home isolation and return to work when:

At least 10 days have passed since your symptoms first appeared

However, you may need to wait up to 20 days if you had a severe case of COVID-19 or if you are immunocompromised. Talk with a healthcare provider to decide how long you need to wait.

AND at least 24 hours have passed since you last had a fever without using fever-reducing medication.

AND your other symptoms have improved — for example, your cough or shortness of breath has improved.

• If you never had any symptoms and are not immunocompromised, you can end your home isolation and return to work when at least 10 days have passed after the date you first tested positive for COVID-19.

When should an employee suspected or confirmed to have COVID-19 return to work?

Employees should not return to work until they meet the criteria to discontinue home isolation and have consulted with a healthcare provider. Employers should not require a sick employee to provide a negative COVID-19 test result or healthcare provider’s note to return to work.

Am I eligible for PUA benefits if I quit my job because of COVID-19?

There are multiple qualifying circumstances related to COVID-19 that can make an individual eligible for PUA, including if the individual quits his or her job as a direct result of COVID-19. Quitting to access unemployment benefits is not one of them.

What can the claimant do if he or she believes a job offer is not for suitable employment?

Claimants may file an appeal if they disagree with a state’s determination regarding suitable work. Please contact your state unemployment insurance agency for additional information.

Am I eligible for Unemployment Insurance benefits if I quite my job during COVID-19 pandemic?

No, typically that employee would not be eligible for regular unemployment compensation or PUA. Eligibility for regular unemployment compensation varies by state but generally does not include those who voluntarily leave employment.

Should I quarantine if I had been in contact with someone with COVID-19?

Anyone who has had close contact with someone with COVID-19 should stay home for 14 days after their last exposure to that person.

What precautions should you take after contact with a person who has COVID-19?

• Stay home for 14 days after your last contact with a person who has COVID-19.

• Watch for fever (100.4◦F), cough, shortness of breath, or other symptoms of COVID-19

• If possible, stay away from others, especially people who are at higher risk for getting very sick

from COVID-19

Should I get tested after a close contact with someone who has COVID-19 if I am fully vaccinated?

• If you’ve had close contact with someone who has COVID-19, you should get tested 3-5 days after your exposure, even if you don’t have symptoms. You should also wear a mask indoors in public for 14 days following exposure or until your test result is negative.

What should I do if I’ve been exposed to a person with COVID-19 and I have fully recovered from a COVID-19 infection in the previous 90 days?

Someone who tested positive for COVID-19 with a viral test within the previous 90 days and has subsequently recovered and remains without COVID-19 symptoms does not need to quarantine. However, close contacts with prior COVID-19 infection in the previous 90 days should:

• Wear a mask indoors in public for 14 days after exposure.

• Monitor for COVID-19 symptoms and isolate immediately if symptoms develop.

• Consult with a healthcare professional for testing recommendations if new symptoms develop.

Do I need to quarantine after testing negative for the coronavirus disease?

You should stay home for 14 days after your last contact with a person who has COVID-19.

What does it mean to be unable to work, including telework for COVID-19 related reasons?

You are unable to work if your employer has work for you and one of the COVID-19 qualifying reasons set forth in the FFCRA prevents you from being able to perform that work, either under normal circumstances at your normal worksite or by means of telework.

If you and your employer agree that you will work your normal number of hours, but outside of your normally scheduled hours (for instance early in the morning or late at night), then you are able to work and leave is not necessary unless a COVID-19 qualifying reason prevents you from working that schedule.

What are the CDC guidelines for healthy business operations during the COVID-19 pandemic?

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Implement flexible worksites (e.g., telework).

Implement flexible work hours (e.g., rotate or stagger shifts to limit the number of employees in the workplace at the same time).

Increase physical space between employees at the worksite by modifying the workspace.

How can employees and customers in workplaces protect themselves from COVID-19?

• Follow the policies and procedures of the employer related to illness, use of cloth masks, social distancing, cleaning and disinfecting, and work meetings and travel.

• Stay home if sick, except to get medical care.

• Practice social distancing by keeping at least 6 feet away from fellow employees or co-workers, customers, and visitors when possible.

• Wear cloth face coverings, especially when social distancing is not possible.

• Employees should inform their supervisor if they or their colleagues develop symptoms at work. No one with COVID-19 symptoms should be present at the workplace.

• Wash hands often with soap and water for at least 20 seconds, especially after blowing noses, coughing, or sneezing, or having been in a public place.

– Use hand sanitizer that contains at least 60% alcohol if soap and water are not available. Avoid touch

• Avoid touching eyes, nose, and mouth.

What should I do if I don’t provide paid sick leave to my employees?

Employers that do not currently offer sick leave to some or all of their employees may want to draft non-punitive “emergency sick leave” policies. Ensure that sick leave policies are flexible and consistent with public health guidance and that employees are aware of and understand these policies.

Educating your workforce is a critical part of your responsibility.

Local and state regulations may address what you have to do and you should align with them.

Can I be forced to work during the COVID-19 pandemic?

Generally, your employer may require you to come to work during the COVID-19 pandemic. However, some government emergency orders may affect which businesses can remain open during the pandemic. Under federal law, you are entitled to a safe workplace. Your employer must provide a safe and healthful workplace.

What are some recommendations for employers during the COVID-19 pandemic?

• Make a visual inspection of the employee for signs of illness, which could include flushed cheeks, sweating inappropriately for ambient temperature, or difficulty with ordinary tasks.
• Conduct temperature and symptom screening

Who do I do if my employer refuses to provide me sick leave during the COVID-19 pandemic?

If you believe that your employer is covered and is improperly refusing you paid sick leave under the Emergency Paid Sick Leave Act, the Department encourages you to raise and try to resolve your concerns with your employer. Regardless of whether you discuss your concerns with your employer, if you believe your employer is improperly refusing you paid sick leave, you may call 1-866-4US-WAGE (1-866-487-9243).

Who is a covered employer that must provide paid sick leave and expanded family and medical leave under the FFCRA?

Generally, if you employ fewer than 500 employees you are a covered employer that must provide paid sick leave and expanded family and medical leave. For additional information on the 500 employee threshold, see Question 2. Certain employers with fewer than 50 employees may be exempt from the Act’s requirements to provide certain paid sick leave and expanded family and medical leave. For additional information regarding this small business exemption, see Question 4 and Questions 58 and 59 below.

Certain public employers are also covered under the Act and must provide paid sick leave and expanded family and medical leave.

How much will I get paid if I take paid sick leave under the Families First Coronavirus Response Act (FFCRA)?

If you are taking paid sick leave because you are unable to work or telework due to a need for leave because you (1) are subject to a Federal, State, or local quarantine or isolation order related to COVID-19; (2) have been advised by a health care provider to self-quarantine due to concerns related to COVID-19; or (3) are experiencing symptoms of COVID-19 and are seeking medical diagnosis, you will receive for each applicable hour the greater of:

• your regular rate of pay,

• the federal minimum wage in effect under the FLSA, or

• the applicable State or local minimum wage.

In these circumstances, you are entitled to a maximum of $511 per day, or $5,110 total over the entire paid sick leave period.

What is recommended to include in an employer’s COVID-19 screening assessment?

If you decide to actively screen employees for symptoms rather than relying on self-screening, consider which symptoms to include in your assessment. Although there are many different symptoms that may be associated with COVID-19, you may not want to treat every employee with a single non-specific symptom (e.g., a headache) as a suspect case of COVID-19 and send them home until they meet criteria for discontinuation of isolation.

Consider focusing the screening questions on “new” or “unexpected” symptoms (e.g., a chronic cough would not be a positive screen). Consider including these symptoms:

• Fever or feeling feverish (chills, sweating)

• New cough

• Difficulty breathing

• Sore throat

• Muscle aches or body aches

• Vomiting or diarrhea

• New loss of taste or smell

What are some ways to prepare the workplace after a sick employee during the COVID-19 pandemic?

• Close off areas used by a sick person and do not use these areas until after cleaning and disinfecting them.
• Wait at least 24 hours before cleaning and disinfecting. If 24 hours is not feasible, wait as long as possible.

What are some tips to manage and cope with job stress during the COVID-19 pandemic?

• Communicate with your coworkers, supervisors, and employees about job stress while maintaining social distancing (at least 6 feet).

○ Identify things that cause stress and work together to identify solutions.

○ Talk openly with employers, employees, and unions about how the pandemic is affecting work.

Expectations should be communicated clearly by everyone.

○ Ask about how to access mental health resources in your workplace.

• Identify those things which you do not have control over and do the best you can with the resources available to you.

• Increase your sense of control by developing a consistent daily routine when possible — ideally one that is similar to your schedule before the pandemic.

Under what health conditions should an employee not enter the workspace during the COVID-19 pandemic?

Consider encouraging individuals planning to enter the workplace to self-screen prior to coming onsite and not to attempt to enter the workplace if any of the following are present:

• Symptoms of COVID-19
  
  
• Fever equal to or higher than 100.4°F*
  
  
• Are under evaluation for COVID-19 (for example, waiting for the results of a viral test to confirm infection)
  
  
• Have been diagnosed with COVID-19 and not yet cleared to discontinue isolation

*A lower temperature threshold (e.g., 100.0°F) may be used, especially in healthcare settings.

Am I eligible for unemployment benefits during the COVID-19 pandemic?

Each state sets its own unemployment insurance benefits eligibility guidelines, but you usually qualify if you:

• Are unemployed through no fault of your own. In most states, this means you have to have separated from your last job due to a lack of available work.
• Meet work and wage requirements. You must meet your state’s requirements for wages earned or time worked during an established period of time referred to as a “base period.” (In most states, this is usually the first four out of the last five completed calendar quarters before the time that your claim is filed.)
• Meet any additional state requirements. Find details of your own state’s program.

Who can I talk to about work stress during the COVID-19 pandemic?

If you feel you or someone in your household may harm themselves or someone else:

• National Suicide Prevention Lifeline

Toll-free number 1-800-273-TALK (1-800-273-8255)

The Online Lifeline Crisis Chat is free and confidential. You’ll be connected to a skilled, trained counselor in your area.

• National Domestic Violence Hotline

Call 1-800-799-7233 and TTY 1-800-787-3224

If you are feeling overwhelmed with emotions like sadness, depression, or anxiety:

• Disaster Distress Helpline

Call 1-800-985-5990 or text TalkWithUs to 66746

• Check with your employer for information about possible employee assistance program resources.

Am I eligible for PUA benefits if I quit my job because of COVID-19?

There are multiple qualifying circumstances related to COVID-19 that can make an individual eligible for PUA, including if the individual quits his or her job as a direct result of COVID-19. Quitting to access unemployment benefits is not one of them.

What can the claimant do if he or she believes a job offer is not for suitable employment?

Claimants may file an appeal if they disagree with a state’s determination regarding suitable work. Please contact your state unemployment insurance agency for additional information.

Am I eligible for Unemployment Insurance benefits if I quite my job during COVID-19 pandemic?

No, typically that employee would not be eligible for regular unemployment compensation or PUA. Eligibility for regular unemployment compensation varies by state but generally does not include those who voluntarily leave employment.

What topics should employers consider for educating their employees on how to protect themselves from COVID-19 at work?

Topics should include signs and symptoms of infection, staying home when ill, social distancing, cloth face coverings, hand hygiene practices, and identifying and minimizing potential routes of transmission at work, at home, and in the community.

How can an employer protect employees from COVID-19 in regards to hand washing?

• Remind employees to wash their hands often with soap and water for at least 20 seconds. If soap and water are not available, they should use hand sanitizer with at least 60% alcohol.

• Provide hand sanitizer, tissues and no touch waste baskets at the cash registers and in the restrooms.

What information must be provided to employees regarding COVID-19 testing in workplaces?

• The manufacturer and name of the test

• The test’s purpose

• The type of test

• How the test will be performed

• Known and potential risks of harm, discomforts, and benefits of the test

• What it means to have a positive or negative test result, including:

– Test reliability and limitations

– Public health guidance to isolate or quarantine at home, if applicable

When should an employee suspected or confirmed to have COVID-19 return to work?

Employees should not return to work until they meet the criteria to discontinue home isolation and have consulted with a healthcare provider. Employers should not require a sick employee to provide a negative COVID-19 test result or healthcare provider’s note to return to work.

What COVID-19 testing does CDC recommend for employees in a workplace?

CDC does NOT recommend that employers use antibody tests to determine which employees can work. Antibody tests check a blood sample for past infection with SARS-CoV-2, the virus that causes COVID-19. CDC does not yet know if people who recover from COVID-19 can get infected again. Viral tests check a respiratory sample (such as swabs of the inside of the nose) for current infection with SARS-CoV-2.

CDC has published strategies for consideration of incorporating viral testing for SARS-CoV-2 into a workplace COVID-19 preparedness, response, and control plan.

Different states and jurisdictions may have their own guidance and priorities for viral testing in workplaces. Testing in the workplace could be arranged through a company’s occupational health provider or in consultation with the local or state health department.

What is the Families First Coronavirus Response Act (FFCRA)?

On March 18, 2020, President Trump signed into law the Families First Coronavirus Response Act (FFCRA), which provided additional flexibility for state unemployment insurance agencies and additional administrative funding to respond to the COVID-19 pandemic. The Coronavirus Aid, Relief, and Economic Security (CARES) Act was signed into law on March 27. It expands states’ ability to provide unemployment insurance for many workers impacted by the COVID-19 pandemic, including for workers who are not ordinarily eligible for unemployment benefits. For more information, please refer to the resources available below.

What is a full-time employee under the Emergency Paid Sick Leave Act?

For purposes of the Emergency Paid Sick Leave Act, a full-time employee is an employee who is normally scheduled to work 40 or more hours per week.

In contrast, the Emergency Family and Medical Leave Expansion Act does not distinguish between full- and part-time employees, but the number of hours an employee normally works each week will affect the amount of pay the employee is eligible to receive.

Can I take paid sick leave to care for any one who is subject to a quarantine or isolation order or in self-quarantine?

No. You may take paid sick leave under the FFCRA to care for an immediate family member or someone who regularly resides in your home. You may also take paid sick leave under the FFCRA to care for someone where your relationship creates an expectation that you care for the person in a quarantine or self-quarantine situation, and that individual depends on you for care during the quarantine or self-quarantine.

However, you may not take paid sick leave under the FFCRA to care for someone with whom you have no relationship. Nor can you take paid sick leave under the FFCRA to care for someone who does not expect or depend on your care during his or her quarantine or self-quarantine due to COVID-19.

Can employees take paid leave concurrently with expanded family and medical leave?

Yes. After the first two workweeks (usually 10 workdays) of expanded family and medical leave under the EFMLEA, you may require that your employee take concurrently for the same hours expanded family and medical leave and existing leave that, under your policies, would be available to the employee in that circumstance. This would likely include personal leave or paid time off, but not medical or sick leave if your employee (or a covered family member) is not ill.