How does CDC’s New Guidelines on Quarantine affect Employers?
The CDC has caused a bit of commotion this month releasing different information for quarantine then they had previously provided to the public and Employers. Yet, what, if anything, has changed and how do you work through the scenarios of what the CDC’s new guidance is proposing if you are an Employer?
With the vaccine being rolled out and 2020 coming to an end… it is fair to say that everyone including employers and employees are sick and tired of all things COVID-19 and want COVID-19 to become a part of the past as soon as possible. While we impatiently wait for that end…. Employers find themselves still under the thumb of the Center for Disease Control (CDC)’s purview and are likely questioning does the new guidance release make anything more clear or just cause more headaches for the Employer to sort through.
On December 1, 2020, the CDC released “Options to reduce quarantine” periods for COVID-19 that may be acceptable. In order to sort through some of this, you should understand that the CDC treats those with COVID-19 symptoms and those without COVID-19 symptoms differently on the guidance provides on its website. CDC also segments out other populations such as persons with severe COVID-19 and those with severely weakened immune systems (referred to on their site as immunocompromised). So those with symptoms or in these other categories should be referring to the guidance related to those categories or segments of individuals for quarantine and return to work CDC guidance.
So the CDC states this information regarding quarantine:
Who needs to quarantine?
People who have been in close contact with someone who has COVID-19 - excluding people who have had COVID-19 within the past 3 months. (assuming those who had it do not develop symptoms again)
Steps to take for quarantine?
-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
CDC further states, “Options to reduce quarantine,”
Reducing the length of quarantine may make it easier for people to quarantine by reducing the time they cannot work. A shorter quarantine period also can lessen stress on the public health system, especially when new infections are rapidly rising.
Your local public health authorities make the final decisions about how long quarantine should last, based on local conditions and needs. Follow the recommendations of your local public health department if you need to quarantine. Options they will consider include stopping quarantine
After day 10 without testing
After day 7 after receiving a negative test result (test must occur on day 5 or later)
After stopping quarantine, you should
Watch for symptoms until 14 days after exposure.
If you have symptoms, immediately self-isolate and contact your local public health authority or healthcare provider.
Wear a mask, stay at least 6 feet from others, wash their hands, avoid crowds, and take other steps to prevent the spread of COVID-19.
CDC continues to endorse quarantine for 14 days and recognizes that any quarantine shorter than 14 days balances reduced burden against a small possibility of spreading the virus. CDC will continue to evaluate new information and update recommendations as needed. See Options to Reduce Quarantine for Contacts of Persons with SARS-CoV-2 Infection Using Symptom Monitoring and Diagnostic Testing for guidance on options to reduce quarantine.
In the end, Employers should be considering the local health guidelines as a deciding factor according to the CDC stating, “Your local public health authorities make the final decisions about how long quarantine should last, based on local conditions and needs. Follow the recommendations of your local public health department if you need to quarantine.” So, in part, if your local health guidelines are sticking with the 14 days of quarantine…. then all this info released from the CDC does not appear to change anything. This continues to be a confusing issue for employers and while the CDC may feel they are clearing things up… this end of the year 2020 gift of guidance by the CDC appears to just muck up the waters further just as Employers look to the future where hopefully COVID-19 is a thing of the past.