When an employee advises their employer that they have been diagnosed with COVID-19, management must act quickly in order to protect staff and customers, while wading through\u00a0 contradictory rules and regulations on disclosure and confidentiality.<\/p>\n
Under the federal Occupational Safety and Health Act (OSHA), businesses are required<\/a> to disclose all the information needed to ensure a safe work environment.<\/p>\n They must also comply with confidentiality requirements laid down by the Americans with Disabilities Act (ADA); this prevents them from sharing health-related information, while not running foul of the Equal Employment Opportunity Commission (EEOC).<\/p>\n Additional constraints come from the Health Insurance Portability and Accountability Act (HIPAA), regulating the use and disclosure of protected health information by covered entities and business associates. Above all, the constantly evolving recommendations issued by the Centers for Disease Control and Prevention (CDC) must be followed in order to flatten the curve, keeping infection rates as low as possible.<\/p>\n However, the rapid spread of this disease is prompting a slew of new pandemic recommendations and safety tips, particularly for front-line workers.<\/p>\n As the coronavirus surges nationwide, all of these entities (and many others at the state and local levels) are issuing a steady stream of directives designed to protect people, communities,\u00a0 companies and jobs.<\/p>\n If businesses do not\u00a0 keep pace with these constant changes, they risk being held liable for breaching health and safety laws.<\/p>\n This means that notification \u2013 to the appropriate authorities, employees and customers \u2013 is by far the best option, although not necessarily mandatory.<\/p>\nNotify Sooner Rather Than Later<\/strong><\/h2>\n