Supervisors should be monitoring compliance with Daily Health Screening submissions and the testing schedule of their team.
If an employee notifies a supervisor of that employee’s positive test or an order to isolate or quarantine, resulting from a known or suspected exposure to the virus, the supervisor MUST:
- Immediately notify Diane Rogers in the Office of Human Resources at firstname.lastname@example.org. The supervisor must treat all employee medical information (including COVID-19 test results) as confidential information and share it only with the Office of Human Resources.
Employees that are asymptomatic and/or feeling well enough to work AND:
- are working remotely, will be expected to continue to work remotely. These employees should record work time as usual.
- are not working remotely, but that hold a position that may be done remotely, may work with their supervisor to determine an appropriate remote work plan. These employees should record work time as usual.
- are not working remotely and hold a position that cannot be accomplished remotely, must notify their supervisory that they are unable to report to work. These employees should record these absences as COVID-19 leave for up to 14 calendar days.
Human Resources will work with the supervisor to determine the most appropriate work arrangements for the employee, consistent with the parameters outlined in the “Employee” section, for the period of isolation or quarantine.
Supervisors must understand that employees who receive a positive COVID-19 test result or who are subject to isolation or quarantine may be concerned not only about their own health, but also about the wellbeing of family and friends. Supervisors should not place additional pressure on employees to work from home while in isolation or quarantine.
Supervisors MUST NOT share the name, identification, or other personal or confidential information about an employee who receives a positive COVID-19 test or who is subject to isolation or quarantine with anyone other than the Office of Human Resources. Supervisors MAY NOT share this information with an employee’s coworkers.
An employee may choose to disclose their medical information with anyone of their choosing; however, the American with Disabilities Act (ADA) does not permit employers, regardless of how the information was obtained, to disclose an employee’s medical information (including a positive COVID-19 test) to an employee’s colleagues, customers, or vendors.
Supervisors are not authorized to conduct in-house contract tracing. This refers to notifying other individuals, members of the campus community or otherwise, about possible exposure. NYS Contact Tracing (through local health departments) has a process and resources available to conduct a full investigation. Human Resources may ask supervisors or employees to provide preliminary information about work schedules, when campus was accessed, and the extent to which they may have had contact with other individuals on the campus. This information is provided to the Director of Public Health Emergency Preparedness to enhance coordination with the local health department and to determine any needed response on campus for disinfection.
Supervisors are not authorized to place warning signs or to close buildings before receiving express direction/permission to do so from the Office of Environmental Health and Safety, the Office of Facilities, or the Director of Public Health Emergency Preparedness.
If coworkers or other employees have questions or concerns, the supervisor should advise them to continue to monitor their health for COVID-19 symptoms and complete the Daily Health Screening prior to coming to campus. The health department will contact coworkers or other employees if they are identified as a close contact of someone who has received a positive COVID-19 test result. If the local health department does not consider them to be a close contact, they will not be contacted, and they should continue to report to work.