Public Employees and the H1N1 Outbreak UNC- Chapel Hill School of Government - September 2009

HR Topics Needing to be Addressed Use of leave – accounting for absences “Mandatory” employees – what are they – how will they be affected Closings/quarantine/sending employees home Social Distancing

Possible Consequences Closing of one or more agencies or parts of an agency Closing of an agency or parts of an agency by order of the State or Local Public Health Director, Closing of agency or parts of an agency Decision that employee(s) should remain away from work site Isolation of ill/possibly ill employees Quarantine of ill or possibly ill employees by Public Health Director

Social Distancing Reducing face-to-face exposure by using conference calls and video conferencing; Avoiding unnecessary travel; Canceling meetings, workshops, training sessions and scheduled events; Requiring employees to work from home to reduce exposure in the workplace; Establishing flexible working hours to avoid mass transportation, at least during peak hours;

Social Distancing Installing protective barriers between work stations or increasing space between workers; Reinforcing hand washing and protective equipment Scheduling in shifts Controlling access to buildings Use of alternate worksites, teleworking, teleconferencing, webinars, telephones,

Mandatory Employees Determine Notify Maintain list What “mandatory” involves Employer responsibility to mandatory employees Failure of mandatory employee to report Additional compensation for mandatory employees

Use of Leave Employee’s choice Told to stay home Quarantine Agency closed Employee illness/Worker’s Comp

Emergency Layoff Temporary separation from payroll because funds are not available, work is not available or because of another emergency situation requiring employees to remain away from the worksite

Other Concerns to be Aware Of Hiring – temporary, time-limited, permanent Employee Reassignments Other HR rules/policies in general