If so, you’ve done the following things:

 Created a pandemic flu plan and educated your employees on that plan;
 Have become aware of current CDC recommendations, and will stay alert for upgrades;
 Reviewed and (if necessary) revised attendance policies;
 Educated yourself on confidentiality issues and concerns;
 Checked with HR or legal on questions of federal employment laws (including OSHA, privacy questions, wage & hour issues, FMLA policies, and ADA accommodation issues).

The CDC Guidance (www.cdc.gov/h1n1flu/business/guidance/) Provides a Basic Outline of Issues about which employers should be concerned. That Guidance:

1. Includes preparedness and response recommendations:
 Monitor personnel for unusual increases in absenteeism;
 Work with state/local public health partners;
 Be prepared to act if schools/daycare close.

2. Suggests components of an Influenza Pandemic Plan:
 Review HR policies to assure consistency with existing laws;
 Explore flexible work hours/work sites;
 Establish lines of communication with employees;
 Identify essential business functions to assure coverage.

3. Recommends “action steps” regarding symptomatic employees:
 Sick employees should stay home (24 hrs after fever);
 Ensure that sick leave policies are flexible;
 Sick employees at work should be asked to leave.

4. Addresses issues related to vaccination of employees.
 Encourage employees to get seasonal flu vaccination;
 Encourage H1N1 vaccination when available;
 View http://www.cdc.gov/h1n1flu/vaccination/acip.htm;
 Offer worksite opportunities for vaccination.

5. Provides action plan in the event of increased severity of H1N1 during the upcoming flu season:
 Consider actively screening employees for H1N1;
 Create opportunities for alternative work environments;
 Consider increasing social distancing where possible.

6. Includes a list of additional guidance documents developed by the federal government to assist employers in planning efforts.