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COVID-19 Recovery: Employee Information

How should employees and departments track expenses impacted by COVID-19?  (updated 6/29/20)

If an employee is diagnosed with COVID-19, or suspects they have it, do I need to let the exposed employees know they are at risk?   (updated 6/26/20)

If an employer learns of an employee’s medical condition, such as a diagnosis of the coronavirus, the employer may not share this information. Under the confidentiality provisions of ADA, FMLA, and WC, only those who “need to know” may know about the diagnosis. It may be difficult to demonstrate that, for example, a line manager “needed to know” the employee’s specific diagnosis. Instead, the line manager likely only needs to know the employee will be on a leave of absence and not able to work.

Therefore, employers should keep an employee’s medical condition and diagnosis confidential and private unless there are true health and safety circumstances deemed by the Department of Health. It is always the employee’s right to release and share their own medical condition information.

Employers may educate employees on how they can best protect themselves and what steps employees should take if they were exposed or experience symptoms. The Department of Health will conduct a trace and contact employee who may have been exposed and need to be quarantined. 

Can I ask an employee if he or she has the coronavirus?  (updated 6/26/20)

Can I require an employee to go home (or stay home) if he or she is sick?  (updated 6/26/20)

Do employees have access to insurance and benefits related to COVID-19?  (updated 6/26/20)