What do I do if my restaurant employee has symptoms of COVID-19?

Per CDC guidelines, employers should take the following steps if an employee has reported testing positive or experiencing symptoms of COVID-19.

Take action if an employee is suspected or confirmed to have COVID-19 infection. In most cases, you do not need to shut down your facility.

  1. Follow the CDC cleaning and disinfection recommendations.
    1. If it has been less than 7 days since the sick employee has been in the facility, close off any areas used for prolonged periods of time by the sick person:
      1. Wait 24 hours before cleaning and disinfecting to minimize potential for other employees being exposed to respiratory droplets. If waiting 24 hours is not feasible, wait as long as possible.
      2. During this waiting period, open outside doors and windows to increase air circulation in these areas.
    2. If it has been 7 days or more since the sick employee used the facility, additional cleaning and disinfection is not necessary. Continue routinely cleaning and disinfecting all high-touch surfaces in the facility.
  2. Determine which employees may have been exposed to the virus and may need to take additional precautions.
    1. Employees with symptoms of COVID-19 (fever, cough, or shortness of breath) at work should immediately be sent to their home. 
    2. Advise sick staff members not to return until they have met CDC’s criteria to discontinue home isolation.
    3. Inform employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA).
      1. Inform those who have had close contact to a person diagnosed with COVID-19 to stay home and self-monitor for symptoms, and to follow CDC guidance if symptoms develop.
      2. If a person does not have symptoms, follow appropriate CDC guidance for home isolation.
  3. Notify local health officials, staff, and customers (if possible) immediately of any possible case of COVID-19 while maintaining confidentiality consistent with the Americans with Disabilities Act (ADA) and other applicable federal and state privacy laws.