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COVID-19 Preparedness Plan <br /> <br />Page 20 <br />3. Can a Supervisor notify other employees that may have been exposed to a coworker with symptoms <br />or a diagnosed case of COVID‐19? <br /> <br />Supervisors should follow the procedures outlined in the Supervisor Guidance for Exposure to <br />Presumptive or Confirmed Cases of COVID-19. In addition, in order to protect the privacy of <br />employee’s health status and health information and assure compliance with applicable laws, <br />Supervisors MAY NOT reveal the name of the person who has reported COVID-19 symptoms or tested <br />positive/negative other than to those who absolutely need to know. If an employee would like others <br />to be made aware of their situation, they should ask a coworker to share the information and not a <br />supervisor. Supervisors should not share this information under any circumstances, even if it is widely <br />known among a work group(s). <br /> <br />4. What should a supervisor do if the Minnesota Department of Health or an employee’s healthcare <br />provider tells an employee to quarantine themselves at home? <br /> <br />If the employee is able to work from home, supervisors should consider alternative and flexible work <br />options, if possible. If an employee is unable to work, even with an alternative or flexible work option, <br />continue to follow normal policies and procedures for leave under the applicable collective bargaining <br />agreement or city policy. Additionally, supervisors should contact the City Clerk as the employee may <br />be eligible for additional leave or FMLA. <br /> <br />5. How much information may a supervisor request from an employee who reports feeling ill at work or <br />calls in sick? <br /> <br />Supervisors may not ask employees about a diagnosis, but employees may choose to voluntarily share <br />this information. Supervisors may ask employees if they are experiencing COVID-19-like symptoms, <br />such as fever, and a cough or sore throat. Employers must maintain all information about employee <br />illness as a confidential medical record in compliance with state and federal law. <br />If an employee voluntarily discloses that they have a medical condition or disability that places them <br />at higher risk of COVID-19 complications, the employer must keep this information confidential. <br />Supervisors may not assume that employees with known medical conditions or disabilities are at <br />heightened risk of complications from COVID-19. <br /> <br />6. What should supervisors do if employees are concerned about potential exposure to COVID‐19? <br /> <br />Supervisors should be empathetic to their employee’s concerns. This is a heightened situation that <br />may cause additional stress on employees and their families. Employees should be encouraged to <br />follow the same precautions used to avoid getting a cold, the flu, or other infectious diseases. These <br />precautions include staying home when sick, washing hands, covering coughs and sneezes and not <br />touching your face. <br /> <br />Supervisors are encouraged to follow the guidelines established in the City of Little Canada COVID-19 <br />Preparedness Plan such as: <br />• Increasing physical space between workers at the worksite <br />• Staggering work schedules <br />• Decreasing social contacts in the workplace (e.g. limit in-person meetings, meeting for lunch in <br />a break room, etc.) <br />• Limiting large work-related gatherings (e.g. staff meetings)