Microsoft Word - 2.150 Contract Approval Policy.docx
6076950635Channel Islands YMCA COVID-19 Response & Reporting Updated 6.1.20Employees Reporting COVID-19 Level 1: Confirmed Positive Test The staff member has had a positive result from a viral test approved by the FDA.Advise the staff member to stay at home. Obtain details for making an incident report, including direct contacts (both staff and members) while working at the Y in the last 14 days.Ask the employee to follow instructions from his/her medical provider and rm the employee that he/she may use available paid time off for required quarantine or care related to COVID-19 (part-time up to 24 hours of accrued time for the year). Requests can be made via the employee’s supervisor or a time off request in Paycom.Report to COO, HR and/or Risk Director (assess closures, communication)In order to return after a confirmed positive test, the Channel Islands YMCA will request doctor’s clearance stating that the employee is fit to return to work (may include negative test results). If the employee has a hard time obtaining clearance consult with HR.Level 2: Unconfirmed With Symptoms The staff member has symptoms connected with COVID-19, which can include cough, shortness of breath, fever, chills, aches, headache, sore throat, or new loss of taste or smell but has not had a viral test conducted. Advise the employee to stay home.Obtain details for making an incident report, including direct contacts (both staff and members) while working at the Y in the last 14 days.Ask the employee to inform the YMCA if test results become available. Ask the employee to follow instructions from his/her medical provider and quarantine. Inform the employee that he/she may use available paid time off for required quarantine or care related to COVID-19 (part-time up to 24 hours of accrued time for the year). Requests can be made via the employee’s supervisor or a time off request in Paycom.Report to COO, HR and/or Risk Director (assess closures, communication).There are two ways an employee can be cleared to work: At least 3 days (72 hours) have passed?since recovery?defined as resolution of fever without the use of fever-reducing medications?and?improvement in respiratory symptoms (e.g., cough, shortness of breath);?and, at least 10 days have passed?since symptoms first appeared. The employee should confirm these verbally with the supervisor. Clearance from a doctor stating that the employee is fit to return to work (may include negative test results).Level 3: Unconfirmed No Symptoms- Likely Exposure The staff member has potentially been exposed via a direct or close connection (i.e. spouse, child living at home, office co-worker) and has not had a viral test conducted. Advise the employee to stay home.Obtain details for making an incident report, including direct contacts (both staff and members) while working at the Y in the last 14 days.Ask the employee to inform the YMCA if test results become available or if he/she becomes symptomatic. Ask the employee to follow instructions from his/her medical provider and quarantine. Inform the employee that he/she may use available paid time off for required quarantine or care related to COVID-19 (part-time up to 24 hours of accrued time for the year). Requests can be made via the employee’s supervisor or a time off request in Paycom.There are two ways an employee can be cleared to work:At least 14 days have passed since the assumed exposure and no symptoms have been experienced.Clearance from a doctor stating that the employee is fit to return to work (may include negative test results).Level 4: Unconfirmed No Symptoms- Possible Exposure The staff member has possibly been exposed via an indirect connection or brief encounter (i.e. attended an event where someone was later found positive, was with someone with COVID for a brief period but maintained social distancing) and has not had a viral test conducted. Obtain details for making an incident report, including direct contacts (both staff and members) while working at the Y in the last 14 days.Ask the employee to continue to report to work and utilize provided Personal Protective Equipment (PPE).Ask employee to monitor their health and go home immediately if they become symptomatic. Note: When staff report COVID-19 tests or symptoms remember not to ask probing medical questions (i.e. addressing high risk categories, asking for confidential medical information). It is important that this conversation happen in private and the supervisor uses empathy and listen first skills when dealing with the situation. Members Reporting Positive COVID-19 Test Or Has Symptoms Advise the member to stay home, follow medical provider instructions and quarantine. Obtain details for making an incident report, including direct contacts (both staff and members) while at the Y in the last 14 days. Report to COO, HR and/or Risk Director (assess closures, communication).A member should not return until at least 3 days (72 hours) have passed?since recovery?defined as resolution of fever without the use of fever-reducing medications?and?improvement in respiratory symptoms (e.g., cough, shortness of breath);?and, at least 10 days have passed?since symptoms first appeared.Note: If a member appears to be symptomatic at the YMCA he/she should be approached by management staff about the situation. The manager should ask COVID-19 screening questions to assess the member’s health. It is important to have this conversation in private and utilize customer service skills. When in doubt it is best to ask the member to go home for the day to ensure their health has not been compromised. COVID-19 Reporting For staff reports utilize the Staff Incident Report and for members use the Incident Report in Safety Zone. Gather facts for the Safety Zone report including the nature of the exposure, timeline, possible contacts and their expected follow up.Work with the COO, HR and/or Risk Director on possible external reports that need to be made (Community Care Licensing, Health Department, OSHA).If the employee believes that they contracted COVID-19 at work and we can substantiate it, HR may need to complete a Worker’s Compensation Claim. The HR Department will support this process. Maintain confidentiality unless otherwise directed.Remain in contact with the employee or member regarding their status. ................
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