Northwestern H1N1 Q & A

More Information about H1N1

http://www.northwestern.edu/newscenter/stories/2009/09/flu1.html

What preventive measures should staff be encouraged to take?

Encourage all persons to effectively cover their cough/sneeze and use good hygiene.

•  Handwashing facilities including running water and liquid hand soap should be readily accessible; alcohol-based hand sanitizers may be used if hands are not visibly soiled.

•  Plan ahead to ensure that enough alcohol-based hand sanitizers are available for situations where it is known that handwashing facilities may not be available, for example during outdoor events.

•  Ensure all areas and items that are more likely to have frequent hand contact (such as doorknobs, faucets, and handrails) are regularly cleaned or immediately cleaned when visibly soiled.

Can I work if I am exhibiting flu-like symptoms?

No. If you are unable to perform your job duties, or appear to be exposing others to the flu, you will be asked to go home.

You will be required to use your own accrued leave (or in some instances request an absence without pay). Depending upon the nature of your illness and your job responsibilities, you may be able to make up the work in the same workweek.

When should I return to work if I have had Influenza A (H1N1)?

You may return to work as early as 24 hours after you are free of fever or signs of a fever without the use of fever-reducing medications.

I don't have enough accrued leave to cover my absence from work. How can I afford to stay home until I am completely well before returning to work?

To minimize the potential exposure to others, it is very important that you do not return to work until at least 24 hours after you are free of fever, or signs of a fever without the use of fever-reducing medications.

If I am sent home, or stay home from work due to illness, how will I be paid?

The following options are available although not all options will be available in all situations depending upon the nature of the job responsibilities and the extent of the illness:

•  Use accrued leave; for example Sick, Vacation, or Personal Floating Holidays.

•  Make up the work on an hour-for-hour basis during the same workweek with supervisory approval.

I have an employee who is ill and has come into work. I'm concerned about the potential for exposure to other people. Can I send this employee home?

Yes. The decision to send an employee home who is exhibiting flu-like symptoms is to be made on a case-by-case basis in consultation with the Office of Human Resources. Of greatest concern is an employee with a fever greater than 100 degrees Fahrenheit and a cough; this employee should definitely be sent home. Other symptoms (coughing, sneezing) may also be of concern.

In addition, advise employees of the basic preventive measures (practice good hygiene, including frequent handwashing, covering your nose and mouth with a tissue if you cough or sneeze, avoiding touching your eyes, nose, or mouth with your hands, and posting flu flyers throughout your work areas.

I'm not sick, but I don't want to come to work for fear of becoming ill. Is my supervisor required to approve my request for time off?

It is important to educate yourself about the H1N1 virus and its transmission. You may request to take leave time; however your supervisor is not required to approve your time off request, especially if your department is short staffed or if there is a large volume of work to be completed.

During the Influenza A (H1N1) outbreak, can my supervisor cancel my vacation request that has already been approved?

Yes. Your supervisor has the authority to cancel any pre-approved leave request, especially in circumstances where there are serious staffing shortages as a result of illness. Your leave can also be cancelled if you have been designated as responsible for performing essential functions due to the nature of your job responsibilities.

My child's school/day care is closed due to an incident of Influenza A (H1N1), and my child is not sick. I have no other child care arrangements. Can I bring him to work with me?

No. Bringing a child to work is not recommended or advisable – and in many work areas it is prohibited. With supervisory approval, you may use leave time to stay home with your child, rather than come into work.

My child's school/day care is closed due to an incident of Influenza A (H1N1), and my child is not sick. I have no other child care arrangements and must stay home with him. How will I be paid?

Promptly notify your supervisor of the reason for your absence and your anticipated return to work date. In this situation, the following options are available although not all options will be available in all situations depending upon the nature of your job responsibilities.

•  Use accrued leave time.

•  Make up the work on an hour-for-hour basis during the same workweek with supervisory approval. The University's workweek begins at begins at 12:00 AM on Sunday and ends at 11:59 PM on the following Saturday.

•  Request leave without pay.

•  In certain circumstances you may be able to work from home.

Does FMLA apply if I contract Influenza A (H1N1)? Does FMLA apply if my spouse or child contracts Influenza A (H1N1), and I must stay home to care for him/her?

In most cases yes, provided the employee and family member meets the eligibility requirements. A qualifying condition is one that involves either an overnight stay in a medical care facility or continuing treatment by a healthcare provider. The continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a healthcare provider or one visit and a regime of continuing treatment. For additional information, please contact the Office of Human Resources.