Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney.
On April 29, 2009 the World Health Organization (WHO) raised the pandemic alert level to Phase 5, with Phase 6 indicating that a global pandemic is under way. While most countries will not be affected at Phase 5 (characterized by human-to-human spread of the virus into at least two countries in one WHO region), the declaration of Phase 5 is a strong signal that a pandemic is imminent and that the time to finalize the organization, communication and implementation of the planned mitigation measures is short. (See our previous blog entry for additional coverage of this event).
The WHO warnings and 6-phase scale is directed primarily at governments and public health authorities. The U.S. is implementing its own pandemic plans, currently planning and taking action as if the WHO alert level will reach Phase 6. The Obama administration, however, is not closing the U.S.-Mexico border, or any other borders for that matter.
Employers should continue to monitor public health authorities (both state and federal) including changes to travel, public meeting guidelines and other pertinent updates. The CDC is the primary resource for up-to-date information and many agencies will defer to the CDC’s information. The CDC is issuing interim guidance for various professions and industries. Additional pandemic planning and checklists can be found on the CDC’s website and www.pandemicflu.gov.
The Acting Director of the CDC, Richard E. Besser, MD, has recommended that if a school has one confirmed case of swine flu, the particular school involved (not the entire school system) should shut down for a one week period. Schools have been closed in roughly 100 school systems. This development is likely to impact employers because workers with young children cannot bring an infected child to a day care center; therefore, one of the parents will have to stay home with the child if other arrangements cannot be made.
As a reminder, Littler is hosting a complimentary webinar to discuss in more detail action plans and issues that employers must consider. To register, please click here.