The role of the HR department has evolved over the years. Now they are also responsible for creating a positive workenvironment and making strategies for sick employees.

FREMONT, CA: Like every day we can see, any new virus or disease dominating the headlines, so it is a great time to dust off the company policy on dealing with infectious diseases in the workplace. Because of different circumstances and cultures on the wisdom of working through sickness, contagious diseases are particularly troublesome subjects for companies. Some workers may have the luxury of taking a sick day, while others may not be able to suffer a loss of income, so a company should consider all these points in formulating an HR strategy.

Can an employer require a sick worker to leave work?

Yes, workers require a sick employee to leave work, as long as such a policy is applied consistently and without discrimination. If any employee is paid hourly, so compelling such workers to leave work during sickness may impact their pay, and could also raise morale and operational issues that should be addressed. 

Can an employer force an employee to get a flu shot?

Most of the employers facilitate employee flu shots, and some states have laws compelling vaccination of health-care workers. Compelled treatments outside the health-care industry are rare. While taking such policies into account, every employer should keep in mind the concerns raised by employees, including religious or medical reasons for refusing the vaccine.

What if a worker declines to go to an infected workplace?

According to the Occupational Safety and Health Act, a worker can refuse to work based on a fear of exposure to a contagious disease. In some cases, if worker is having other medical issues, they can also get accommodation in the form of an alternate work arrangement. So if an employee refusing to work should be approached carefully and with the assistance of legal counsel.