Protecting employees from human viruses is both good business practice and of course good for the
\nemployees. However is a daily check in when an employee says their temperature is over 100.4 degrees
\ndoes this mean automatic sick leave?<\/p>\n
The huge positive about identifying employees with high temperatures before they reach the office is that
\nthey don\u2019t come to the office and infect other employees. On the administrative side though what do you
\ndo with a home employee who has stated they have a temperature.<\/p>\n
Can you tell that employee not to work and take a sick leave day? Is that decision up to the employee?
\nDirectionally it seems it should be up to the employee to decide if they can be productive at home or not.
\nHowever a company may have a general policy that says if you inform HR through a Questionnaire that
\nyou have a 100.4 degree temperature plus then you are automatically taking a sick leave day.<\/p>\n
Conversely companies as mentioned may elect to let the employee take the sick leave initiative.
\nDuring a call with HR this is something that will need to be tabled \u2013 obviously first seeing if that
\nemployee is ok but after the wellness conversation determining if there will be a sick leave event or not.<\/p>\n
If sick leave is established who needs to know about sick leave. Obviously the employee\u2019s manager and
\nperhaps other employees who are dependent on the particular employees. If a sick leave event, alerting
\nthese employees quickly is important for either adjusting work schedules. or getting backup help to cover
\nfor the sick employee.<\/p>\n","protected":false},"excerpt":{"rendered":"
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