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August 2022: Federal Government Declares Monkeypox Outbreak a Public Health Emergency

16 Aug

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Update Applicable to:
All employers.

What happened?
On August 4, 2022, the Biden administration declared the Monkeypox (MPV) outbreak a public health emergency, on the heels of similar announcements by various states and localities and the World Health Organization.

What are the details?

On July 23, 2022, the World Health Organization (WHO) Director declared MPV a public health emergency of international concern. In addition, many states, including California, Illinois, and New York, have declared a state of emergency due to the MPV outbreak.

The information affecting the workplace is still somewhat limited. The U.S. Centers for Disease Control and Prevention (CDC) recommends that people with monkeypox remain isolated at home or in another location for the duration of the illness, which typically can last two to four weeks.

Below are some key information and guidance regarding MPV our trusted source, Littler:

For more information, please see the links below:

Biden Administration Announcement

World Health Organization Declaration

CDC Monkeypox Index

Article 1Article 2Article 3

What do employers need to do?
Employers should review the links provided above and put in place hygiene policies if they haven’t already to reduce the spread of disease.

Employers should also remember that Monkeypox has an incubation period of six to thirteen days, and it can take weeks for the skin blisters to clear.

Employees eligible for leave under the Family and Medical Leave Act (FMLA) may be covered, and employers may want to consider this case-by-case basis.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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