Update Applicable to:
All employers of healthcare, home healthcare, sanitation, grocery store, pharmacy, and restaurant employees in the state of New York
On December 24, 2021, Governor Kathy Hochul announced a new guidance shortening quarantine time in half for healthcare and “critical” workers that tested positive for COVID-19.
What are the details?
Effective now, Governor Hochul’s updated guidelines provide that healthcare workers and essential employees can return to work after five days if they are fully vaccinated and are asymptomatic or their symptoms have subsided by that time.
For employees with symptoms to return to work, they must have improving residual symptoms, have no fever for 72 hours prior, not have a runny nose, and have no more than a minimal cough.
Those who return to work under these conditions must also wear a well-fitting, non-woven face mask.
Employees who are moderate to severely immunocompromised are not eligible to return to work under the new guidance.
For more information, please see the links below:
What do employers need to do?
Employers should review the links provided above and change their COVID-19 quarantine policy.
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.
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.