Skip to content

Menu

LexBlog, Inc. logo
NetworkSub-MenuBrowse by SubjectBrowse by PublisherBrowse by ChannelAbout the NetworkJoin the NetworkProductsSub-MenuProducts OverviewBlog ProBlog PlusBlog PremierMicrositeSyndication PortalsAbout UsContactSubscribeSupport
Book a Demo
Search
Close

New OSHA COVID-19 Guidance Issued

By Christina Niro on March 13, 2020
Email this postTweet this postLike this postShare this post on LinkedIn

On March 9, the Occupational Health and Safety Administration (OSHA) issued new guidance for employers to aid in the prevention of employee exposure to COVID-19 in the workplace, which can be found here.

After first briefly summarizing the symptoms of COVID-19 (including but not limited to fever, cough, headache, and shortness of breath) and transmission methods (currently understood to be through person-to-person contact and respiratory droplets produced when an infected person coughs or sneezes), OSHA reminded employers of its General Duty Clause, 29 U.S.C. § 654 (a)(1), which requires employers to provide their employees with a workplace free from recognized hazards likely to cause death or serious physical harm.

While recognizing it may not be possible to eliminate a COVID-19 outbreak hazard and acknowledging that no specific OSHA standard governs occupational exposure to the coronavirus, OSHA’s guidance outlines a number of recommendations for reducing coronavirus exposure in the workplace. The Guidance directs employers to “plan now for COVID-19” and states that “[e]mployers who have not prepared for pandemic events should prepare themselves and their workers.” OSHA’s advice to employers includes the following:

  • Implementing and encouraging best practices for minimizing the spread of COVID-19, including:
    • Encouraging sick employees to stay home
    • Minimizing or eliminating non-essential travel
    • Provide tissues, handwashing or sanitizing stations for employees and visitors
    • Recommend employees take personal measures to prevent exposure, such as frequent hand washing.
    • Minimizing contact between employees, clients and customers when possible; and
    • Considering alternative work arrangements including flexible work schedules, work from home, and staggered shifts to reduce the number of employees physically present in the workplace.
  • Evaluating the risk of exposure, based on an employer’s particular industry, workplace setting, and work task
  • Developing an infectious disease preparedness and response plan, and policies and procedures for prompt identification and isolation of sick employees; and
  • Selecting, implementing, and ensure employees use workplace controls (engineering, administrative, and personal protective equipment) to prevent exposure, including physical barriers to control the spread of the virus; air filters; social distancing; and appropriate PPE, hygiene, and cleaning supplies (which may include respirators accompanied by appropriate training on fit, wear, use, removal, and cleaning).

Throughout the guidance, OSHA also repeatedly emphasized the importance of staying up to date on fact-based information from other governmental sources, including guidance issued by the Center for Disease Control.

Contact Frantz Ward Partners Brian Kelly or Christopher Koehler with questions or for additional guidance and they will engage the appropriate members of Frantz Ward’s COVID-19 response team.

Photo of Christina Niro Christina Niro

Christina advises and represents employers in a broad range of employment law matters, from discrimination, retaliation, and harassment, to cases involving contract disputes, restrictive covenants, trade secret misappropriation and unfair competition. She has litigated and tried cases in state and federal courts and…

Christina advises and represents employers in a broad range of employment law matters, from discrimination, retaliation, and harassment, to cases involving contract disputes, restrictive covenants, trade secret misappropriation and unfair competition. She has litigated and tried cases in state and federal courts and various administrative agencies. Christina also provides employers of all sizes with day-to-day preventive counseling on wage and hour issues, employee discipline, litigation prevention strategies, employee handbook and policy development, and adherence to federal and state family and medical leave laws. Christina also conducts EEO training to help employers understand, prevent and correct discrimination in the workplace.

Read more about Christina NiroEmail
Show more Show less
  • Posted in:
    Employment & Labor
  • Blog:
    Labor & Employment Law Navigator
  • Organization:
    Frantz Ward LLP
  • Article: View Original Source

LexBlog, Inc. logo
Facebook LinkedIn Twitter RSS
Real Lawyers
99 Park Row
  • About LexBlog
  • Careers
  • Press
  • Contact LexBlog
  • Privacy Policy
  • Editorial Policy
  • Disclaimer
  • Terms of Service
  • RSS Terms of Service
  • Products
  • Blog Pro
  • Blog Plus
  • Blog Premier
  • Microsite
  • Syndication Portals
  • LexBlog Community
  • Resource Center
  • 1-800-913-0988
  • Submit a Request
  • Support Center
  • System Status
  • Resource Center
  • Blogging 101

New to the Network

  • Tennessee Insurance Litigation Blog
  • Claims & Sustains
  • New Jersey Restraining Order Lawyers
  • New Jersey Gun Lawyers
  • Blog of Reason
Copyright © 2025, LexBlog, Inc. All Rights Reserved.
Law blog design & platform by LexBlog LexBlog Logo