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512012021 COVID-19-Control and Prevention I Occupational Safety and Health Administration * Protocols for worker screening must be applied equally, without discrimination based on race, national origin, sex, age, disability, or other protected characteristics. If employers choose to implement on-site screening or monitoring programs, they may need to be coordinated, as appropriate, with local public health authorities and occupational medicine and health and safety professionals. Employers implementing on-site screening programs may need to plan for: ■ Providing verbal screening in appropriate languages to determine whether workers have had new or unexpected symptoms of COVID-19 in the past 24 hours. ■ Checking temperatures of workers at the start of each shift to identify anyone with a fever of 100.4°F or greater (or reported feelings of feverishness).' • Measures for testing workers for SARS-CoV-2 and responding to positive test results. ■ Prohibiting employees from remaining in the workplace if they have a fever of 100AT or greater (or report feelings of feverishness), or if screening or testing results indicate that the worker is suspected of having or known to have COVID-19. In such an event: o Encourage workers to self-isolate and contact a healthcare provider; o Provide information on the employer's return-to-work policies and procedures; and • Inform human resources, employer health unit (if applicable), bargaining unit representation (if applicable), and supervisor(so the worker can be moved off schedule during illness and a replacement can be assigned, if needed). • Conduct contact tracing to identify and inform coworkers or others that may have had exposure. ■ Measures to ensure worker privacy and confidentiality during any screening. ■ Regardless of how employers ultimately decide to implement temperature checks or other health screening measures, they should act cautiously on results. Employers should not presume that individuals who do not have a fever or other symptoms of COVID-19 do not have the virus. ■ Similarly, because of the limitations of current testing capabilities, employers who implement workplace testing strategies should act cautiously on COVID-19 test results. Employers should not presume that individuals who test negative for SARS-CoV-2 infection (i.e., COVID-19) present no hazard to others in the workplace. ■ Employers should ensure that screening protocols are consistent with other labor and disability laws, and with collective bargaining agreements where applicable. Employers should continue to implement universal cloth face coverings, basic hygiene, physical distancing, workplace controls, flexibilities (e.g. sick leave, telework), and employee training described in this and other OSHA and CDC guidance in ways that reflect the risk of community spread of SARS-CoV-2 from the geographical area where the workplace is located. Identify and Isolate Suspected Cases In workplaces where exposure to SARS-CoV-2 may occur, prompt identification and isolation of potentially infectious individuals is a critical step in protecting workers, visitors, and others at the work site. ■ Wherever feasible, keep infectious people out of the workplace, including through the use of a system for employees to report if they are sick or have symptoms of COVID-19 or through the use of screening measures, as described above. ■ If a worker develops signs or symptoms of COVID-19 at the workplace, send the person home or to seek medical care. (Similarly, consider asking customers and visitors who develop signs and/or symptoms of COVID-19 at the workplace to leave to avoid infecting others.) ■ If the person cannot immediately leave the workplace, isolate the individual in a location away from workers, customers, and other visitors and with a closed door (e.g., in a single occupancy restroom), if possible, until they can go home or leave to seek medical care. Implement the Hierarchy of Controls https:llwww.osha.govlcoronaviruslcontrol-prevention 419