COVID-19 Guidance – New CDC Recommendations

Insights COVID-19 Guidance – New CDC Recommendations David J. Mahoney · COVID-19 Guidance – New CDC Recommendations Maureen Bradley · April 18, 2024

For the past four years we all have been dealing with COVID-19 and following the guidance from the Centers for Disease Control and Prevention (CDC) and state protocols on when to quarantine (exposure) and isolate (test positive) regarding COVID-19.

On March 1, 2024, the CDC announced it was eliminating its five-day isolation recommendation for individuals who test positive for COVID-19 and recommends treating COVID-19 like other respiratory viruses.  The CDC is recommending a new, “unified approach” to respiratory viruses, including not only COVID-19, but also RSV (respiratory syncytial virus) and the flu.  Prior to March 1, the CDC recommended that individuals who test positive for COVID-19 isolate for a minimum of five days following a positive test and also follow a period of post-isolation procedures.

The updated guidance recommends that when individuals get sick with a respiratory virus, that they stay home and away from others.  The guidance suggests returning to normal activities “when, for at least 24 hours”, their symptoms are improving, and they have not had a fever (without the use of fever-reducing medication). According to the CDC’s FAQs, “improving symptoms” means that a person is starting to feel better, and the body is returning to normal after an infection.  The CDC also recommends that once individuals resume normal activities that for the next five days, they take additional prevention strategies to curb disease spread, such as: wearing a mask, keeping a distance from others, enhancing hygiene practices, and/or getting tested for respiratory viruses.

Employers with policies/protocols that were aligned with the prior CDC guidance should consider updating them to keep pace with the most recent CDC revisions.  Some states and local laws may continue to have requirements that are stricter than the CDC’s new recommendations so be sure to review your state and local requirements to ensure that your company is in compliance.

This summary is provided for informational purposes only and is not intended to constitute legal advice nor does it create an attorney-client relationship with Rimon, P.C. or its affiliates.

Dave Mahoney advises private business owners and their human resources professionals on how to navigate the always evolving employer-employee relationship. Dave is a trusted resource who advises companies, large and small – union and non-union, with the day-to-day challenges of complying with constantly changing federal, state, and local laws. Dave takes a proactive approach, helping employers avoid disputes by establishing policies and procedures that are designed to establish clear avenues of communication and expectations between companies and their workforces to avoid litigation whenever possible. Dave also regularly conducts internal audits and investigations to solve problems before they arise. Read more here.

Maureen Bradley is a Human Capital Business Advisor with Rimon. Her primary focus is assisting federal contractor/subcontractor clients in the development and maintenance of their Affirmative Action Plans (AAP). She proactively reviews and analyzes the client’s employment activity data to ensure compliance with all AAP regulations and she assists clients with their compliance review submissions to the Office of Federal Contract Compliance Programs (OFCCP). Read more here.