Q: I am curious to know what type of message to employees or policies you have created to respond to the H1N1 flu.
Any feedback would be great as I am working to create communication to our employees before the end of the summer. We have a very small office with one employee in her 5th month of pregnancy. I want to communicate the importance of staying healthy and address any concerns as it pertains to sick leave (if they have used it all by this point, etc).
Are you willing to relax your leave policies to accomodate those who exhibit flu symptoms? Are you mandating a specific time frame in which they stay home if they are sick? Are you requiring a Dr.s note that shows they are not infected with H1N1 before returning to work if they do have indeed have the flu? Are you allowing for any work from home that your policy would not normally allow, for example, parents required to stay home to care for their children?
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It just make sense to make work from home an option, even if it is not a company norm. Also allow to use sick time in excess of the max if they have already used thier entire sick time.
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