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Company Covid-19 Policy
The novel coronavirus Covid-19 continues to be a threat to public health and safety, and as such, {Company} has implemented the following policies for all employees:
- Employees must have the COVID-19 vaccination offered to them. All employees capable of getting the vaccine must get it. Those who cannot are required to provide a doctor’s note excusing them from receiving the vaccine.
- Any employee who has been exposed to COVID-19 or who has stayed or traveled in a high-risk area must {quarantine/work from home} for 14 days after the possible exposure.
- Any employee who tests positive for COVID-19 must {stay home/work from home} until they provide a doctor’s notes verifying that they are no longer positive for the virus.
- Any employee who has the following symptoms must {stay home/work from home} until {number} days after symptoms subside: fever/chills, muscle/body aches, loss of taste/smell, coughing, congestion, nausea/diarrhea.
- All work-related travel and conferences are currently {cancelled/postponed/limited to a select few employees}.
- In-person meetings that can be done virtually shall be done online via {Zoom/Slack} going forward.
- Employees must wear a {mask/N95/face covering/shield/gloves} at all times while in the office. Those who do not bring a mask may request one be provided for them by {Company}.
- Employees should make every attempt to keep a distance of {space} between themselves and {coworkers/clients/customers}. Lunches and snacks may be eaten in {area} provided employees stay six feet apart. Handshakes are strongly discouraged.
- Employees must use hand sanitizer or wash their hands before and after:
- {Work activities}
- Eating or drinking
- Coughing or sneezing
- Touching their face or mask
- Touching high-touch surface areas (such as faucets and doorknobs)
- Employees may submit a request to work from home via {method} or speak directly to {contact person}.
- Employees who do not adhere to company policy are subject to disciplinary action, including termination.
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