Industry Focuses on H1N1 Workplace Preparedness as Flu Season Nears
With the 2009 flu season rapidly approaching, the entire business community is being urged to prepare for a possible increase in H1N1 virus (a.k.a. Swine Flu) infections. Because of the potential economic impact of an H1N1 pandemic escalation, entities ranging from the Centers for Disease Control (CDC) to the Society for Human Resource Management (SHRM) have released guidance documents and supplied multiple resources to support employers in preparing for the Swine Flu and protecting against the effects on employees and operations. The following is a brief summary of the H1N1 issue facing employers and the resources that can assist them.
Why Employers should be Concerned
The potential effects of a widespread H1N1 outbreak on a business have been broadly documented by several health and employers organizations. The resulting absenteeism (and presenteeism) alone can have a devastating impact on business productivity and financial stability. According to the CDC, an outbreak of Swine Flu could potentially reduce a company’s workforce by up to 40%. Further, the Institute for Business and Home Safety estimates that 25% of businesses do not reopen following a major disaster – and an H1N1 outbreak would qualify as such.
North Carolina employers may also want to take note of regional projections provided by the CDC, tracking weekly influenza activity estimated as reported by state and territorial epidemiologists. According to this latest H1N1 Flu Situation Update from the CDC, North Carolina is already seeing regional flu activity and is bordering the geographic area where activity is widespread.
Guidance and Resources Available
To help prepare employers, the CDC recently updated guidelines (located at www.cdc.gov/h1n1flu/business/guidance) outlining actions employers can take to decrease the spread of seasonal and H1N1 flu in the workplace and help maintain business continuity during the 2009-10 flu season. The guidance is intended to help employers of all sizes prepare or update flu season response plans to account for potential spread of the H1N1 virus. A recent Mercer survey of 400 employers in the U.S and 16 other industrialized countries found that 41% of companies reported having no HR plan for health-related emergencies. While this figure is an improvement from previous years, it is nevertheless indicative of the need for proper pandemic planning among the business community.
The Society for Human Resource Management (SHRM) has also taken an active approach in educating its member employers by offering an H1N1 Resource Page on their website. The page includes the latest news, policies and toolkits businesses can use to assist with employers’ preparedness efforts.
Support from Healthcare Providers
One of the main components for any workplace influenza preparedness plan is the availability of flu vaccinations to employees. While the H1N1 vaccine will be procured and purchased by the federal government and made available for vaccine administrators at no cost, few carriers have announced plans to cover the fees associated with the vaccine administration. UnitedHealthcare recently announced that it would provide coverage for H1N1 vaccinations for all fully insured member groups. While it remains unclear whether other carriers will follow suit, most insurance providers have resources available for member employers to help with flu prevention and response.
For further information and resources, please visit the following links…
Federal Guidelines Encourage Employers to Plan Now for Upcoming Flu Season
Why Swine Flu H1N1 Should Matter to Employers
Many employers Still Unprepared for Managing HR Issues Related to H1N1 (Mercer Survey)
Preparing for the Flu: A Communications Toolkit for Businesses and Employers
CDC Novel H1N1 Vaccination Planning Q&A
CDC 2009 H1N1 Flu Resource Page
World Health Organization Global Alert and Response Page for H1N1
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Important Notice: Hill, Chesson & Woody does not engage in the practice of law, accounting, or medicine. Therefore, the contents of this communication should not be regarded as a substitute for legal, tax, or medical advice.
September 11, 2009
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