Responding to Covid-19 in the Workplace Policy


This policy was developed to help respond to an incident of possible COVID-19 exposure in the workplace.


The West Egg Group Corp. will work to achieve a workplace that follows all precautionary measures identified by applicable governmental bodies and public health authorities to reduce the spread of the COVID-19.

Employee Responsibilities

If an employee identifies that they or another employee have developed symptoms similar to those of COVID-19, they are to immediately notify their immediate supervisor or manager and remove themselves from the workplace with the least possible amount of physical contact with workspaces or other employees.

For purposes of this policy, symptoms similar to COVID 19 can include, but are not limited to:

  • Fever;
  • Cough;
  • Difficulty breathing;
  • Muscle aches;
  • Fatigue;
  • Headache;
  • Sore throat; and
  • Runny nose.

Once isolated, it is important that the employee cooperates with their immediate supervisor or manager to provide information regarding their exposure to the workspace, other employees, and third parties. This can include:

  • Notifying their manager, supervisor or lead where they worked that day;
  • Disclosing any interactions with fellow staff, customers, or others;
  • Disclosing any equipment they used, items they handled, or surfaces they touched; and
  • Any other relevant information.

Supervisor/Lead Responsibilities

If an employee reports that they or another employee presents symptoms similar to COVID-19m it is important to take all reasonable measures to isolate the employee and make them feel at ease regarding the situation.

Placing the Employee at Ease

Do not presume when an employee feels unwell that they have COVID-19. Communicate to the employee that all necessary precautions are to be taken to ensure that any potential risk is mitigated.

Offer the employee any available resources to ensure they feel comfortable disclosing information required to properly assess the risk of possible exposure to others. Make the employee aware of their rights to privacy and that they are not required to disclose any medical or personal information not relevant to determining possible exposure to others.

Isolating the Employee

Request that the employee move to an area where they will have no or limited physical contact with others. Ensure that the area where the employee is isolated leaves enough space (at least two metres) between the manager, supervisor or lead and the employee. Where possible, use teleconferencing equipment or physical barriers when communicating with the employee.

Assessing Symptoms and Determining Possible Exposure

Once the employee is safely isolated, assess any symptoms the employee has experienced and determine when they first experienced such symptoms. Figure out how long the employee worked with the symptoms or whether there are any other additional factors which could explain the symptoms, such as failing to take chronic medication.

Make the employee aware of their rights to privacy and that their privacy will be protected as far as possible.

Have the employee provide as much information as available to determine the possible exposure to employees, customers, and other third parties, including:

  • Whom the employee associates with during working hours.
  • Whom the employee associates with on breaks.
  • Any workstations and equipment the employee uses.
  • Any common areas the employee visits, including restrooms and break areas.
  • Any third parties the employee interacts with, including customers, suppliers, and visitors.
  • Any areas the employee visited outside their normal scope of work.

Helping the Employee Leave Work

If the employee drives themselves to work, immediately instruct them to go home and self-isolate. If the employee took public transport, the manager or supervisor should contact either their emergency contact or the local public health authority or non-emergency services to ensure that the employee is safely returned home.

Employees are not to return to work until a public health authority advises it is safe to do so. The quarantine period will likely last a minimum of 14 days.

Additional Measures

If an employee or third party who has been in the workplace notifies The West Egg Group Corp. of a positive test for COVID-19, it is important to gather the same information as with suspected symptoms.

Where the person is an employee, they are to self-isolate and follow the guidelines provided by the relevant public health authorities and report to the company when they have been cleared for return to work.

Upon notification of a positive test for COVID-19, the employer will:

  • Ensure that the supervisor, manager or lead conducts a risk assessment of the possible exposure of other employees, customers, and third parties to the affected person.
  • Communicate the risk to any person identified as possibly exposed and encourage them to take precautions to protect themselves and others while looking for symptoms.
  • Provide information and support to affected or possibly affected employees during periods of self-isolation.
  • Ensure that any workspace, common area, or other location possibly infected be immediately closed off for decontamination.
  • Identify tools or other equipment that could have been infected and ensure they are removed from any workspaces and isolated. Ensure tools and equipment are properly sanitized before returning to the workspace.
  • Determine based on the possible exposure whether a partial or complete closure of the business is required for deep cleaning.
  • Review policies, procedures, and protocols in place to determine whether there are any improvements that can be implemented to better mitigate against future risks.
  • Report any confirmed cases to the relevant public health department for further investigation.