Residential Practice in COVID

Human Resources

During a pandemic, agency leadership should work closely with Human Resources to quickly develop guidelines for symptomatic and sick staff to ensure the health and safety of both employees and children in the program. Included is a guideline that provides an overview of how to discern between who should and should not show up to work, with the general recommendation that decisions always err on the side of caution to protect others. Initially, the knowledge of the ability of a virus to appear and to spread will change on a daily basis, and in turn, so will policies regarding staff who may be exposed to someone who is symptomatic or sick. Guidelines that change and evolve may be issued regarding how to respond to someone reporting symptoms, including quarantine at home, isolation per medical advice, or in severe cases, hospitalization. As these guidelines from the CDC and other governing medical bodies change, so should guidelines for staff taking sick leave and eventually returning to work. Human Resources should make adjustments to typical sick leave policies such as allowing new staff to take sick time earlier, extending sick leave, as well as adding additional sick days when necessary for staff.

Human Resources should share new and changing policies and protocols during senior leadership meetings and by agency-wide email, as well as be available to answer staff questions during town halls.

  • Moving the Workforce to be Remote
  • Onboarding New Staff
  • Staff Supports and Resources
  • Ongoing Staff Training



Printable: If you are sick, don’t come in! (JCCA)
Printable: Three Questions (JCCA)
COVID-19 Health Care Worker Monitoring Restrictions
COVID Screening Policy and Procedure for City Offices (JCCA)
CV COVID-19 Protocol flow chart [need to change to COVID-19, says COVID-18)
Monitoring of symptoms