Swine Flu: From Pandemic Panic to Workplace Preparedness
Considering all the global and economic crises in recent weeks, the initial reports were overshadowed and even easy to ignore. That was especially true for busy managers preoccupied with the current economic downturn.
Local officials in the Mexican town of La Gloria declared a health alert because 400 people had sought help for a respiratory disease; an estimated 60% of the town's 3,000 residents were affected, according to a report from the Associated Press (AP). Eleven days later, U.S. officials confirmed that two children in adjacent California counties had become ill with swine flu the month before. And five days later - April 22 - officials confirmed there were three more cases in California and two in Texas ("A Timeline," 2009).
By April 27, Mexico had seen the disease spread to 943 people. Officials there reported at least 20 deaths directly attributable to the disease, while swine flu was suspected in another 40 deaths. The U.S. had reported 20 cases in five states, and Canada had confirmed six cases. The World Health Organization (WHO) raised its pandemic alert status to four and then to five on April 29th - six is an official pandemic ("A Timeline," 2009; "WHO Raises," 2009). In the U.S., the number of swine flu cases was 114 as of April 30 (Grady & Cowell, 2009).
Now, suddenly, there's a great deal of reporting on swine flu, though most of it is not focused on the workplace.
In fact, some of the reporting has had more than a tinge of panic. But when we're talking about a flu that is proving to be fatal among some of those infected, it's not easy to avoid the creeping anxiety that comes along with all the media coverage.
Some have done their best to encourage calm by tracing the history of flu epidemics. The epidemic of 1918 was devastating, but a lot has changed since then in the area of infection control and containment. Others point out that there's still not enough information to judge the CFR, or Case Fatality Rate, associated with this flu. As that information becomes more readily available, employers will get a better understanding of how serious this virus is.
San Francisco doctor Rahul K. Parikh notes that, although this disease has some unique factors, "So far, symptoms of swine influenza are similar to other strains of influenza: fever, chills, aches, cough and congestion. The only thing that's being reported as out of the ordinary is some vomiting and diarrhea as well" (2009). Parikh offers this advice: "So, as you did last January, wash your hands and cover your mouth with the crook of your elbow if you cough or sneeze. If you get sick, yes, call your doctor, but treat yourself with rest, fever reducers (not aspirin for children) and plenty of fluids" (2009). In other words, take precautions, be prepared, but go on about your life.
Those are sentiments that HR executives might do well to heed these days. Most HR execs are already besieged by all the problems that go with downsizing and reorganization - the last thing they need is a pandemic hampering the already lean workforce many companies have been able to retain. It's not just absenteeism that could be a problem in a pandemic. It's also presenteeism (those employees who insist on coming to work while ill because they need the money or for other reasons), the emotional fallout of a pandemic that makes it hard for those who aren't ill to focus on work, the failure of some workers to seek health care, and the possible need to create alternative work arrangements (Anderson, 2009).
HR has a legal obligation to provide a safe place to work. At the same time, HR can't keep workers from becoming ill. But they can take steps to minimize the damage if a pandemic strikes.
A communicable disease policy is essential, says employment attorney Megan Anderson. The policy should make it clear that those with the flu should stay home. Also important are employee education efforts about ways to stay healthy and avoid spreading disease. If necessary, Anderson says, the employer should be ready to restrict travel and establish alternate methods of work, such as telecommuting, to prevent contagion in the workplace (2009).
For HR leaders who want even more guidance, the U.S. government has plenty of information available online.
For example, there's the "Business Pandemic Influenza Planning Checklist." This list was compiled for big business by the U.S. Department of Health and Human Services (HHS) in conjunction with the Centers for Disease Control and Prevention (CDC). The checklist has six main sections that include reminders to establish policies and to educate employees (Pandemicflu.gov, 2009).
HHS and the CDC aren't the only government organizations that have come up with ways to help businesses cope. The Occupational Safety and Health Administration (OSHA) has also studied the matter. OSHA has a 47-page guide available on its Web site. The guide discusses the differences between the various types of flu and helps distinguish between pandemic influenza and other types. It sets out the possible effects of a pandemic on business as well as providing clear guidance on handling the fallout from a pandemic.
The message is clear: Now is the time to take a look at business continuity plans and be ready to adjust to a possible spike in employee absenteeism. If one isn't already in place, it's not too late to establish an action plan. Considerable information and resources are available, so don't panic: Plan.
Documents used in the preparation of this TrendWatcher include the following:
Local officials in the Mexican town of La Gloria declared a health alert because 400 people had sought help for a respiratory disease; an estimated 60% of the town's 3,000 residents were affected, according to a report from the Associated Press (AP). Eleven days later, U.S. officials confirmed that two children in adjacent California counties had become ill with swine flu the month before. And five days later - April 22 - officials confirmed there were three more cases in California and two in Texas ("A Timeline," 2009).
By April 27, Mexico had seen the disease spread to 943 people. Officials there reported at least 20 deaths directly attributable to the disease, while swine flu was suspected in another 40 deaths. The U.S. had reported 20 cases in five states, and Canada had confirmed six cases. The World Health Organization (WHO) raised its pandemic alert status to four and then to five on April 29th - six is an official pandemic ("A Timeline," 2009; "WHO Raises," 2009). In the U.S., the number of swine flu cases was 114 as of April 30 (Grady & Cowell, 2009).
Now, suddenly, there's a great deal of reporting on swine flu, though most of it is not focused on the workplace.
In fact, some of the reporting has had more than a tinge of panic. But when we're talking about a flu that is proving to be fatal among some of those infected, it's not easy to avoid the creeping anxiety that comes along with all the media coverage.
Some have done their best to encourage calm by tracing the history of flu epidemics. The epidemic of 1918 was devastating, but a lot has changed since then in the area of infection control and containment. Others point out that there's still not enough information to judge the CFR, or Case Fatality Rate, associated with this flu. As that information becomes more readily available, employers will get a better understanding of how serious this virus is.
San Francisco doctor Rahul K. Parikh notes that, although this disease has some unique factors, "So far, symptoms of swine influenza are similar to other strains of influenza: fever, chills, aches, cough and congestion. The only thing that's being reported as out of the ordinary is some vomiting and diarrhea as well" (2009). Parikh offers this advice: "So, as you did last January, wash your hands and cover your mouth with the crook of your elbow if you cough or sneeze. If you get sick, yes, call your doctor, but treat yourself with rest, fever reducers (not aspirin for children) and plenty of fluids" (2009). In other words, take precautions, be prepared, but go on about your life.
Those are sentiments that HR executives might do well to heed these days. Most HR execs are already besieged by all the problems that go with downsizing and reorganization - the last thing they need is a pandemic hampering the already lean workforce many companies have been able to retain. It's not just absenteeism that could be a problem in a pandemic. It's also presenteeism (those employees who insist on coming to work while ill because they need the money or for other reasons), the emotional fallout of a pandemic that makes it hard for those who aren't ill to focus on work, the failure of some workers to seek health care, and the possible need to create alternative work arrangements (Anderson, 2009).
HR has a legal obligation to provide a safe place to work. At the same time, HR can't keep workers from becoming ill. But they can take steps to minimize the damage if a pandemic strikes.
A communicable disease policy is essential, says employment attorney Megan Anderson. The policy should make it clear that those with the flu should stay home. Also important are employee education efforts about ways to stay healthy and avoid spreading disease. If necessary, Anderson says, the employer should be ready to restrict travel and establish alternate methods of work, such as telecommuting, to prevent contagion in the workplace (2009).
For HR leaders who want even more guidance, the U.S. government has plenty of information available online.
For example, there's the "Business Pandemic Influenza Planning Checklist." This list was compiled for big business by the U.S. Department of Health and Human Services (HHS) in conjunction with the Centers for Disease Control and Prevention (CDC). The checklist has six main sections that include reminders to establish policies and to educate employees (Pandemicflu.gov, 2009).
HHS and the CDC aren't the only government organizations that have come up with ways to help businesses cope. The Occupational Safety and Health Administration (OSHA) has also studied the matter. OSHA has a 47-page guide available on its Web site. The guide discusses the differences between the various types of flu and helps distinguish between pandemic influenza and other types. It sets out the possible effects of a pandemic on business as well as providing clear guidance on handling the fallout from a pandemic.
The message is clear: Now is the time to take a look at business continuity plans and be ready to adjust to a possible spike in employee absenteeism. If one isn't already in place, it's not too late to establish an action plan. Considerable information and resources are available, so don't panic: Plan.
Documents used in the preparation of this TrendWatcher include the following:
- Anderson, M. (2009, April 27). Preparing your workplace for a possible swine flu pandemic. HR Specialist.
- Di Justo, P. (2009, April 28). The last great swine flu epidemic. Salon.
- Grady, D., & Cowell, A. (2009, May 1). Swine flu continues to spread - but slowly. New York Times.
- Mickle, P. (n.d.). 1976: Fear of a great plague. Retrieved April 28, 2009, from The Trentonian.
- Pandemicflu.gov. (2009). Business pandemic influenza planning checklist.
- Parikh, R. (2009, April 28). Swine flu: Don't panic! Salon.
- A timeline of events in the swine flu outbreak. (2009, April 28). Associated Press.
- WHO raises swine flu alert. (2009, April 30) Forbes.com.
