On December 2, the Centers for Disease Control and Prevention (“CDC”) issued updated guidance concerning the recommended quarantine period for individuals following a “close contact” exposure to someone with COVID-19. The guidance reduces the recommended quarantine period from 14 days to either 10 days or seven days, depending on whether the individual tested negative for COVID-19 during the quarantine period.

The CDC guidance provides that the quarantine may end after the tenth day, so long as the individual did not present any symptoms associated with COVID-19 during the quarantine period. Additionally, the CDC provides that the quarantine may end after the seventh day if the individual was tested for COVID-19 no earlier than the fifth day following close contact exposure, the test produced a negative result, and the individual did not present any symptoms associated with COVID-19 during the quarantine period. Under both circumstances, the CDC provides that the individual must continue monitoring for symptoms associated with COVID-19 and wear a face covering through the standard 14 day quarantine period.

However, despite that the CDC revised downward its recommended quarantine period following a close contact exposure, state public health authorities, including the California Department of Public Health (“CDPH”), have not yet provided comparable guidance. The CDPH guidance currently provides that “workers should quarantine at home 14 days after the last know close contact with the case patient.”

Until such time as the CDPH revises its guidance to align with the CDC guidance, Liebert Cassidy Whitmore recommends that public agencies and nonprofits continue to adhere to the CDPH guidance and require that employees with close contact exposures observe the full 14 day quarantine period. Furthermore, local health orders may also require that individuals with close contact exposure quarantine for 14 days. As always, public agencies and nonprofits should follow the most restrictive requirements applicable in their jurisdiction.

Liebert Cassidy Whitmore attorneys are available to assist public agencies and nonprofits that have any questions about the new CDC recommendations.

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Photo of Peter J. Brown Peter J. Brown

Peter has a unique talent in promptly developing an expertise in most of the laws which impact our public agency clients, including the labor relations statutes and those which the Fair Labor Standards Act, the Family Medical Leave Acts.  Many of the firm’s…

Peter has a unique talent in promptly developing an expertise in most of the laws which impact our public agency clients, including the labor relations statutes and those which the Fair Labor Standards Act, the Family Medical Leave Acts.  Many of the firm’s clients have come to rely on his advice in guiding them in these constantly changing areas of law as well as on problem solving many of the labor issues our clients face.

Photo of Alexander Volberding Alexander Volberding

Alex has spent his career working for and with public agencies. He is a member of the firm’s Labor Relations practice group and has broad and deep experience working with a wide range of collective bargaining statutes, including the National Labor Relation Act…

Alex has spent his career working for and with public agencies. He is a member of the firm’s Labor Relations practice group and has broad and deep experience working with a wide range of collective bargaining statutes, including the National Labor Relation Act (“NLRA”) and the Meyers-Milias-Brown-Act (“MMBA”). Alex is well-versed in bargaining strategy and tactics and negotiates collective bargaining agreements with employee organizations and Project Labor Agreements (“PLAs”) with building and construction trades councils. When he is not bargaining, Alex regularly provides advice and counsel to clients navigating meet and confer obligations and in administrative proceedings defending clients against unfair practice charges and in arbitrations defending clients against contractual grievances.