CDC Updates COVID-19 Guidance

Volume: 21 | Issue: 36
August 15, 2022

The Centers for Disease Control and Prevention (CDC) has updated and streamlined its COVID-19 guidance in light of the current status of the pandemic and the variety of tools now available to reduce COVID-19 severity. One of the biggest changes is to the quarantine protocols. The CDC no longer recommends that individuals exposed to COVID-19 quarantine and now recommends that such individuals instead wear a high-quality mask for 10 days and take a COVID-19 test on day 6.

The CDC continues to emphasize the importance of being up to date with vaccinations, but no longer distinguishes between those who are up to date and those who are not in relation to quarantine and isolation protocols. The CDC does make a distinction for individuals who experience moderate illness and severe illness in relation to ending isolation after a COVID-19 infection.

The CDC will continue its community level warning system but now recommends masking for most people only when the community level is high. Additionally, social distancing recommendations have been relaxed, with the CDC now stating that “physical distance is just one component of how to protect yourself and others. It is important to consider the risk in a particular setting, including local COVID-19 Community Levels and the important role of ventilation, when assessing the need to maintain physical distance.”

It is important to review and understand these changes because Nevada OSHA requires Nevada employers to follow the CDC’s quarantine and isolation protocols in relation to the obligation to monitor employees’ health. However, public accommodation employers in Clark and Washoe counties must still follow the requirements of former Senate Bill 4, now set forth at Nevada Revised Statutes 447.300-447.355, and cannot adopt the CDC’s new quarantine and isolation guidelines unless and until COVID-19 rates reach the levels set forth in NRS 447.325(2)(b). Unfortunately, the Legislature’s decision to enact a statute dictating how such employers must respond to COVID-19 does not permit the flexibility needed for this ever-evolving pandemic.

KZA attorneys are available to help you evaluate this change and answer your questions.

KZA Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.

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