Quarantine Restrictions Following Out of State Travel

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Published July 2, 2020

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Governor Andrew M. Cuomo issued an executive order which requires individuals to quarantine for 14 days after traveling for 24 hours or longer to states that have a high test rate for COVID-19. Employees that travel to such states are ineligible for paid sick leave benefits if the travel was not directed by the employee’s employer.

The Following Rules Apply

If an employee commenced travel on or before June 25, 2020:

  • Employee may telecommute, if applicable, for the duration of the quarantine
  • If the employee cannot telecommute, the employee shall be covered by quarantine leave, if applicable. 
  • If no quarantine leave is available, the employee shall charge appropriate leave accruals.

If an employee commenced travel after June 25, 2020, regardless of return date:

  • Employee may telecommute, if applicable, for the duration of the quarantine.
  • If the employee cannot telecommute, the employee shall not be permitted access to quarantine leave, if applicable but may charge appropriate leave accruals.

These rules apply to employee travel to states that are added to the New York State Department of Health (DOH) site

  • If a state is added to the list after an employee commences travel, the provisions of paragraph 1 above shall apply. 
  • If a state is added to the list on or before the date the employee commences travel, the provisions of paragraph 2 above shall apply.

Before traveling out of state, all employees should consult the DOH website to confirm whether they are traveling to a state that requires quarantine upon return to New York. 

If Employee is Traveling for Work

These provisions do not apply if an employee travels to a designated state as part of the employee’s employment or at the direction of the employee’s agency:

  • If an agency orders an employee to travel to a designated state for work, the employee may telecommute for the duration of the quarantine. 
  • If the employee cannot telecommute, the employee shall be placed on quarantine leave at full pay without charge to accruals.  

Essential Employees

Employees returning from a designated state who cannot telecommute and are deemed essential and critical for the operation or safety of the workplace, upon a documented determination by their supervisor and a human resources (HR) representative in consultation with appropriate state and local health authorities, the exposed, asymptomatic employee may return to work so long as the employee adheres to the following practices prior to and during their work shift, which should be monitored and documented by the employer and employee: 

  • Regular monitoring: The employee must self-monitor for a temperature greater than or equal to 100.0 degrees Fahrenheit every 12 hours and symptoms consistent with COVID-19 under the supervision of their employer’s occupational health program.
  • Wear a mask: The employee must wear a face mask at all times while in the workplace for 14 days after last exposure.
  • Social distance: The employee must continue social distancing practices, including maintaining, at least, six feet of distance from others.
  • Clean and disinfect workspaces: The employer must continue to regularly clean and disinfect all areas, such as offices, bathrooms, common areas, and shared electronic equipment.
  • Maintain quarantine: The employee must continue to self-quarantine and selfmonitor for temperature and symptoms when not at the workplace for 14 days after last exposure.

If an employee is symptomatic upon arrival at work or becomes sick with COVID-19 symptoms while at the workplace, absent close or proximate contact with a person with COVID-19, the employee must be separated and sent home immediately and may return to work upon completing at least 10 days of isolation from the onset of symptoms OR upon receipt of a negative COVID-19 test result.

Contact For Questions

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UB HR Benefits

State Benefit Services

Phone: 716-645-7777

Email: ub-hr-benefits@buffalo.edu