Takreem Khan 20181-23585

PRECAUTIONARY ACTIVITIES AS HEALTH MANAGER AT YOUR WORK
PLACE AGAINST CORONA VIRUS
With the rapid global spread of coronavirus, companies should focus first and foremost on
employee safety by reviewing their strategies, policies, and procedures. The most important
thing an organization can do is to maintain the perspective and guard against over-reaction by
providing employees with accurate information about coronavirus, organization can maintain
good order and protect the organization against potential liability.
Response to a pandemic requires an effective team structure. The Executive Team and
Pandemic Coordination Team (PCT) each have a specific role in overall pandemic operations
and response. In Medisure Laboratories Pakistan Pvt Ltd, Pandemic Coordination Team consist
of Regulatory department, being a regulatory affairs officer my role in pandemic state is to:
 Support and advise on pandemic planning and execution

 Conduct necessary impact assessment of pandemic consequences
 Collect the status information and provides status reports to the Executive Team
 Create and maintain logs of activities and decisions
 Ensure pandemic plan is current and in compliance with Federal directives
 Ensure situational awareness
The QMS Department of Medisure Laboratories Pakistan Pvt Ltd has developed the precautions
and standard operating procedures (SOPs) which describes how to guard their employees from
coronavirus. The following points apply to the Medisure Laboratories Pakistan Pvt Ltd
employees and can be revised as needed:
1. Prevention
 Alert employees as to the symptoms and risks associated with the coronavirus, as well as
prevention measures.
 Encourage employees to wash their hands prior to commencing work, after sneezing and
coughing and after they touch objects that may have been in contact with people
exhibiting flu-like symptoms.
 Encourage employees not to touch surfaces that may be contaminated with the flu virus
and to avoid close contact with people who are sick.
 Provide hand sanitizers (and even respiratory masks), if and when appropriate.
 Review cleaning procedures in place to regularly disinfect equipment, work stations and
the workplace generally.
2. Containment
 Require sick employees to stay home.
 Consider accommodating at-risk employees by use of alternative work arrangements.

3. Prepare for potential work refusals
 Ensure that supervisors and managers are familiar with work refusal obligations and
steps as required under applicable health and safety legislation.
4. Establish (or re-activate) a pandemic preparation and response team
 Identify a team responsible to plan for a pandemic, including representatives with

expertise in human resources, operations, health and safety and communications.
5. Prepare a plan
 If the employer is part of a corporate pandemic plan, consider how the plan can be
implemented in a company and how it may need to be adjusted on local leave.
 Establish a process to obtain and implement local public health directives.
6. Consider whether to operate or not
 Determine to what extent the business can operate in the event of an actual pandemic.
 Assess staffing needs, including alternative work locations, overtime agreements, and
alternative means of getting work done without direct human-to-human contact (e.g.,
remote work and telecommuting).
 Assess the effect of a pandemic on suppliers, service providers and customers.
 Consider how much time is needed for an orderly shutdown, if necessary.
 Review insurance coverage and relevant agreements to determine how the employer can
meet contract terms if it decides not to operate.
7. Security Considerations
 Consider whether the employer’s facility is secure, in anticipation of possible service

(e.g., hydro, water) reductions, reduced staffing levels and the possible need to shut
down, without much, if any, warning.
8. Determine sickness/disability coverage
 Contact insurers to determine sickness/disability coverage, including for employees who

have been asked (or ordered) to self-quarantine but who are not sick.
9. Determine obligation to permit employee to be absent from work to care for sick family
members
 Review applicable legislation, policies and obligations to determine if employees are

entitled to family responsibility and/or other legislated leaves to care for sick family
members.
10. Communication
 Determine who will be responsible for issuing communications.
 Provide information to employees about the coronavirus and associated symptoms and
risks.
 Carefully and clearly communicate information, policies and procedures to all

employees.
 Ensure employees get regular, updated training and information on hazards and hazard
identification.
 Establish a system for employees to report their status during a pandemic, including
what information they are required to communicate (and how) to the employer and when
they are expected to NOT report to work.
 Ensure employee and employee emergency contact information is up to date.
 Inform employees of how the employer will communicate with them in the event of an
emergency.
11. Visitors
 Where applicable, consider asking visitors to complete questionnaires in advance of

attending the workplace to identify visitors who have flu-like symptoms or who may
have had contact with a person infected with the coronavirus.
 Ask visitors to provide information as to where and how they may be contacted after
their visit, in the event that the coronavirus develops in the workplace and they need to
be notified.

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PRECAUTIONARY ACTIVITIES AS HEALTH MANAGER AT YOUR WORK

PLACE AGAINST CORONA VIRUS

 Support and advise on pandemic planning and execution

 Require sick employees to stay home.

 Consider accommodating at-risk employees by use of alternative work arrangements.

4. Establish (or re-activate) a pandemic preparation and response team

 Identify a team responsible to plan for a pandemic, including representatives with

 Establish a process to obtain and implement local public health directives.

6. Consider whether to operate or not

 Assess the effect of a pandemic on suppliers, service providers and customers.

 Consider how much time is needed for an orderly shutdown, if necessary.

 Consider whether the employer’s facility is secure, in anticipation of possible service

8. Determine sickness/disability coverage

 Contact insurers to determine sickness/disability coverage, including for employees who

 Review applicable legislation, policies and obligations to determine if employees are

 Determine who will be responsible for issuing communications.

 Carefully and clearly communicate information, policies and procedures to all

 Ensure employee and employee emergency contact information is up to date.

 Where applicable, consider asking visitors to complete questionnaires in advance of

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