“Agencies are strongly encouraged to utilize all available human resources flexibilities, along with providing workplace accommodations, if appropriate, to support employees who have a significant risk of a severe outcome due to contracting the Zika virus—for example, female employees who are pregnant.” OPM Acting Director Beth Cobert wrote.

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OPM in March had cautioned agencies against sending their employees to areas where the Zika virus is being transmitted, suggesting that they use teleconferencing rather than travel if possible, for example. It said that supervisors “should carefully consider requests” from employees who do not wish to travel to those areas, and that when employees are sent, they should familiarize themselves with information about the virus and preventive measures.

Both memos point to prevention tips and other information regarding the virus issued by agencies including the Centers for Disease Control and Prevention.

An OPM spokesperson said that currently Zika cases are not being reported to that agency and that the purpose of the policy was to “provide agencies with clarification on flexibilities and authorities available to best support workers in impacted regions.”

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The new guidance, the result of an interagency working group on the issue, additionally addresses issues such as leave policies, for example stating that employees who are ill because of exposure to the virus may use paid sick leave, but not those who merely have been exposed to it.

The same applies to using personal sick leave to care for family members, it says, and to using unpaid Family and Medical Leave Act leave for either personal or family reasons.

However, employees may use vacation time—what the government calls annual leave—for any purpose subject to approval from management; OPM “encourages agencies to be flexible in granting annual leave to employees who wish to be absent for reasons related to the Zika virus.”

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It similarly encouraged approving employee requests for advanced annual leave and, if otherwise eligible, advanced sick leave. Use of other forms of time off such as general unpaid leave or compensatory time earned also may be appropriate, as well as telework, it said.

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The memo also pointed to Equal Employment Opportunity Commission policies regarding workplace accommodations and discrimination due to pregnancy.

For example, it says, an employer must allow a pregnant employee to take leave, to telework, or to work in a different job temporarily in order to avoid exposure to the Zika virus if the employer allows such changes for other employees for reasons such as illness or injury. However, it adds, an employer may not compel the employee to make such changes.

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Further, someone with the virus may be covered by law barring discrimination against the disabled and thus could be eligible for certain accommodations and would be protected from retaliation for making such a request.

And while an employer may ask employees whether they have traveled to areas where Zika is present, it may not ask that question only of women, and it may not tell co-workers that an employee has contracted the virus.

The guidance also includes a template for agencies to analyze jobs for potential dangers of exposure and to craft strategies to protect their workers.