Issue link: https://beckershealthcare.uberflip.com/i/1418639
19 BECKER'S DENTAL + DSO REVIEW - VOL. 2021 NO. 4 QUALITY & INFECTION CONTROL CDC updates interim COVID-19 guidance for dental practices: 6 notes By Gabrielle Masson T he CDC updated its interim COVID-19 infection control guidance for dental healthcare personnel Sept. 10. Six things to know: 1. Dental providers should regularly consult state dental boards and local health departments for current information and rec- ommendations and requirements specific to their jurisdictions, which might change based on community transmission levels. 2. Postpone all non-urgent dental treatment for patients with suspected or confirmed COVID-19 and patients who meet cri- teria for quarantine. 3. If a patient has a fever strongly associated with a dental di- agnosis (e.g., pulpal and periapical dental pain and intraoral swelling are present) but no other symptoms consistent with COVID-19 are present, dental care can be provided following the practices recommended for routine pandemic care. 4. When performing aerosol-generating procedures, ensure providers correctly wear the recommended personal protec- tive equipment and use mitigation methods such as four-hand- ed dentistry, high-evacuation suction and dental dams to min- imize droplet spatter. 5. Treatment should be provided in individual patient rooms whenever possible. 6. For facilities with open floor plans: • There should be at least 6 feet of space between patient chairs. • There should be physical barriers between patient chairs. • Operatories should be oriented parallel to the direc- tion of airflow. • When possible, consider patient orientation, placing the patient's head near return air vents, away from pedestri- an corridors and toward the rear wall when using vesti- bule-type office layouts. • Ensure to account for the time required to clean and disin- fect operatories between patients. n Unvaccinated dental staff? 5 tips, per CDA By Gabrielle Masson T he California Dental Association provided answers to fre- quently asked questions about dentists' responsibilities as employers and employee rights related to vaccina- tions. Can employers require staff and new hires to get vaccinated? Laws vary by state. If employers choose to require vaccinations, they must consider potential complications or side effects; rea- sonable accommodation for medical conditions such as preg- nancy; sincerely held religious objections; and legal risks, such as discrimination claims stemming from workplace disparities between vaccinated and unvaccinated employees. Can an employer ask for proof of vaccination? Yes. According to the Equal Employment Opportunity Commission, employ- ers may ask for proof of vaccination, as it is not considered a disability-related inquiry. However, employers shouldn't request any more information than necessary. Asking an em- ployee why they aren't vaccinated may trigger disability-relat- ed protections. Can employers terminate an employee who refuses to get vaccinated? Under the Fair Employment and Housing Act, employers must reasonably accommodate known disabili- ties, sincerely held religious beliefs and practices that prevent vaccination. Employers cannot retaliate against anyone for engaging in activity protected by the Americans with Disabil- ities Act. There is a strong likelihood that a worker who expe- riences negative employment consequences for refusing the COVID-19 vaccine could pursue a discrimination claim. Should an employee's vaccine status be shared with patients? No. Privacy laws prohibit employers from sharing employees' private medical information. Should a patient's request to be seen only by vaccinated staff be accommodated? No. Disclosing vaccine statuses of staff puts the practice at risk. Reassure patients that the office ad- heres to required infection control protocols and employs the appropriate practices to ensure ongoing safety. n