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CDC Shortens Recommended COVID-19 Quarantine and Isolation Periods

On Monday, December 27, 2021, the Centers for Disease Control and Prevention (CDC) released updated guidance and shortened the recommended period for isolation following a positive test result or quarantine period following exposure to COVID-19.

Isolation applies to persons who have tested positive for COVID-19. The CDC has reduced the isolation period from 10 days to five days, so long as the person is either asymptomatic or symptoms are resolving. After the five-day isolation, the CDC recommends that the person continue to wear a mask for five days to minimize risk of infection to others.

The CDC also updated quarantine periods for individuals exposed to COVID-19. Individuals who have not received a full COVID-19 vaccination series and a booster shot must quarantine for five days and strictly adhere to the five-day masking requirement after isolation. Vaccinated individuals, including those who are boosted, do not need to quarantine following an exposure, but the CDC recommends that these individuals wear a mask for at least 10 days following the exposure.

Below is a chart outlining the current isolation and quarantine requirements:

Vaccination Status
Exposed to COVID-19
(Quarantine)
Tested Positive for COVID-19
(Isolation)
Fully Vaccinated* with Booster • Wear a mask around others for 10 days
• Test on day 5 if possible
• Isolate for 5 days, but if symptoms, including a fever persist, remain at home.
• After 5 days continue to wear a mask around others.
Fully Vaccinated* without Booster • Wear a mask around others for 10 days
• Test on day 5 if possible
• Isolate for 5 days, but if symptoms, including a fever persist, remain at home.
• After 5 days continue to wear a mask around others.
Unvaccinated or Not Fully Vaccinated • Quarantine for 5 days and continue to wear a mask around others for 5 days after quarantine.
• If a 5-day quarantine is not feasible, wear a mask for 10 days after the exposure.
• Test on day 5 if possible.
• Isolate for 5 days, but if symptoms, including a fever, persist remain at home.
• After 5 days in isolation adhere to masking requirement for 5 additional days.
     

*Fully vaccinated, according to the CDC, means any individual who has completed the primary series of the Pfizer or Moderna vaccine within the last six months or completed the primary series of J&J vaccine within the last two months.

© 2022 Varnum LLPNational Law Review, Volume XI, Number 363
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About this Author

Luis E. Avila, Labor Employment Attorney, Varnum Law, Immigration Issues Lawyer, Grand Rapids
Partner

Luis focuses his practice on labor, employment and immigration issues. Luis has a wide range of experience in traditional labor matters, including grievances, arbitrations, collective bargaining negotiations, union drives, and matters in front of the National Labor Relations Board (NLRB) and the Michigan Employment Relations Commission (MERC). Luis has counseled employers on a number of workplace matters, including effective employee handbooks and policies, disciplinary and dispute resolution procedures, discrimination, disability accommodation, wage-hour matters, family medical leave, and...

616-336-6742
Stephanie R. Setterington, labor and employment attorney, Varnum
Partner

Stephanie advises employers on a wide variety of labor and employment matters, with an emphasis on employment litigation defense, and the identification and development of best practices in the area of human resources. She has worked extensively as labor and employment counsel for publicly-traded and privately-held companies that vary from single-site businesses to multi-state or global entities. She works with each client to ensure compliance with labor and employment-related legal requirements, develop effective human resource operations, and achieve the successful...

616/336-6466
Elizabeth Wells Skaggs, labor and employment attorney, Varnum
Partner

Beth is a partner in the labor and employment practice group, focusing employment issues and litigation. She has counseled business clients on a variety of matters affecting the workplace, including effective employee handbooks and policies, disciplinary and dispute resolution procedures, discrimination issues, disability accommodation, wage-hour matters, family medical leave, harassment prevention and litigation avoidance.  When litigation is unavoidable, Beth has significant experience representing employers under the numerous state and federal statutes that govern the...

616/336-6620
Maureen Rouse-Ayoub Labor Employment Attorney
Counsel

Maureen represents clients in all areas of labor and employment. She advises clients on labor management relations including union election proceedings, collective bargaining and contract enforcement in arbitration and before the National Labor Relations Board. Maureen defends employment-related claims including discrimination, sexual harassment, wrongful discharge, Whistleblowers' and Fair Labor Standards Act violations in federal and state courts, administrative proceedings and arbitration hearings. She counsels clients on drafting, implementation and enforcement of workplace policies....

248-567-7807
Ashleigh E. Draft Associate Grand Rapids Labor & Employment
Associate

Ashleigh is an associate attorney currently working with the labor and employment group. She also works with higher education clients and provides support on a variety of litigation matters.

Ashleigh’s experience includes serving as a legal extern for the Michigan Court of Appeals Research Division. She also clerked for Michigan Appeals Court Judge Jane Beckering. Prior to law school, Ashleigh served organizations in the higher education and nonprofit sectors in various development and communications roles. 

616-336-6627
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