Employee Health and Personal Hygiene Handbook

Employee Health and
Personal Hygiene Handbook
IFS04 | 2020
Table of Contents
1 Introduction
3 Foodborne Illness
4 Employee Health and the Food Establishment

5 Employee Health Management Responsibilities
7 Employee Health Employee Responsibilities
8 Employee Health Exclusions and Restrictions
10 Employee Health and the Americans with Disabilities Act
12 Employee Health and Highly Susceptible Populations
14 Personal Hygiene
17 No Bare Hand Contact with Ready-to-Eat Foods
18 Responding to Contamination Events
20 Forms, Tables, and Decision Trees

21 Form 1-A Conditional Employee and Food Employee Interview
23 Form 1-B Conditional Employee or Food Employee Reporting Agreement
25 Form 1-C Conditional Employee or Food Employee Medical Referral
27 Form 1-D Application for Bare Hand Contact Procedure
29 2-201.12 Table 1a Summary of Requirements for Symptomatic Food

Employees
30 2-201.12 Table 1b Summary of Requirements for Diagnosed,
Symptomatic Food Employees
32 2-201.12 Table 2 Summary of Requirements for Diagnosed Food
Employees with Resolved Symptoms
34 2-201.12 Table 3 Summary of Requirements for Diagnosed Food
Employees Who Never Develop Gastrointestinal Symptoms
36 2-201.12 Table 4 History of Exposure, and Absent Symptoms or Diagnosis
38 2-201.11 / 2-201.12 Decision Tree 1

When to Exclude or Restrict a Food Employee Who Reports a Symptom
and When to Exclude a Food Employee Who Reports a Diagnosis with
Symptoms Under the Food Code
39 2-201.11 / 2-201.12 Decision Tree 2a
When to Exclude or Restrict a Food Employee Who is Asymptomatic and
Reports a Listed Diagnosis Under the Food Code
40 2-201.11 / 2-201.12 Decision Tree 2b
When to Restrict a Food Employee Who Reports a Listed Exposure
Under the Food Code
ii
Introduction
The Food and Drug Administration (FDA) has developed this Employee Health and Personal
Hygiene Handbook to encourage practices and behaviors that can help prevent food employees from
spreading viruses and bacteria to food. It provides information in a question-and-answer format that
food establishment management and food employees can use to prevent the spread of disease. This
handbook also provides easy reference to forms and tables that retail food establishments and the
public health community may find useful when training staff and addressing employee health and
hygiene matters. The information in this handbook has been updated to reflect the most current full
edition of the 2017 FDA Food Code and includes the following new additions:
1. the six highly infective pathogens that can easily be transmitted by food workers (“Big 6)
2. new section addressing response to contamination events (clean -up of vomiting and
diarrheal events)
3. new question addressing disposition of ready-to-eat food that may have been
contaminated by an employee who has been restricted or excluded.
The Centers for Disease Control and Prevention (CDC) and FDA cite six highly infective pathogens
that can easily be transmitted by food employees and cause severe illness. These six foodborne
pathogens, also known as the “Big 6,” include Norovirus, the Hepatitis A virus, Salmonella Typhi,
Shigella spp., Shiga toxin-producing Escherichia coli and nontyphoidal Salmonella. Other, less
infectious pathogens that can also be transmitted by food employees to consumers through
contaminated food include Staphylococcus aureus, Salmonella spp., and Streptococcus pyogenes.
This handbook highlights a combination of three interventions that can be effective in prevention
of the transmission of foodborne viruses and bacteria in food establishments. These interventions
include: (a) restricting or excluding ill food employees from working with food; (b) using proper
handwashing procedures; and (c) eliminating bare hand contact with foods that are ready-to-eat
(RTE). Concurrent use of each intervention will help prevent the transmission of viruses, bacteria,
and protozoan oocysts from food employees to consumers through contaminated food.
Proper management of a food establishment involves ensuring that food employees do not work when
they are ill and having procedures for identifying employees who may transmit foodborne pathogens
to food, other employees, and customers.
Management must ensure that food employees and “conditional” hires alike are aware of the reporting
requirements for foodborne illness symptoms and diagnoses. When a food employee or conditional
food employee reports either an exposure to, symptoms of, or a diagnosis with foodborne illness, the
person in charge (PIC) must take action to prevent the transmission of foodborne bacteria and/or
viruses from the infected food employee to the food. The PIC must understand the requirements for
restricting, excluding, and reinstating food employees.
A correlation between the severity of a food employee’s clinical illness and the level of exclusion
and restriction required to eliminate the risk has been established. These levels were created to
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protect public health while avoiding unnecessary disruption to the employee schedule and the retail
establishment’s operation.
Proper handwashing reduces the spread of fecal-oral pathogens from the hands of a food employee
to foods. Handwashing can also help reduce the transmission of other pathogens from environmental
sources. Effective handwashing includes scrubbing, rinsing, and complete drying of hands and is
essential for minimizing the likelihood of cross-contamination. The fingernails and surrounding
areas are often the most contaminated parts of the hand and are also the most difficult part of the
hand to get clean. Every stage of handwashing is equally important and has an effect in reducing
contamination of the hands.
Handwashing alone might not always successfully remove pathogens from heavily contaminated
hands, and infected food employees may not always be identified and removed from food preparation
activities.
“No Bare Hand Contact” is the practice of preventing direct contact with bare hands while handling
RTE foods. This practice provides a secondary protection against the contamination of foods that do
not require further cooking with microbial pathogens from the hands of ill food employees.
The 2017 FDA Food Code recognizes the increased risks of foodborne illness in highly susceptible
populations (HSPs) such as the very young, older adults, and those with compromised immune
systems. Food establishments in health care; assisted living, child or adult day care, hospitals, nursing
homes, nursery schools, and senior citizen centers are required to take additional precautions to
prevent the transmission of foodborne illness.
For additional information about food safety, employee health and hygiene, and prevention of
foodborne illness, go to the FDA/Center for Food Safety and Applied Nutrition’s (CFSAN’s) Retail Food
Protection web page at: http://www.fda.gov/RetailFoodProtection.
Source:
Adapted from the 2017 FDA Food Code, U.S. Department of Health and Human Services, Public
Health Service, Food and Drug Administration
https://www.fda.gov/downloads/Food/GuidanceRegulation/RetailFoodProtection/FoodCode/
UCM595140.pdf (FDA 2017 Food Code)
Acknowledgements:
• FDA National Retail Food Team

• FDA CFSAN Retail Food Protection Staff
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Foodborne Illness
What causes foodborne illness?

Over 40 different kinds of bacteria, viruses, parasites, and molds that may occur in food can cause
foodborne illness. A foodborne illness is commonly referred to as food poisoning or “stomach flu.”
What is a foodborne illness outbreak?

An outbreak is two or more confirmed cases of a similar illness resulting from the ingestion of a
common food.
Who is affected by foodborne illness?

The general population is at risk for foodborne illness. Those individuals categorized as part of a
Highly Susceptible Population (HSP) are more likely to experience a severe case of foodborne illness
because they are:
1. Immunocompromised; preschool age children, or older adults; and
2. Obtaining food at a facility that provides services such as custodial care, health care, or assisted
living, such as a child or adult day care center, kidney dialysis center, hospital or nursing home, or
nutritional or socialization services such as a senior center.
What are the “Big 6” foodborne pathogens?

The Big 6 is a group of highly infectious foodborne pathogens. These Big 6 pathogens have a low
infectious dose, contaminate the gastrointestinal system after ingestion, and are shed in feces. These
pathogens shed in high numbers. A food employee infected with a Big 6 pathogen will typically shed
hundreds of thousands of pathogens in their feces that can be easily transmitted to food even when
good handwashing practices are used. Consequently, the illness experienced by the consumer can be
very severe.
The Big 6 includes:

• Norovirus;
• Salmonella Typhi (typhoid-like fever);
• Shiga toxin-producing Escherichia coli;
• Shigella spp. (causes shigellosis); and
• Hepatitis A virus
• Salmonella (nontyphoidal)
What are the common symptoms of foodborne illness?

Common symptoms of foodborne illness typically include diarrhea and/or vomiting.
What is a common symptom of the hepatitis A virus?

Jaundice, a common symptom of the hepatitis A virus, often results in a yellowing of the skin, mucous
membranes, and white portion of the eyes.
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Employee Health and the Food Establishment
What symptoms of foodborne illness should food establishments be most

concerned about?
Food establishments should be most concerned about the following symptoms:
• Vomiting
• Diarrhea
• Jaundice (yellow skin or eyes)
• Sore throat with fever
• Infected cuts and burns with pus on hands, wrists and exposed portion of the arms
What should food employees do when they have symptoms of vomiting or diarrhea?
If at work:
• Stop work immediately;
• Report to management; and
• Go home and return after at least 24 hours have passed since the vomiting and diarrhea
symptoms ended.
If the symptoms occur before the employee arrives to work, he or she should:
• Notify the manager by telephone; and
• Do not report to work until at least 24 hours have passed after the diarrhea and vomiting
symptoms have ended.
What should food employees do if they are not feeling well and their skin or eyes
turn yellow?
Report the symptoms to their manager or person in charge (PIC) immediately and seek medical
attention. The employee should not return to work until after receiving clearance from a health
practitioner. If the employee is jaundiced for more than 7 days, clearance from the local health
department is required.
What should food employees do if they have an infected wound or cut on their hand
or arm?
Report the wound or cut to the manager, and then properly cover it with a clean, impermeable bandage
and a single-use glove (for hand wounds), before returning to work.
What should food employees do if they have a sore throat with fever?
Report the illness to the manager and, if possible, continue working while remaining aware that the
manager could consider reassignment to a position that does not include the handling of food, food-
contact equipment, utensils, or single-service articles. If the employee works in a food establishment
serving an HSP, such as a hospital, nursing home, assisted living facility, or a day care center, the
employee must stop working and go home until obtaining a clearance from a health practitioner and
presenting it to the manager.
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Where can food employees learn more about preventing foodborne illness and
following effective food safety practices?
Foodborne illness information resources:
• FDA/CFSAN Foodborne Illness
https://www.fda.gov/food/recalls-outbreaks-emergencies/outbreaks-foodborne-illness
• The “Bad Bug Book” (Foodborne Pathogenic Microorganisms and Natural Toxins Handbook)
https://www.fda.gov/downloads/Food/FoodborneIllnessContaminants/UCM297627.pdf
• CDC National Center for Infectious Diseases
http://www.cdc.gov/ncidod/diseases/food/index.htm
• Gateway to Government Food Safety Information
http://www.foodsafety.gov
You can also get information from a state or local health department, the U.S. Department of
Agriculture, a tribal authority, or a public research university or extension program.
Employee Health Management Responsibilities
What is a food establishment manager’s responsibility for ensuring that food employees
are trained on the reporting of symptoms and the diagnosis of foodborne illness?
The manager or PIC is to make certain that food employees are trained on the subject of the:
• Causes of foodborne illness;
• Relationship between the food employee’s job task, personal hygiene, and foodborne illness;
• Requirements for reporting; and
• Specific symptoms, diagnoses, and exposures that must be reported to the PIC.
What is a manager’s responsibility regarding informing food employees of their

reporting requirements? (See Form 1-B and refer to Guide 3-C in Annex 7 of the 2017 Food Code)
Management should explain to food employees the importance of reporting specific symptoms and any
diagnoses or exposures to foodborne illness. Things to be reported to management include:
• Vomiting, diarrhea, jaundice, sore throat with fever, or any exposed boil or open, infected wounds
or cuts on the hands or arms;
• An illness diagnosed by a health practitioner that was caused by: Salmonella Typhi or typhoid-like
fever, Shigella spp., Norovirus, hepatitis A virus, nontyphoidal Salmonella or Shiga toxin-producing
Escherichia coli;
• Past illnesses with typhoid-like fever within the past 3 months, unless treated with antibiotics; and
• Exposure to typhoid-like fever, shigellosis, Norovirus, hepatitis A virus, or Shiga toxin-producing
Escherichia coli, by eating or serving food that was implicated in a foodborne illness outbreak or if
residing with a diagnosed individual.
What should a manager do when a food employee reports symptoms of vomiting

or diarrhea? (See Decision Tree 1 and Table 1a (and Table 1b if diagnosed))
Ask the food employee to stop work immediately and leave the food establishment. Permit a return to
work no sooner than 24 hours after vomiting and diarrhea have ended.
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What should a manager do when a food employee reports symptoms of jaundice?
(See Decision Tree 1 and Table 1a)
• Have the food employee stop work immediately.
• Inquire about how long the employee has been experiencing jaundice or associated symptoms
of jaundice.
• Have the food employee leave the food establishment if he or she has had jaundice or has been
experiencing symptoms of jaundice for less than 7 days.
• Report cases of jaundice to the regulatory authority and have the food employee’s return to work
approved by a regulatory authority.
What should a manager do when a food employee reports symptoms of sore throat
with fever? (See Decision Tree 1 and Table 1a)
• Place the employee on restricted duty, that is, no working with or around food.
• Allow food employees to return to work with written medical documentation from a health
practitioner.
• If the food employee works in a facility that serves an HSP, exclude the food employee from the
food establishment.
What should a manager do if a food employee has or reports an exposed boil or infected
wound that is open and/or draining on the hands or arms? (See Decision Tree 1 and Table 1a)
Restrict any employee from working with food who has an infected skin lesion with pus, like a boil or
infected wound that is not properly covered. The manager can lift the restriction once the infected area
is properly covered or healed.
What should the manager of a food establishment serving an HSP do if an employee

reports an exposure to foodborne illness? (See Decision Tree 2 and Table 4)
Restrict the food employee and make sure that training is provided about:
• The foodborne illness and related symptoms;
• Handwashing procedures;
• The prevention of bare hand contact with RTE foods; and
• The length of restriction and what is required to have the restriction lifted.
The manager must restrict food employees exposed to:

• Norovirus, for at least 48 hours from the time of exposure;
• Shigella spp. or Shiga toxin-producing Escherichia coli, for at least 3 days from exposure;
• Typhoid fever (caused by Salmonella Typhi) for at least 14 days from exposure; or
• Hepatitis A virus, until after training has been given about symptoms, the prohibition of bare hand
contact with RTE food to avoid contamination, proper handwashing, or until at least 30 days from
the initial exposure.
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Employee Health Employee Responsibilities
Do food employees have a responsibility to prevent foodborne illness?

Yes, food employees share the responsibility with management for preventing foodborne illness and
are required to know:
• The relationship between their job responsibilities and the potential risks of foodborne illness;
• How employee health is related to foodborne illness;
• The need to immediately report symptoms of vomiting, diarrhea, jaundice, sore throat with fever,
diagnosis of illness caused by a Big 6 pathogen, exposure to a Big 6 pathogen, or an exposed
infected wound or cut on the hands or arms to their manager (see Form 1-B);
• How restriction and/or exclusion from working with food prevents foodborne illness; and
• How proper hand hygiene and no bare hand contact with RTE food can prevent foodborne illness.
Can food employees work if their symptoms are from a non-infectious condition?
Yes, food employees can work as long as they can provide medical documentation indicating that
the symptoms are from a non-infectious condition. Some non-infectious conditions include Crohn’s
disease (an ongoing disorder that causes inflammation of the gastrointestinal system), irritable bowel
syndrome, some liver diseases, and symptoms commonly experienced during stages of pregnancy.
If an infected wound, cut, or burn is covered, can employees continue working?

Yes, food employees can continue working as long as the wound, cut, or burn is properly covered with
a waterproof cover like a finger cot and a disposable glove.
What types of exposure must food employees report to management?

If a food employee is exposed to any of the following situations, it must be reported, such as in
cases of:
• Ingesting or handling food that was implicated in a foodborne outbreak;
• Consuming food that was prepared by someone with an illness that resulted from one of the
Big 6 pathogens;
• Attending or working in a location that had a confirmed foodborne illness outbreak;
• Living with someone who works or was in a location that was known to have had a foodborne
illness outbreak; or
• Living with someone who was diagnosed with an illness that resulted from one of the Big 6
pathogens.
What other precautions can a food employee take to prevent the spread of
foodborne illness?
Food employees can help prevent foodborne illness by:
• Not touching RTE food with bare hands;
• Washing hands frequently, especially whenever they are soiled or have touched anything that has
contaminated them;
• Not working when ill;
• Knowing all aspects of food handling and the risk factors associated with foodborne illness; and
• Being aware that uncontrolled risk factors can cause consumers to have foodborne illness.
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Employee Health Exclusions and Restrictions
What is “exclusion”?
Exclusion means a food employee is not permitted to work in or enter a food establishment as a food
employee. This requirement applies to areas where food is received, prepared, stored, packaged,
served, vended, transported, or purchased.
What is “restriction”?
Restriction means a food employee’s activities are limited to prevent the risk of transmitting a disease
that is transmissible through food. A restricted employee cannot work with exposed food, clean
equipment, utensils, linens, or unwrapped single-service or single-use articles.
Who can exclude or restrict a food employee?

The PIC of an establishment has the authority to exclude or restrict a food employee from a food
establishment to prevent the transmission of disease through food. The regulatory authority also has
the authority to exclude or restrict a food employee who is suspected of being at risk of transmitting
foodborne illness.
When is an exclusion or a restriction initiated?

The need for exclusions and restrictions is based on the level of risk for transmitting disease through
food. Four levels of risk determine when to apply exclusions and restrictions. The levels range from the
highest risk to public health, which consists of active symptoms of diarrhea, vomiting, or jaundice, to
the lowest risk level, wherein individuals are well but have been exposed to one of the Big 6 pathogens.
The appropriate action also depends on whether or not the establishment is one that serves HSPs.
Keep in mind that excluded individuals may not work in a food establishment in any capacity although
they can enter the establishment as a customer. If food employees are restricted or excluded in one
food establishment, they may not work as unrestricted food employees elsewhere.
Further, a restricted food employee’s job duties must not allow contact with exposed food, utensils,
food equipment, single-service or single-use articles, or linens. Job duties for restricted individuals
may include working as a cashier, seating patrons, bussing tables, or working in non-food cleaning or
maintenance tasks.
In addition, Ready-to-eat food that may have been contaminated by an employee who has been
restricted or excluded as specified in Section 2-201.12 shall be discarded.
To simplify when to exclude or restrict employees, refer to the decision trees and tables that are
available in this handbook as well as the 2017 FDA Food Code.
• See Tables 1a and 1b in this handbook and in the 2017 FDA Food Code, for the appropriate action to
take if symptoms are reported.
• See Table 2 in this handbook and in the 2017 FDA Food Code, for the appropriate action to take
if the diagnosis reported is Norovirus, shigellosis, or Shiga toxin-producing Escherichia coli and
symptoms have been resolved.
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• See Table 3 in this handbook and in the 2017 FDA Food Code, for the appropriate action to take
if the diagnosis reported is typhoid fever (S. Typhi) or Hepatitis A, but the food employee is
asymptomatic (never develops symptoms).
• See Table 3 in this handbook and in the 2017 FDA Food Code, for the appropriate action to take if
the diagnosis reported is Norovirus, shigellosis (Shigella spp.), Shiga toxin-producing Escherichia
coli, but the food employee is asymptomatic (never develops symptoms).
What actions should the PIC take when employees or conditional employees report
exposure without being diagnosed or experiencing symptoms of foodborne illness?
The PIC must take action to prevent the transmission of foodborne bacteria and viruses from infected
food workers to food. Use the information below to determine whether the appropriate action to take is
to use exclusion or restriction, or to simply increase awareness concerning handwashing and handling
of food. Consult the local regulatory authority or food inspector to confirm how state or local codes
and ordinances may apply.
In establishments serving an HSP:

• Restrict employees exposed to: Typhoid fever, shigellosis, Norovirus, and Shiga toxin-producing
Escherichia coli.
For an employee exposed to the hepatitis A virus, the PIC should:

• Restrict the employee;
• Educate the employee about strict adherence to handwashing procedures to ensure that no bare
hand contact is occurring with RTE food for at least 30 days; or
• Obtain medical documentation of immunity through a previous Hepatitis A virus infection,
previous immunization, or IgG vaccination.
• Prior to the food employee returning to work, ensure that more than 30 calendar days have passed
since the last exposure.
In establishments serving the general public, educate exposed employees about reporting, symptoms,
diagnosis, handwashing, and no bare hand contact with RTE food.
Who can lift the exclusions and restrictions?

In many cases, the manager or PIC removes, adjusts, or retains the exclusion or the restriction. In
some cases, an approval from a regulatory authority and a medical practitioner is required to lift an
exclusion or restriction.
Allowing food employees to return to work after restriction or exclusion depends on several factors.
Each of the Big 6 foodborne pathogens has unique characteristics of its illness. How long pathogens
are shed in the stool and vomit affects when a food employee can return to work.
Considerations for the PIC include:

• Was the employee asymptomatic?
• Is medical documentation required?
• Is regulatory authority approval required for return to work? Note: Consult with your local
jurisdiction, and use the following instructions to determine when an employee may return to work
after restriction or exclusion.
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Further details are available in this handbook and in section 2-201.12, Tables 1a-4 in Annex 3:
Public Health Reasons/Administrative Guidelines of the 2017 Food Code.
• See Table 1a in this handbook and in the 2017 FDA Food Code for information on when to reinstate
an employee who was restricted or excluded only because of symptoms.
• See Table 1b in this handbook and in the 2017 FDA Food Code for information on when to reinstate
an employee who was excluded or restricted because of a diagnosis with or without symptoms.
• See Table 4 in this handbook and in the 2017 FDA Food Code for information on when to reinstate
an employee who was restricted at a facility serving an HSP because of a history of exposure with
no following symptoms or diagnosis.
Employee Health and the Americans with Disabilities Act
What is Title 1 of the Americans with Disabilities Act of 1990 (ADA)?

Title I of the ADA is a federal law that prohibits private employers, state and local governments,
employment agencies and labor unions from discriminating against qualified individuals with
disabilities in job application procedures, hiring, firing, advancement, compensation, job training,
and other terms, conditions, and privileges of employment.
Title I also limits an employer’s ability to make disability-related inquiries and require medical
examinations at three stages of the employment relationship – pre-offer, post-offer, and during
employment:
• Prior to extending a conditional offer of employment, employers may not ask any disability-related
questions or require medical examinations, even if related to the job.
• This means that employers may not ask job applicants about the existence, nature, or severity of
a disability.
• Once a conditional offer of employment is made, an employer may make disability- related
inquiries and conduct medical examinations, regardless of whether they are related to the job,
as long as the employer does so for all entering employees in the same job category.
• After employment begins, an employer may make disability-related inquiries and require medical
examinations only if they are job-related and consistent with business necessity.
Should a food establishment make a conditional offer of employment prior to making

inquiries about an applicant’s medical health status?
Yes, in order to comply with the ADA and the FDA Food Code, a food establishment must make
a conditional job offer to the potential food employee before making medical inquiries. Once a
conditional job offer is made, employers may ask medical questions and require medical exams, as
long as employers treat all applicants the same for the same type of job. See Form 1-A.
Does the ADA require that employers provide reasonable accommodations to qualified
job candidates and employees with disabilities?
Yes. A reasonable accommodation is a change in the work environment or in the way a job or parts
of a job are customarily done that enables a person with a disability to enjoy equal employment
opportunities.
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What should an employer do if a food employee who has been excluded due to an illness
resulting from a Big 6 pathogen requests a reasonable accommodation under the ADA?
For most people, having a disease resulting from one of the Big 6 pathogens does not constitute having
a disability under the ADA. These diseases are usually short-term. If a person does not have an ADA
disability, the food service employer may follow the Food Code’s guidance on exclusions without
considering the ADA. However, the employer should not assume that a disease resulting from a Big
6 pathogen is never a disability. If an employee requests a reasonable accommodation after being
excluded, the employer should question the employee to determine whether he or she is an individual
with a disability due to the illness caused by one of the Big 6.1
Even if the individual has a disability resulting from a Big 6 pathogen, the ADA allows an employer
to refuse to assign or continue to assign the employee to a job involving food handling, as long as the
risk of transmitting the disease cannot be eliminated by reasonable accommodation. See 42 U.S.C.
12113(e)(3).
If the employee is disabled by one of the foodborne diseases listed in the Food Code, the employer may
continue to exclude the employee only if the employer determines that:
• There is no reasonable accommodation at work that would eliminate the risk of transmission of
the disease while at the same time allowing the employee to work in a food handling position; or
• All possible reasonable accommodations would pose an undue hardship on the employer’s
business; and
• There is no vacant position not involving food handling for which the employee is qualified and
to which the employee can be reassigned.
Should job applicants and food employees provide information to their employer that
would help to identify whether a fellow employee is suffering from a disease that can be
transmitted through food?
Yes. Reporting information related to health status of other employees is required. Once the PIC is
notified, appropriate action can be taken to prevent the likelihood of the transmission of foodborne
illness.
Under the ADA, the CDC must annually publish a list of infectious and communicable diseases.
The list includes pathogens, such as viruses and other microorganisms, often transmitted by food
contaminated by infected persons who handle food. The list also describes the methods by which
such diseases are transmitted. The ADA has special rules for people in food handling jobs who have
diseases due to the pathogens on the CDC list. See 29 C.F.R. § 1630.16(e).
Employers may follow state or local communicable disease reporting laws that are in accordance with
the CDC list and are designed to protect public health from individuals who pose a significant risk to
the health and safety of others, where that risk cannot be eliminated by reasonable accommodation.
See 29 C.F.R. § 1630.16(e)(2).
1
The Food Code also requires that employees who have certain symptoms associated with foodborne illnesses be excluded or
restricted from performing certain functions, such as food handling. It is very unlikely, however, that a person who has not been
diagnosed with a disease, and has only one or more of the symptoms listed in the Food Code, has an ADA disability by virtue of
these symptoms alone.
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The CDC’s List of Infectious and Communicable Diseases that are transmitted through handling the
food supply and the methods by which such diseases are transmitted can be found within the Federal
Register Notice of Vol. 71, No. 186 / Tuesday, September 26, 2006, at https://www.gpo.gov/fdsys/pkg/
FR-2006-09-26/pdf/E6-15693.pdf
Where is specific information about disabilities and ADA requirements found?

Information about the ADA is available in “How to Comply with the Americans with Disabilities Act:
A Guide for Restaurants and Other Food Service Employers” at http://www.eeoc.gov.
Employee Health and Highly Susceptible Populations
Every effort must be made to closely monitor the food preparation operations for the highly susceptible
population (HSP). Managers and food employees must take the needed precautions to prevent the
spread of infectious pathogens and viruses to this vulnerable group of people.
What makes a population highly susceptible?

A population is highly susceptible to foodborne illness if it is:
• Immunocompromised, preschool-age children, older adults, and individuals who obtain food at a
facility that provides services such as custodial care, health care, or assisted living, or in a child or
adult day care center, kidney dialysis center, hospital, nursing home, or nutritional or senior center.
What should the manager of a food establishment serving an HSP do to help protect the
HSP from exposure to viruses and harmful pathogens?
• Carefully follow protocols for exclusion and restriction, adjusting and reinstating food employees’
work status in the establishment.
• Ensure that employees are properly trained in food safety as it relates to their duties and use
additional safeguards required for working in an HSP.
• Reinforce employee compliance to guarantee good hygienic practices, acknowledge onset of
symptoms, meet reporting requirements, and ensure no bare hand contact with RTE food by
educating food employees on the importance of following this best practice.
• Ensure that employees have access to facilities that are well-maintained, and have the necessary
supplies available to follow proper hygienic practices.
What can food employees do to help prevent the spread of disease in a food
establishment that serves an HSP?
• Comply with meeting reporting requirements and informing their manager if they are experiencing
vomiting, diarrhea, jaundice, sore throat with fever, and/or have a lesion with pus, or open or
draining infected wound on the hands or wrists.
• Keep hands and arms clean.
• Follow proper handwashing procedures.
• Wash hands as required using designated handwashing sinks only.
• Maintain trimmed fingernails. Edges and surfaces should be smooth and cleanable.
• Do not wear jewelry on hands and arms except for a plain ring, like a wedding band.
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• Use single-use gloves for one task. If the gloves are damaged or soiled or when interruptions occur
in the process, they must be discarded.
• Do not touch RTE foods with bare hands, and minimize bare hand contact with exposed food that
is not RTE.
• Do not use a utensil more than once to taste food that is to be served or sold.
• Wear clean clothes and hair restraints.
• Do not work with exposed food if experiencing persistent sneezing, coughing, or a runny nose
or discharge from eyes, nose, or mouth.
• Eat and drink in designated areas to avoid the contamination of exposed food, food equipment,
utensils, linen, and unwrapped single-service and single-use items or items that require
protection. Drink from a closed beverage container, and handle the container properly to
prevent the contamination of their hands and the container, exposed food, or other articles in
the food establishment.
Are there instances where a prospective employee should be denied employment in

a food establishment serving an HSP?
Yes. When a conditional job offer is made contingent on responses to questions or medical
examinations that are designed to find out whether the individual has an illness that can be
transmitted through food, and the prospective employee:
• Has or reports symptoms such as vomiting, diarrhea, jaundice, or sore throat with fever, or has
a lesion with pus, or has an uncovered open wound on hands, wrists, or on other body parts;
• Reports a diagnosed illness contracted from Norovirus, hepatitis A virus, Shigella spp., Shiga
toxin-producing Escherichia coli, Typhoid fever (caused by Salmonella Typhi), Salmonella
(nontyphoidal); or
• Reports having a diagnosis of illness from Typhoid fever (caused by Salmonella Typhi) within the
last 3 months without completing treatment prescribed by a health practitioner;
• Has been exposed to, or implicated as, a suspected source by eating or preparing food associated
with a confirmed disease outbreak; or
• Reports a history of exposure that includes being in a setting of a confirmed disease outbreak
and living in the same household with someone who was in the area of a confirmed outbreak or
who was diagnosed with an illness that was caused by a specific illness as previously described
in the section.
Under one or more of these circumstances, an individual should not be allowed to become a food
employee until the applicable criteria as specified in section 2-201.13 of the 2017 Food Code are met.
13
Personal Hygiene
What is effective handwashing?

It is the act of cleansing hands by applying soap and water, rubbing them together vigorously,
rinsing them with clean water, and thoroughly drying them. This process gets rid of dirt and germs.
Every handwashing stage is important and effectively contributes to soil removal and reduction of
microorganisms that can cause illness.
Why is handwashing important?

Handwashing reduces the spread of pathogenic microorganisms that are transmitted through food.
The hands of food employees can be colonized with microorganisms such as Staphylococcus aureus
or contaminated with organisms from human fecal material, such as Norovirus, Shigella spp.,
hepatitis A virus, E. coli O157:H7, or Salmonella Typhi, or contaminated from raw animal foods, with
E. coli O157:H7 and Salmonella spp. These and other pathogenic microorganisms can get on the hands
from a number of sources and then move from hands to food during preparation and service.
An infected food employee and/or food employees with unclean hands, and exposed portions of
arms or fingernails, can contaminate food. If a consumer eats contaminated food, foodborne illness
may result.
When should food employees wash their hands?

They should do this immediately after engaging in activities that contaminate the hands and:
• When entering a food preparation area;
• Before putting on clean, single-use gloves for working with food and between glove changes;
• Before engaging in food preparation;
• Before handling clean equipment and serving utensils;
• When changing tasks and switching between handling raw foods and working with RTE foods;
• After handling soiled dishes, equipment, or utensils;
• After touching bare human body parts, for example, parts other than clean hands and clean,
exposed portions of arms;
• After using the toilet;
• After coughing, sneezing, blowing the nose, using tobacco, eating, or drinking; and
• After caring for or handling services animals or aquatic animals such as molluscan shellfish or
crustacea in display tanks.
What handwashing steps do food employees need to follow?

Clean hands and exposed portions of arms, including surrogate prosthetic devices for hands and arms,
for at least 20 seconds by the following method:
1. Rinse under clean, warm running water;
2. Apply soap and rub all surfaces of the hands and fingers together vigorously with friction for
at least 10 to 15 seconds, giving particular attention to the area under the fingernails, between
the fingers/fingertips, and surfaces of the hands, arms, and surrogate prosthetic devices;
3. Rinse thoroughly with clean, warm running water; and
14
4. Thoroughly dry the hands and exposed portions of arms with single-use paper toweling,
a heated-air hand-drying device, or a clean, unused towel from a continuous towel system that
supplies the user with a clean towel.
Avoid recontamination of hands and arms by using a clean barrier, such as a paper towel, when
turning off hand sink faucets or touching the handle of a restroom door.
It is important to follow these steps to remove germs from hands and ensure hands are as clean as
possible. Thorough handwashing with warm water, the recommended amount of soap as indicated by
the manufacturer, and proper hand drying are essential to reduce the possibility of hands transferring
microorganisms to food.
How important is the temperature of water used for handwashing?

Warm water is generally more comfortable than cold water and encourages handwashing for the
recommended duration. The water temperature used in handwashing can also affect the solubility or
emulsification of some soils. Warm water is more effective than cold water in removing fatty soils. An
adequate flow of warm water will cause soap to lather and aid in flushing soil quickly from the hands.
The 2017 FDA Food Code specifies that a handwashing sink shall be equipped to provide water at a
temperature of at least 38°C (100°ŠF) through a mixing valve or combination faucet.
How important is properly drying your hands after handwashing?

Hand drying is a vital part of the handwashing process because thorough hand drying can provide
an added reduction of microorganisms on the hands. The 2017 FDA Food Code lists four different
effective methods. These include drying the hands with heated or pressurized air dryer and using a
single-use towel or a clean, unused towel.
Can hand antiseptics (hand sanitizers) be used in place of adequate handwashing in

food establishments?
No. Hand antiseptics should be used only in addition to proper handwashing.
What are some ways a food establishment can promote compliance with handwashing
requirements?
Train food employees on:
• When to wash hands;
• How to wash hands; and
• Where to wash hands.
Stress the importance of:

• Following proper cleaning procedures;
• Keeping hands and exposed portions of arms, including surrogate prosthetic devices for hands
and arms, clean;
• Keeping fingernails trimmed;
• Washing hands only in designated handwashing sinks; and
• Following the appropriate use of hand antiseptics.
15
Managers are responsible for:
• Ensuring that food employees wash their hands, as required;
• Providing accessible, properly maintained, designated handwashing sinks;
• Making sure that handwashing sinks have clean, running warm water, soap and paper towels, or
other approved means for drying;
• Posting signage that notifies food employees of the handwashing requirement; and
• Monitoring food employees to ensure proper handwashing and good hand hygiene protocol during
the work shift.
Tips for promoting effective handwashing practices in food establishments:

• Make food employees aware of media coverage on local and national foodborne outbreaks. This
awareness reinforces the reporting of symptoms, illness, and good handwashing procedures.
• Create opportunities to remind food employees each week about the importance of hand hygiene.
• Emphasize handwashing at the beginning of a shift, after using the toilet, after handling raw meat,
and between changes of gloves. This emphasis will help keep good hand hygiene at the forefront.
• Use a “buddy” system so that fellow food employees can support each other.
• Use training and incentive programs to motivate food employees to take ownership and practice
good personal hygiene habits.
An FDA study published in 2018 found food establishments were frequently out of compliance with the
Food Code recommendations for proper and adequate handwashing. In the study, the percent of food
establishments observed to be out of compliance with handwashing recommendations ranged from
65% in fast food restaurants to 81% in full-service restaurants.
The following elements can impact handwashing compliance among food employees:
• Make it a Priority: When management enforces handwashing compliance as a mandatory
requirement, employees are more likely to follow the requirement.
• Motivate: Provide motivation for handwashing, which has proven to have an impact on improving
handwashing compliance.
• Remove Deterrents: Conveniently located handwashing sinks have a huge impact on
handwashing compliance. Studies have found that availability of handwashing sinks supplied
with soap and running water has a big influence on compliance; however, materials and practices
that cause irritation to the skin can decrease handwashing compliance. For example, excessive
handwashing or use of harsh soaps can lead to skin irritation and subsequently decrease
handwashing compliance.
• Provide Positive Reinforcement: Rewards for compliance generally have a positive impact on
improving handwashing compliance.
Should food employees with one hand or those with a surrogate prosthetic device for
hands and arms follow these handwashing procedures?
Yes, this requirement for thorough handwashing is achievable through reasonable accommodation
in accordance with the ADA. In order to achieve the intent of this requirement, devices are available
that are attachable to a lavatory. These devices enable a one-handed food employee to generate the
necessary friction to achieve the intent of this requirement.
16
What needs to be done with food that is contaminated by food employees, consumers, or
other persons through contact with their hands, bodily discharges, such as nasal or oral
discharges, or other means?
The food shall be discarded as per the FDA Food Code, 3-701.11(D) Discarding or Reconditioning
Unsafe, Adulterated, or Contaminated Food.
No Bare Hand Contact with Ready-to-Eat Foods
When hands are heavily contaminated, effective handwashing practices may not be enough to prevent
the transmission of transient pathogens from the hands to RTE foods. The 2017 FDA Food Code
discourages bare hand contact with RTE food (i.e., food that is eaten without further washing or
cooking) and requires the use of suitable utensils such as scoops, spoons, forks, spatulas, tongs, deli
tissue, single-use gloves, or dispensing equipment when handling these food items.
Bare hand contact with an RTE food, such as sandwiches and salads, can result in contamination
of food and contribute to foodborne illness outbreaks. Therefore, food employees should always use
suitable utensils such as spatulas, tongs, single-use gloves, or dispensing equipment when handling
RTE foods. Single-use gloves used along with handwashing can be an effective barrier to decrease the
transfer of microorganisms from the hand to food. However, gloves are not total barriers to microbial
transmission, and will not be an effective barrier alone for food employee without education on proper
glove use and handwashing requirements.
Follow these instructions for the use of single-use gloves:

• Always wash hands before donning gloves.
• Change disposable gloves between handling raw products and RTE products.
• Do not wash or reuse disposable gloves.
• Discard torn or damaged disposable gloves.
• Cover an infected lesion (cut, burn, or boil) with pus with a waterproof covering and
disposable glove.
• Wear disposable gloves over artificial nails, nail polish, or uncleanable orthopedic support devices.
The 2017 FDA Food Code allows bare hand contact with RTE food only when the regulatory authority
has granted prior approval for an alternative procedure. The alternative procedure must address the
management of food employees and related food handling activities to prevent food contamination,
including the enforcement of thorough handwashing practices after toilet use.
17
Responding to Contamination Events
Clean-up of Vomiting and Diarrheal Events
When an employee, customer, or other individual vomits or has a diarrheal event in a food
establishment, there is a real potential for the spread of harmful pathogens in the establishment.
Putting the proper response into action in a timely manner can help reduce the likelihood that food
may become contaminated and that others may become ill as a result of the accident. The Food Code
was recently amended to require written procedures as specified under Section 2-501.11.
What should a written plan address?

When developing written procedures that address the need for the cleaning and disinfection of
vomitus and/or fecal matter contamination event, a food establishment should consider:
• The procedure for containment and removal of any discharges, including airborne particulates;
• The procedure for cleaning, sanitizing, and as necessary, the disinfection of any surfaces that may
have become contaminated;
• The procedures for the evaluation and disposal of any food that may have been exposed to
discharges;
• The availability of effective disinfectants, such as EPA registered disinfection products sufficient
to inactivate norovirus, personal protective equipment, and other cleaning and disinfecting
equipment and appurtenances intended for response and their proper use;
• Procedures for the disposal and/or cleaning and disinfection of tools and equipment used to clean
up vomitus or fecal matter;
• The circumstances under which a food employee is to wear personal protective equipment for
cleaning and disinfecting of a contaminated area;
• Notification to food employees on the proper use of personal protective equipment and procedures
to follow in containing, cleaning, and disinfecting a contaminated area;
• The segregation of areas that may have been contaminated so as to minimize the unnecessary
exposure of employees, customers and others in the facility to the discharges or to surfaces or food
that may have become contaminated;
• Minimize risk of disease transmission through the exclusion and restriction of ill employees as
specified in §2-201.12 of the Food Code;
• Minimize risk of disease transmission through the prompt removal of ill customers and others
from areas of food preparation, service and storage; and
• The conditions under which the plan will be implemented.
Why are written procedures necessary?

According to the CDC, Norovirus is the leading cause of foodborne illness outbreaks in the United
States. More specifically, Noroviruses are the most common cause of sporadic cases and outbreaks
of acute gastroenteritis. Noroviruses can be highly contagious, and it is thought that an inoculum
of as few as 10-18 viral particles may be sufficient to infect an individual. Transmission occurs via
foodborne and person-to-person routes, airborne inhalation of vomitus droplets, and also through
contact with contaminated environmental surfaces.
18
In addition, the potential transmission level of Norovirus shed in the feces as levels up to 1 trillion
viral particles per gram of feces and one projectile vomiting incident can contaminate the environment
with 300,000 viral particles. Norovirus causes acute onset vomiting (often explosive) and diarrhea
(also often explosive) which can contaminate surfaces and become airborne increasing the chances of
additional infections.
19
Forms, Tables, and Decision Trees
Forms
• Form 1-A Conditional Employee and Food Employee Interview
• Form 1-B Conditional Employee or Food Employee Reporting Agreement
• Form 1-C Conditional Employee or Food Employee Medical Referral
• Form 1-D Application for Bare Hand Contact Procedure
Tables
2-201.12
• Table 1a: Summary of Requirements for Symptomatic Food Employees
• Table 1b: Summary of Requirements for Diagnosed, Symptomatic Food Employees
• Table 2: Summary of Requirements for Diagnosed Food Employees with Resolved Symptoms
• Table 3: Summary of Requirements for Diagnosed Food Employees Who Never Develop
Gastrointestinal Symptoms
• Table 4: History of Exposure, and Absent Symptoms or Diagnosis
Decision Trees
• 2-201.11 / 2-201.12 Decision Tree 1
When to Exclude or Restrict a Food Employee Who Reports a Symptom and When to Exclude a
Food Employee Who Reports a Diagnosis with Symptoms Under the Food Codes
• 2-201.11 / 2-201.12 Decision Tree 2a
When to Exclude or Restrict a Food Employee Who is Asymptomatic and Reports a Listed
Diagnosis Under the Food Code
• 2-201.11 / 2-201.12 Decision Tree 2b
When to Restrict a Food Employee Who Reports a Listed Exposure Under the Food Code
20
Form 1-A Conditional Employee and Food Employee Interview
Preventing Transmission of Diseases through Food by Infected Food Employees or Conditional

Employees with Emphasis on Illness due to Norovirus, Salmonella Typhi (S. Typhi), Shigella spp.,
Enterohemorrhagic (EHEC) or Shiga Toxin-producing Escherichia coli (STEC), or Hepatitis A Virus
The purpose of this interview is to inform conditional employees and food employees to advise the person
in charge of past and current conditions described so that the person in charge can take appropriate steps
to preclude the transmission of foodborne illness.
Conditional Employee Name (print)

Food Employee Name (print)
Address
Telephone (daytime) (evening)
Date
Are you suffering from any of the following symptoms? (Circle one)
If YES, Date of Onset
Diarrhea? YES / NO
Vomiting? YES / NO
Jaundice? YES / NO
Sore throat with fever? YES / NO
or
Infected cut or wound that is open and draining, or YES / NO
lesions containing pus on the hand, wrist, an exposed
body part, or other body part and the cut, wound, or
lesion not properly covered? (Examples: boils and
infected wounds, however small)
In the Past:
Have you ever been diagnosed as being ill with typhoid fever (S. Typhi) YES / NO
If you have, what was the date of the diagnosis?
If within the past 3 months, did you take antibiotics for S. Typhi? YES / NO
If so, how many days did you take the antibiotics?
If you took antibiotics, did you finish the prescription? YES / NO
History of Exposure:
1. Have you been suspected of causing, or have you been exposed to, a confirmed foodborne disease
outbreak recently? YES / NO If YES, date of outbreak:
a. If YES, what was the cause of the illness and did it meet the following criteria?
Cause: Date of illness outbreak
i. Norovirus (last exposure within the past 48 hours)
ii. E. coli O157:H7 infection (last exposure within the past 3 days)
iii. Hepatitis A virus (last exposure within the past 30 days)
iv. Typhoid fever (last exposure within the past 14 days)
v. Shigellosis (last exposure within the past 3 days)
21
b. If YES, did you:
i. Consume food implicated in the outbreak?
ii. Work in a food establishment that was the source of the outbreak?
iii. Consume food at an event that was prepared by person who is ill?
2. Did you attend an event or work in a setting, recently where there was a confirmed
disease outbreak? YES / NO
If so, what was the cause of the confirmed disease outbreak?
If the cause was one of the following five pathogens, did exposure to the pathogen meet
the following criteria?
a. Norovirus (last exposure within the past 48 hours) YES / NO

b. E. coli O157:H7 (or other STEC (last exposure within the past 3 days) YES / NO
c. Shigella spp. (last exposure within the past 3 days) YES / NO
d. S. Typhi (last exposure within the past 14 days) YES / NO
e. Hepatitis A virus (last exposure within the past 30 days) YES / NO
3. Do you live in the same household as a person diagnosed with Norovirus, shigellosis, typhoid
fever, hepatitis A, or illness due to E. coli O157:H7 or other STEC?
YES / NO Date of onset of illness
4. Do you have a household member attending or working in a setting where there is a confirmed
disease outbreak of Norovirus, typhoid fever, shigellosis, STEC infection, or hepatitis A?
YES / NO Date of onset of illness
Name, Address, and Telephone Number of your Health Practitioner or Doctor:
Name
Address
Telephone (daytime) (evening)
Signature of Conditional Employee Date
Signature of Food Employee Date
Signature of Permit Holder or Representative Date
22
Form 1-B Conditional Employee or Food Employee Reporting Agreement
Preventing Transmission of Diseases through Food by Infected Conditional Employees or Food

Employees with Emphasis on Illness due to Norovirus, Salmonella Typhi, Shigella spp., or Shiga
Toxin-producing Escherichia coli (STEC), nontyphoidal Salmonella or Hepatitis A Virus
The purpose of this agreement is to inform conditional employees or food employees of their responsibility
to notify the person in charge when they experience any of the conditions listed so that the person in charge
can take appropriate steps to preclude the transmission of foodborne illness.
I agree to report to the person in charge:
Any Onset of the Following Symptoms, Either While at Work or Outside of Work, Including the Date
of Onset:
1. Diarrhea
2. Vomiting
3. Jaundice
4. Sore throat with fever
5. Infected cuts or wounds, or lesions containing pus on the hand, wrist, an exposed body
part,or other body part and the cuts, wounds, or lesions are not properly covered
(such as boils and infected wounds, however small)
Future Medical Diagnosis:

Whenever diagnosed as being ill with Norovirus, typhoid fever (Salmonella Typhi), shigellosis (Shigella
spp. infection), Escherichia coli O157:H7 or other STEC infection, nontyphoidal Salmonella or hepatitis A
(hepatitis A virus infection)
Future Exposure to Foodborne Pathogens:

1. Exposure to or suspicion of causing any confirmed disease outbreak of Norovirus, typhoid
fever, shigellosis, E. coli O157:H7 or other STEC infection, or hepatitis A.
2. A household member diagnosed with Norovirus, typhoid fever, shigellosis, illness due to
STEC, or hepatitis A.
3. A household member attending or working in a setting experiencing a confirmed disease
outbreak of Norovirus, typhoid fever, shigellosis, E. coli O157:H7 or other STEC infection,
or hepatitis A.
I have read (or had explained to me) and understand the requirements concerning my responsibilities
under the Food Code and this agreement to comply with:
1. Reporting requirements specified above involving symptoms, diagnoses,
and exposure specified;
2. Work restrictions or exclusions that are imposed upon me; and
3. Good hygienic practices.
23
I understand that failure to comply with the terms of this agreement could lead to action by the food
establishment or the food regulatory authority that may jeopardize my employment and may involve
legal action against me.
Conditional Employee Name (please print)
Signature of Conditional Employee Date
Food Employee Name (please print)
Signature of Food Employee Date
Signature of Permit Holder or Representative Date
24
Form 1-C Conditional Employee or Food Employee Medical Referral
Preventing Transmission of Diseases through Food by Infected Food Employees with Emphasis on Illness
due to Norovirus, Typhoid Fever (Salmonella Typhi), Shigellosis (Shigella spp.), Escherichia coli O157:H7 or
other Shiga Toxin-producing Escherichia coli (STEC), nontyphoidal Salmonella and Hepatitis A Virus.
The Food Code specifies, under Part 2-2 Employee Health Subpart 2-201 Disease or Medical Condition, that
Conditional Employees and Food Employees obtain medical clearance from a health practitioner licensed
to practice medicine, unless the Food Employees have complied with the provisions specified as an
alternative to providing medical documentation, whenever the individual:
1. Is chronically suffering from a symptom such as diarrhea; or
2. Has a current illness involving Norovirus, typhoid fever (Salmonella Typhi), shigellosis (Shigella
spp.), E. coli O157:H7 infection (or other STEC), nontyphoidal Salmonella or hepatitis A virus
(hepatitis A), or
3. Reports past illness involving typhoid fever (S. Typhi) within the past three months (while
salmonellosis is fairly common in the U.S., typhoid fever, caused by infection with S. Typhi,
is rare).
Conditional employee being referred: (Name, please print)
Food Employee being referred: (Name, please print)
4. Is the employee assigned to a food establishment that serves a population that meets the Food
Code definition of a highly susceptible population such as a day care center with preschool-age
children, a hospital kitchen with immunocompromised persons, or an assisted living facility or
nursing home with older adults? YES / NO
Reason for Medical Referral: The reason for this referral is checked below:
Is chronically suffering from vomiting or diarrhea; or (specify)
Diagnosed or suspected Norovirus, typhoid fever, shigellosis, E. coli O157:H7 (or other STEC)
infection, nontyphoidal Salmonella or hepatitis A. (specify)
Reported past illness from typhoid fever within the past 3 months. (Date of illness)
Other medical condition of concern per the following description:
Health Practitioner’s Conclusion: (Circle the appropriate one)

Food employee is free of Norovirus infection, typhoid fever (S. Typhi infection), Shigella spp.
infection, E. coli O157:H7 (or other STEC infection), nontyphoidal Salmonella or hepatitis A virus
infection, and may work as a food employee without restrictions.
Food employee is an asymptomatic shedder of E. coli O157:H7 (or other STEC), Shigella spp.,
or Norovirus, and is restricted from working with exposed food; clean equipment, utensils, and
linens; and unwrapped single-service and single-use articles in food establishments that do not
serve highly susceptible populations.
Food employee is not ill but continues as an asymptomatic shedder of E. coli O157:H7 (or other
STEC) and Shigella spp. and should be excluded from food establishments that serve highly
susceptible populations such as those who are preschool-age, immunocompromised, or older
adults and in a facility that provides preschool custodial care, health care, or assisted living.
Food employee is an asymptomatic shedder of hepatitis A virus and should be excluded from
working in a food establishment until medically cleared.
25
Food employee is an asymptomatic shedder of Norovirus and should be excluded from working
in a food establishment until medically cleared, or for at least 24 hours from the date of
the diagnosis.
Food employee is suffering from Norovirus, typhoid fever, shigellosis, E. coli O157:H7 (or other
STEC infection), or hepatitis A and should be excluded from working in a food establishment.
Food employee is diagnosed with an infection from nontyphoidal Salmonella and is asymptomatic
and should be restricted from working in food establishments serving a highly susceptible
population and food establishments not serving a highly susceptible population.
Comments: (In accordance with Title I of the Americans with Disabilities Act (ADA) and to provide only
the information necessary to assist the food establishment operator in preventing foodborne disease
transmission, please confine comments to explaining your conclusion and estimating when the employee
may be reinstated.)
Signature of Health Practitioner Date
26
Form 1-D Application for Bare Hand Contact Procedure
(As specified in Food Code 3-301.11(E))
1. Establishment Name:
2. Establishment Address:
3. Responsible Person: Phone:

(legal representative) (business)
4. List Procedure and Specific Ready-to-Eat Foods to be considered for use of bare hand contact
with ready-to-eat foods:
5. Handwashing Facilities:
a. There is a handwashing sink located immediately adjacent to the posted bare hand contact
procedure, and the hand sink is maintained in accordance with provisions of the Code.
(§ 5-205.11, § 6-301.11, § 6-301.12, and § 6-301.14). YES / NO
(Include diagram, photo, or other information)
b. All toilet rooms have one or more handwashing sinks in, or immediately adjacent to them,
and the sinks are equipped and maintained in accordance with provisions of the Code.
(§ 5-205.11, § 6-301.11, § 6-301.12, and § 6-301.14). YES / NO
6. Employee Health Policy: The written employee health policy must be attached to this form
along with documentation that food employees and conditional employees acknowledge their
responsibilities. (§ 2-201.11, § 2-201.12, and § 2-201.13).
7. Employee Training: Provide documentation that food employees have received training in:
• The risks of contacting the specific ready-to-eat foods with bare hands.
• Personal health and activities as they relate to diseases that are transmissible
through food.
• Proper handwashing procedures to include how, when, where to wash, and fingernail
maintenance. (§ 2-301.12, § 2-301.14, § 2-301.15, and § 2-302.11);
• Prohibition of jewelry. (§ 2-303.11); and
• Good hygienic practices. (§ 2-401.11 and § 2-401.12).
8. Documentation of Handwashing Practices: Provide documentation that food employees are

following proper handwashing procedures prior to food preparation and other procedures as
necessary to prevent cross-contamination during all hours of operation when the specific
ready-to-eat foods are prepared or touched with bare hands.
9. Documentation of Additional Control Measures: Provide documentation to demonstrate that

food employees are utilizing two or more of the following control measures when contacting
ready-to-eat foods with bare hands:
• Double handwashing;
• Use of nail brushes;
27
• Use of hand antiseptic after handwashing;
• Incentive programs such as paid leave encouraging food employees not to work when they
are ill; or
• Other control measures approved by the regulatory authority.
Statement of Compliance:
I certify all of the following: All food employees are individually trained in the risks of contacting
ready-to-eat foods with bare hands, personal health and activities as they relate to diseases that
are transmissible through food, proper handwashing procedures, prohibition of jewelry, and good
hygienic practices. A record of this training is kept on site. I understand that bare hand contact with
ready-to-eat food is prohibited except for those items listed in section four (4) above. A handwashing
sink is located immediately adjacent to the posted bare hand contact procedure. All handwashing
sinks are maintained with hot water, soap, and drying devices. I understand that documentation is
needed for handwashing practices and additional control measures. I understand that records to
document handwashing are kept current and kept on site.
Signature: Date:
(Signature of legal representative of the facility listed above)
Regulatory Authority (RA) Use Only:
Permit Number:
File Review Conducted on History of Handwashing Compliance: YES / NO
Site Visit Conducted: YES NO Comments:
Approved Effective Date: RA name
Not Approved: Reason for Denial:
28
2-201.12 Table 1a Summary of Requirements for Symptomatic
Food Employees
Food employees and conditional employees shall report symptoms immediately to the person
in charge
The person in charge shall prohibit a conditional employee who reports a listed symptom from
becoming a food employee until meeting the criteria listed in section 2-201.13 of the Food Code,
for reinstatement of a symptomatic food employee.
Symptom Exclusion or Exclusion or Removing Symptomatic Food Employees RA Approval

Restriction Restriction from Exclusion or Restriction Required to
(Facilities (Facilities Not Return to
Serving an HSP) Serving an HSP) Work?
Vomiting Exclude Exclude When the excluded food employee has been No, if not
2-201.12(A)(1) 2-201.12(A)(1) asymptomatic for at least 24 hours or provides diagnosed
medical documentation 2-201.13(A)(1).
Exceptions: If diagnosed with Norovirus,
Shigella spp., STEC, HAV, or typhoid fever
(S. Typhi) (see Tables 1b and 2).
Diarrhea Exclude Exclude When the excluded food employee has been No, if not
2-201.12(A)(1) 2-201.12(A)(1) asymptomatic for at least 24 hours or provides diagnosed
medical documentation 2-201.13(A).
Exceptions: If Diagnosed with Norovirus,
STEC, HAV, or S. Typhi (see Tables 1b and 2).
Jaundice Exclude Exclude When approval is obtained from the RA Yes

2-201.12(B)(1) 2-201.12(B)(1) 2-201.13(B), and:
if the onset if the onset • Food employee has been jaundiced
occurred within occurred within for more than 7 calendar days
the last 7 days the last 7 days 2-201.13(B)(1), or
• Food employee provides medical
documentation 2-201.13(B)(3).
Sore Throat Exclude Restrict When food employee provides written medical No
with Fever 2-201.12(G)(1) 2-201.12(G)(2) documentation 2-201.13(G) (1)-(3).
Infected Restrict Restrict When the infected wound or boil is properly No

Wound or 2-201.12(I) 2-201.12(I) covered 2-201.13(I)(1)-(3).
Pustular Boil
Key: Table 1a
RA = Regulatory Authority
STEC = Shiga toxin-producing Escherichia coli
HAV = Hepatitis A virus
HSP = Highly Susceptible Population
29
2-201.12 Table 1b Summary of Requirements for Diagnosed,
Symptomatic Food Employees
Food employees and conditional employees shall report a listed diagnosis with symptoms
immediately to the person in charge
• The person in charge shall notify the RA when a food employee is jaundiced or reports a
listed diagnosis.
• The person in charge shall prohibit a conditional employee who reports a listed diagnosis with
symptoms from becoming a food employee until meeting the criteria listed in section 2 201.13
of the Food Code, for reinstatement of a diagnosed, symptomatic food employee.
Diagnosis Exclusion Removing Diagnosed, Symptomatic Food Employees RA Approval

(Facilities Serving from Exclusion Required to
an HSP or Not Return to Work?
Serving an HSP)
Hepatitis A Exclude if within When approval is obtained from the RA 2-201.13(B), and: Yes
Virus 14 days of any • The food employee has been jaundiced for more than
symptom, or 7 calendar days 2-201.13(B)(1), or
within 7 days • The anicteric food employee has had symptoms for
of jaundice more than 14 days 2-201.13(B)(2), or
2-201.12(B)(2) • The food employee provides medical documentation
2-201.13(B)(3) (also see Table 2).
Typhoid Fever Exclude When approval is obtained from the RA 2-201.13(C)(1), and: Yes
(S. Typhi) 2-201.12(C) • Food employee provides medical documentation, that
states the food employee is free of a S. Typhi infection
2-201.13(C)(2) (also see Table 2).
Nontyphoidal Exclude When approval is obtained from the RA 2-201.13(G), and: Yes
Salmonella Based on • Food employee provides medical documentation,
vomiting that states the food employee is free of a nontyphoidal
or diarrhea Salmonella infection 2-201.13)(G)(1) or
symptoms, • Food employee symptoms of vomiting or diarrhea
under resolved and >30 days have passed since the food
2-201.12(A)(2) employee became asymptomatic (2-201.13(G)(2)).
STEC Exclude 1. Serving a non-HSP facility: 2-201.13(A)(4)(a): Shall only Yes to return
Based on work on a restricted basis 24 hours after symptoms to an HSP
vomiting resolve and remains restricted until meeting the or to return
or diarrhea requirements listed in No. 3. unrestricted; not
symptoms, 2. Serving an HSP facility: 2-201.13(A)(4)(b): Remains required to work
under excluded until meeting the requirements listed in No. 3. on a restricted
2-201.12(A)(2) 3. Restriction or Exclusion remains until: basis in a non-
• Approval is obtained from RA 2-201.13(F), and HSP facility
• Medically cleared 2-201.13(F)(1), or
• More than 7 calendar days have passed since
the food employee became asymptomatic
2-201.13(F)(2) (also see Table 2).
30
Diagnosis Exclusion Removing Diagnosed, Symptomatic Food Employees RA Approval
(Facilities Serving from Exclusion Required to
an HSP or Not Return to Work?
Serving an HSP)
STEC Exclude 1. Serving a non-HSP facility: 2-201.13(A)(4)(a): Shall only Yes to return
• Approval is obtained from RA 2-201.13(F), and HSP facility
2-201.13(F)(2) (also see Table 2).
Norovirus Exclude 1. Serving a non-HSP facility: 2-201.13(A)(2)(a): Shall only Yes to return
• Approval is obtained from RA 2-201.13(D), and HSP facility
• Medically cleared 2-201.13(D)(1), or
• More than 48 hours have passed since the food
employee became asymptomatic 2-201.13(D)(2)
(also see Table 2).
Shigella spp. Exclude 1. Serving a non-HSP facility: 2-201.13(A)(3)(a): Shall only Yes to return
• Approval is obtained from RA 2-201.13(E), and HSP facility
• Medically cleared 2-201.13(E)(1), or
2-201.13(E)(2) (also see Table 2).
Key: Table 1b
NTS = Nontyphoidal Salmonella
31
2-201.12 Table 2 Summary of Requirements for Diagnosed Food
Employees with Resolved Symptoms
Food employees and conditional employees shall report a listed diagnosis immediately to the
person in charge
• The person in charge shall notify the RA when a food employee reports a listed diagnosis.
• The person in charge shall prohibit a conditional employee who reports a listed diagnosis from
for reinstatement of a diagnosed food employee.
Pathogen Exclusion or Exclusion or Removing Diagnosed Food Employees RA Approval

Diagnosis Restriction Restriction with Resolved Symptoms from Exclusion Required to
(Facilities (Facilities Not or Restriction Return to
Typhoid fever Exclude Exclude When approval is obtained from the RA Yes
(S. Typhi) 2-201.12(C) 2-201.12(C) 2-201.13(C), and:
including • Food employee provides medical
previous documentation that states the food
illness with employee is free of an S. Typhi infection
S. Typhi (see 2-201.13)(C)(2) (also see Table 1b).
2-201.11(A)(3))
Nontyphoidal Restrict Restrict When approval is obtained from the RA Yes

Salmonella 2-201.12(G) 2-201.12(G) 2-201.13(G), and:
documentation, that states the food
employee is free of a nontyphoidal
Salmonella infection 2-201.13)(G)(1) or
• Food employee symptoms of vomiting
or diarrhea resolved and >30 days have
passed since the food employee became
asymptomatic (2-201.13(G)(2)).
Shigella spp. Exclude Restrict 1. Serving a non-HSP facility: 2-201.13(A) Yes to return
2-201.12(E)(1) 2-201.12(E)(2) (3)(a): Shall only work on a restricted to an HSP
basis 24 hours after symptoms resolve or to return
and remains restricted until meeting the unrestricted;
requirements listed in No. 3. not required
2. Serving an HSP facility: 2-201.13(A)(3)(b): to work on
Remains excluded until meeting the a restricted
requirements listed in No. 3. basis in a
3. Restriction or Exclusion remains until: non-HSP
• Approval is obtained from RA facility
2-201.13(E), and
• Medically cleared 2-201.13(E)(1), or
• More than 7 calendar days have
passed since the food employee
became asymptomatic 2-201.13(E)(3)
(also see Table 1b).
32
Diagnosis Restriction Restriction with Resolved Symptoms from Exclusion Required to
(Facilities (Facilities Not or Restriction Return to
Norovirus Exclude Restrict 1. Serving a non-HSP facility: 2-201.13(A) Yes to return

2-201.12(D)(1) 2-201.12(D)(2) (2)(a): Shall only work on a restricted to an HSP
2-201.13(D), and
• Medically cleared 2-201.13(D)(1), or
• More than 48 hours have passed
since the food employee became
asymptomatic 2-201.13(D)(2)
(also see Table 1b).
STEC Exclude Restrict 1. Serving a non-HSP facility: 2-201.13(A) Yes to return

2-201.12(F)(1) 2-201.12(F)(2) (4)(a): Shall only work on a restricted to an HSP
2-201.13(F), and
passed since the food employee
became asymptomatic 2-201.13(F)(2).
Hepatitis A Exclude if Exclude if When approval is obtained from the RA Yes

Virus within 14 within 14 2-201.13(B), and:
days of any days of any • The food employee has been
symptom, or symptom, or jaundiced for more than 7 calendar
within 7 days within 7 days days 2-201.13(B)(1), or
of jaundice of jaundice • The anicteric food employee has
2-201.12(B)(2) 2-201.12(B)(2) had symptoms for more than 14 days
2-201.13(B)(2), or
• The food employee provides medical
documentation 2 201.13(B)(3)
(see also Table 1b).
Key: Table 2
33
2-201.12 Table 3 Summary of Requirements for Diagnosed Food
Employees Who Never Develop Gastrointestinal Symptoms
Food employees and conditional employees shall report a listed diagnosis immediately to the
person in charge
• The person in charge shall notify the RA when a food employee reports a listed diagnosis.
• The person in charge shall prohibit a conditional employee who reports a listed diagnosis from
for reinstatement of a diagnosed food employee.

Diagnosis Restriction Restriction Who Never Develop Gastrointestinal Required to
(Facilities (Facilities Not Symptoms from Exclusion or Restriction Return to Work?
Serving an HSP) Serving an HSP)
Typhoid fever Exclude Exclude When approval is obtained from the RA Yes
(S. Typhi) 2-201.12(C) 2-201.12(C) 2-201.13(C)(1), and:
including • Food employee provides medical
previous documentation that states the food
illness with employee is free of an S. Typhi
S. Typhi (see infection 2-201.13)(C)(2).
2-201.11(A)(3))
Shigella spp. Exclude Restrict Remains excluded or restricted until Yes to return
2-201.12(E)(1) 2-201.12(E)(2) approval is obtained from RA 2-201.13(E) to an HSP
(1), and or to return
• Medically cleared 2-201.13(E)(1), or unrestricted; not
• More than 7 calendar days have required to work
passed since the food employee was on a restricted
last diagnosed 2-201.13(E)(3). basis in a non-
HSP facility
Nontyphoidal Restrict Restrict When approval is obtained from the RA (Continued)

Salmonella 2-201.12(G) 2-201.12(G) 2-201.13(G), and:
documentation, that states the food
employee is free of a nontyphoidal
Salmonella infection 2-201.13)(G)(1) or
• Food employee did not develop
symptoms and >30 days have
passed since the food employee was
diagnosed 2-201.13(G)(3).
Norovirus Exclude Restrict Remains excluded or restricted until Yes to return

2-201.12(D)(1) 2-201.12(D)(2) approval is obtained from the RA to an HSP
2-201.13(D), and or to return
• Medically cleared 2-201.13(D)(1), or unrestricted; not
• More than 48 hours have passed since required to work
the food employee was diagnosed on a restricted
2-201.13(D)(3). basis in a non-
HSP facility
34
Diagnosis Restriction Restriction Who Never Develop Gastrointestinal Required to
(Facilities (Facilities Not Symptoms from Exclusion or Restriction Return to Work?
Serving an HSP) Serving an HSP)
STEC Exclude Restrict Remains excluded or restricted until Yes to return

2-201.12(F)(1) 2-201.12(F)(2) approval is obtained from the RA to an HSP
2-201.13(F), and: or to return
• Medically cleared 2-201.13(F)(1), or unrestricted; not
• More than 7 calendar days have required to work
passed since the food employee was on a restricted
diagnosed 2-201.13(F)(3). basis in a non-
HSP facility
Hepatitis A Exclude Exclude When approval is obtained from the RA Yes

Virus 2-201.12(B)(3) 2-201.12(B)(3) 2-201.13(B), and
• The anicteric food employee has had
symptoms for more than 14 days
2-201.13(B)(2), or
• The food employee provides medical
documentation 2 201.13(B)(3).
Key: Table 3
35
2-201.12 Table 4 History of Exposure, and Absent Symptoms
or Diagnosis
Food employees and conditional employees shall report a listed exposure to the person in charge
• The person in charge shall prohibit a conditional employee who reports a listed exposure from
becoming a food employee in a facility serving an HSP until meeting the criteria listed in section
2-201.13 of the Food Code, for reinstatement of an exposed food employee
• The person in charge shall reinforce and ensure compliance with good hygienic practices,
symptom reporting requirements, proper handwashing and no BHC with RTE foods for all food
employees that report a listed exposure
Pathogen Exclusion or Facilities Not Serving When Can the Restricted Food RA Approval
Diagnosis Restriction an HSP Employee Return to Work? Required
(Facilities to Return
Serving an HSP) to Work?
Typhoid fever Restrict Educate food employee 2-201.13(I)(3) No

(S. Typhi) 2-201.12(C) on symptoms to When 14 calendar days have passed
watch for and ensure since the last exposure, or more than
compliance with GHP, 14 days has passed since the food
handwashing and no employee’s household contact became
BHC with RTE foods. asymptomatic.
Shigella spp. Restrict Educate food employee 2-201.13(I)(2) No

2-201.12(E) on symptoms to When more than 3 calendar days have
watch for and ensure passed since the last exposure, or
compliance with GHP, more than 3 days have passed since
handwashing and no the food employee’s household contact
BHC with RTE foods. became asymptomatic.
Norovirus Restrict Educate food employee 2-201.13(I)(1) No

2-201.12(D) on symptoms to When more than 48 hours have passed
watch for and ensure since the last exposure, or more than
compliance with GHP, 48 hours has passed since the food
handwashing and no employee’s household contact became
BHC with RTE foods. asymptomatic.
STEC Restrict Educate food employee 2-201.13(I)(2) No

2-201.12(F) on symptoms to When more than 3 calendar days have
watch for and ensure passed since the last exposure, or
compliance with GHP, more than 3 calendar days has passed
handwashing and no since the food employee’s household
BHC with RTE foods. contact became asymptomatic.
36
Pathogen Exclusion or Facilities Not Serving When Can the Restricted Food RA Approval
Diagnosis Restriction an HSP Employee Return to Work? Required
(Facilities to Return
Serving an HSP) to Work?
Hepatitis A Restrict Educate food employee 2-201.13(I)(2) No

Virus 2-201.12(B) on symptoms to When any of the following conditions
watch for and ensure is met:
compliance with GHP, • The food employee is immune to
handwashing and no HAV infection because of a prior
BHC with RTE foods. illness from HAV, vaccination
against HAV, or IgG administration;
or
passed since the last exposure,
or since the food employee’s
household contact became
jaundiced; or
• The food employee does not use an
alternative procedure that allows
BHC with RTE food until at least 30
days after the potential exposure,
and the employee receives
additional training.
Key: Table 4
BHC = Bare Hand Contact
RTE = Ready-To-Eat
GHP = Good Hygienic Practices
37
2-201.11 / 2-201.12 Decision Tree 1
When to Exclude or Restrict a Food Employee Who Reports a Symptom
and When to Exclude a Food Employee Who Reports a Diagnosis with
Symptoms Under the Food Code
Is the Food Employee reporting listed symptoms?
Yes
Symptoms of: Symptoms of sore Symptoms of infected

• vomiting; throat and fever wound or cut
• diarrhea; or
• jaundice Gen. Pop.
HSP
(Non-HSP)
Exclude per Table 1a Restrict per Table 1a
If the Food Employee is reporting a diagnosis with Hepatitis A virus, NTS, or typhoid fever:
Exclude per Table 1b
If the Food Employee is reporting:

• Diagnosis with Shigellosis, Norovirus, or STEC; and
• Symptoms of vomiting or diarrhea
Exclude per Table 1b
Key: Decision Tree 1

38
2-201.11 / 2-201.12 Decision Tree 2a
When to Exclude or Restrict a Food Employee Who is Asymptomatic
and Reports a Listed Diagnosis Under the Food Code
No
Is the Food Employee reporting a diagnosis with infection?
Shigella spp., STEC,

S. Typhi or Hepatitis A NTS
or Norovirus?
Yes Yes Yes
Gen. Pop.
HSP
(Non-HSP)
Exclude per Table 2 or 3 Restrict per Table 2 or 3
Key: Decision Tree 2a

39
2-201.11 / 2-201.12 Decision Tree 2b
When to Restrict a Food Employee Who Reports a Listed Exposure
Under the Food Code
No
Is the Food Employee reporting a diagnosis with infection?
No
Is the Food Employee reporting exposure to

Norovirus, STEC, HAV, Shigella, or Typhoid Fever (S. Typhi)?
Yes No
HSP Gen. Pop.

(Non-HSP) Educate on symptoms; reinforce
requirement to report listed
symptoms; ensure compliance
with good hygienic practices,
handwashing, and no bare hand
Restrict per Table 4 contact with ready-to-eat food.
Key: Decision Tree 2b

40
Notes
41
42
43

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Employee Health and

Personal Hygiene Handbook

4 Employee Health and the Food Establishment

17 No Bare Hand Contact with Ready-to-Eat Foods

18 Responding to Contamination Events

20 Forms, Tables, and Decision Trees

29 2-201.12 Table 1a Summary of Requirements for Symptomatic Food

38 2-201.11 / 2-201.12 Decision Tree 1

• FDA National Retail Food Team

What causes foodborne illness?

What is a foodborne illness outbreak?

Who is affected by foodborne illness?

What are the “Big 6” foodborne pathogens?

The Big 6 includes:

What are the common symptoms of foodborne illness?

What is a common symptom of the hepatitis A virus?

What symptoms of foodborne illness should food establishments be most

Employee Health Management Responsibilities

What is a manager’s responsibility regarding informing food employees of their

What should a manager do when a food employee reports symptoms of vomiting

What should the manager of a food establishment serving an HSP do if an employee

The manager must restrict food employees exposed to:

Do food employees have a responsibility to prevent foodborne illness?

If an infected wound, cut, or burn is covered, can employees continue working?

What types of exposure must food employees report to management?

Who can exclude or restrict a food employee?

When is an exclusion or a restriction initiated?

In establishments serving an HSP:

For an employee exposed to the hepatitis A virus, the PIC should:

Who can lift the exclusions and restrictions?

Considerations for the PIC include:

Employee Health and the Americans with Disabilities Act

What is Title 1 of the Americans with Disabilities Act of 1990 (ADA)?

Should a food establishment make a conditional offer of employment prior to making

Where is speciﬁc information about disabilities and ADA requirements found?

Employee Health and Highly Susceptible Populations

What makes a population highly susceptible?

Are there instances where a prospective employee should be denied employment in

What is effective handwashing?

Why is handwashing important?

When should food employees wash their hands?

What handwashing steps do food employees need to follow?

How important is the temperature of water used for handwashing?

How important is properly drying your hands after handwashing?

Can hand antiseptics (hand sanitizers) be used in place of adequate handwashing in

Stress the importance of:

Tips for promoting effective handwashing practices in food establishments:

No Bare Hand Contact with Ready-to-Eat Foods

Follow these instructions for the use of single-use gloves:

What should a written plan address?

Why are written procedures necessary?

Preventing Transmission of Diseases through Food by Infected Food Employees or Conditional

Conditional Employee Name (print)

a. Norovirus (last exposure within the past 48 hours) YES / NO

YES / NO Date of onset of illness

YES / NO Date of onset of illness

Name, Address, and Telephone Number of your Health Practitioner or Doctor:

Signature of Conditional Employee Date

Signature of Food Employee Date