"If you work in a critical infrastructure industry, as defined by the Department of Homeland Security, such as healthcare services and pharmaceutical and food supply, you have a special responsibility to maintain your normal work schedule."

Those are the words President Trump issued March 16 under the Coronavirus Guidance for America, as the nation comes together to slow the spread of COVID-19. For U.S. pork producers, that special responsibility is not taken lightly, but a normal work schedule could be interrupted if an employee should fall ill to COVID-19. How soon can that employee come back after he or she recovers? What precautions should producers take when hiring new employees? Is taking employee temperatures an acceptable measure?

These are all questions I'm sure have crossed U.S. pork producers' minds over the last week. Thankfully the National Pork Board has dedicated an entire page to resources and information on COVID-19, emergency planning tools and recommended control measures.

Here are just a sample of questions they address regarding best practices for farms and farm employees during this time.

Is there a protocol for on-farm entry during the COVID-19 outbreak?

At times of heightened biosecurity needs such as now, no general visitors should enter a production facility for the well-being of all farm workers, their families and the community.

Any employee should stay home if sick for any reason. If an employee has been in a high-risk area known for COVID-19 or has been in contact with someone who has, they should self-quarantine for at least 14 days per recommendations by the U.S. Centers for Disease Control and Prevention.

When can you let an employee back on the farm following a known COVID-19 disease diagnosis and isolation?

As of March 23, the CDC's guidance following a known disease occurrence of COVID-19 is employees are OK to lift their isolation and return to work if the following conditions are met.

What are the best practices for hiring/onboarding/interviewing potential employees?

For now, virtual interviews are a best practice. However, when an in-person meeting is needed or when the new hire first starts to work, know what questions are legal to ask and which are not. According to Faegre Drinker Biddle & Reath LLP, good rules to remember are:

What are the best practices before allowing new or existing employees to come onto a farm? Is it legal/feasible to require temperature checks for employees?

Typically, implementing employee temperature checks is not advisable. However, the Equal Employment Opportunity Commission revised guidance on March 18 and due to the community spread of COVID-19, employers may measure employees' body temperature.