COVID-19 Resource Page

Frequently Asked Questions About the Requirement to Wear Face Coverings

     

As of June 30, 2021 there is no longer a statewide requirement to wear face coverings in most settings. However, other federal, state, or local laws may require face coverings in some settings, and businesses may set their own requirements.

At this time, there have been no changes to the masking requirements in any healthcare settings. Information about healthcare worker masking recommendations can be found here.

CDC guidelines for healthcare workers can be found here.

Can Chiropractors Issue a Mask Exemption?

"If one of your patient asks you for a mask exemption and you give them one, you will need to have the following in case someone files a complaint against you:

  • the knowledge and training to diagnose the patient with something that would need the exemption and be able to prove you have that knowledge. 
  • you will have to have chiropractic patient records showing the diagnosis and need for the exemption.
  • Since you are a chiropractor, the patient records should show chiropractic need, or you may be considered to be practicing outside of the Scope of Chiropractic. 
  • You will need that proof in case someone files a complaint against you for issuing a mask exemption. 

Please be aware that even if you have the above, and give the patient the exemption, there is no requirement for any establishment to accept it.  Please see the Below State of Minnesota Statute, 148.08 to see the legal authority you have in regards to signing health records.

 

148.08 RULES.

Subd. 2. How regulated. Chiropractors shall be subject to the same rules and regulations, both municipal and state, that govern other licensed doctors or physicians in the control of contagious and infectious diseases, and shall be entitled to sign health and death records, and to all rights and privileges of other doctors or physicians in all matters pertaining to the public health, except prescribing internal drugs or the practice of medicine, physical therapy, surgery and obstetrics.

COVID-19 Vaccine Information

https://www.health.state.mn.us/diseases/coronavirus/vaccine/index.html

Health Care Vaccination Connection Form  

If you run a health care business or clinic prioritized in Phase 1a and have not yet made arrangements for vaccination of your staff with a health care provider or local public health department, please provide your information by clicking on Health Care Vaccination Connection Form. MDH will share the information you enter with your local health department. They will reach out to you when there are vaccines and appointments available.

 

Emergency Paid Sick Leave

If you have less than 500 employees, you are required to provide paid sick leave to employees who are unable to work due to Covid-19. The sick leave is equivalent to normal hours worked (full-time = 80 hours; part-time average number of hours) for 2-weeks. This applies to any time off, due to Covid-19, during April 1, 2020 – March 31, 2021. This is required regardless of length of employment.

The pay is up to $511 per day with a $5,110 overall limit for an employee directly affected by the virus and up to $200 per day with a $2,000 overall limit for an employee that is a caregiver.

The IRS does credit the total amount you pay to employees for Emergency Paid Sick Leave (except employees’ portion of Social Security). These amounts will need to be classified differently on the form 941, so you can get the credit.

Employees who qualify for this option are:

  • The employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19
  • The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19
  • The employee is experiencing symptoms of COVID-19 and seeking medical diagnosis from a health care provider
  • The employee is caring for an individual who is subject to a federal, state, or local quarantine or isolation order related to COVID-19 or has been advised by a health care provider to self-quarantine due to concerns related to COVID-19
  • The employee is caring for a son or daughter whose school or place of care is closed, or the childcare provider is unavailable for reasons related to COVID-19. A school is considered closed if the physical location is closed. Therefore, if instruction is only being provided online, the school is considered closed for purposes of providing paid leave (DOL FFCRA FAQ 70)

Emergency Family and Medical Leave Act

If you have less than 500 employees, but more than 50, you are required to provide the Expanded EFMLA.  If you have less than 50 employees, you can still utilize this and receive the credits. The compensation is two-thirds of the employees pay and cannot exceed $200 per day and $10,000 in the aggregate per employee.  The employee must be with your company for at least 30 days.

Employees qualify for this option if they are caring for a son or daughter whose school or place of care is closed, or the childcare provider is unavailable for reasons related to COVID-19. A school is considered closed if the physical location is closed. Therefore, if instruction is only being provided online, the school is considered closed for purposes of providing paid leave (DOL FFCRA FAQ 70)

The IRS does credit the total amount you pay to employees for Expanded Emergency Family and Medical Leave Act (except employees’ portion or Social Security), up to the $200 per day and $10,000 per employee limit. These amounts will need to be classified differently on the form 941, so you can get the credit.

Interim U.S. Guidance for Risk Assessment and Work Restrictions for Healthcare Personnel with Potential Exposure to COVID-19 - Updated November 6, 2020

Learn More
COVID-19 Work Guidelines

SYMPTOMSNO SYMPTOMS
No Known Exposure
  • Remove from work, monitor
  • N/A; may work
Exposure (Known contact while unmasked)
  • Remove from work
  • May continue to work, monitor; unless otherwise directed by community specific health department
  • Wear a surgical facemask at all times at work until 14 days since date of exposure
Exposure (known with mask wearing)
  • Remove from work
  • May continue to work, monitor; unless otherwise directed by community specific health department
  • Wear a surgical facemask at all times at work until 14 days since date of exposure
  • Don’t need to cancel or call patients
  • No test needed unless symptoms present
Exposure (Pending Testing)

On employee themselves

  • Remove from work
  • Monitor until results are back
  • May continue to work until test results are back unless otherwise directed by community specific health department
  • Monitor until 14 days since date of exposure
Exposure (Negative Test)
  • May return to work when:
    • Temp is 100.4 or less for 24 hours (1 day) without fever reducing medications
    • Able to control cough, sneezing and nasal drainage
  • Continue monitoring for a minimum of 14 days or until symptoms disappear if symptoms persist over 14 days
  • May continue to work unless otherwise directed by community specific health department
  • Wear a surgical facemask at all times at work until 14 days since date of exposure
  • Monitor until 14 days since date of exposure
  • Don’t need to cancel or call patients
  • No test needed unless symptoms present
Exposure (Positive Test)
  • Remove from work
  • May return to work when:
  • It has been at least 10 days since start of symptoms and
  • Temp is 100.4 or less for 72 hours (3 days) without fever reducing medications
  • Improvement in respiratory symptoms (SOB)
  • Able to control cough, sneezing and nasal drainage
  • Continue monitoring for a minimum of 14 days or until symptoms disappear if symptoms persist over 14 days
  • New CDC guidelines about 7 days OR Hospital guidelines (symptomatic quarantine only)
  • Remove from work
  • May return to work when:
  • It has been at least 10 days since positive test and
  • Remain symptom free
  • Wear a surgical facemask at all times at work until 14 days after positive test
  • Restrict from contact with severely immunocompromised patients until 14 days after positive test
  • Continue monitoring for a minimum of 14 days since positive test
  • New CDC guidelines about 7 days OR Hospital guidelines (symptomatic quarantine only)

MCA recommends following CDC guidelines for stay-at-work and return-to-work criteria. As a healthcare provider, we have obligation and responsibility to be here for those in our communities in need of care.

The MCA recommends that you have COVID-19 pre-screening practices and documentation in place.

Advertising and marketing caveat:

Due to the lack of research and the severity of COVID-19, it is negligent to make any claims for treatment or cure. There are currently no therapies, medications or over the-counter products proven to treat or cure COVID-19. This includes promoting chiropractic care or other healing modalities that are not substantiated by peer-reviewed journal articles (such as PubMed or JMPT), the WHO and the WFC.

MCA strongly recommends that our members exercise extreme care when writing blogs, newsletter, patient emails and anything sent out on social media. Regulators are on high alert for the exploitation of the pandemic and may view as grounds for license suspension any claim that certain treatments can prevent or cure COVID-19 until more is known about the virus. For example, it would be misleading and prohibited to advertise that adjustments or natural remedies can cure or lessen this illness.

Please refer to the Advertising Rules by the Minnesota Board of Chiropractic Examiners (MBCE) for further information and specific details.

The MCA is making available to our members a template letter for our doctors to provide to their patients regarding the COVID-19 virus (coronavirus). The letter explains the steps you are taking in your offices to protect your patients.

RESOURCES:

American Chiropractic Association
Minnesota Specific
CDC/WHO/US Chamber