What action should an establishment take if an employee has been diagnosed with a foodborne illness?

In the event that an employee is diagnosed with a foodborne illness, the most appropriate action for an establishment is to exclude the employee from work and follow local health department guidelines. This is crucial for several reasons.

First, excluding the employee helps prevent the potential spread of the illness to customers and other employees. Foodborne illnesses can be highly contagious and can be transmitted through food handling by an infected person. By ensuring the employee does not return to work until they are cleared by health authorities, the establishment takes a proactive step in safeguarding public health.

Additionally, following local health department guidelines ensures that the establishment complies with legal and health regulations. Health departments have specific protocols in place for dealing with foodborne illnesses, including potential reporting and investigation processes. Adhering to these guidelines not only helps protect the community but also minimizes the risk of legal repercussions for the establishment.

The other options, such as allowing the employee to continue working, merely transferring the employee to a different role, or monitoring symptoms, fail to adequately address the public health concern posed by a diagnosed foodborne illness. These approaches could lead to further contamination risks and do not align with best practices for food safety.