Employee Exclusion Flashcards
6 cards from real SNHD practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Employee Exclusion flashcards as text
An employee reports they have been diagnosed with Salmonella Typhi (typhoid fever). What action must the food establishment take?
Answer: Exclude the employee from the establishment entirely and notify the regulatory authority
Salmonella Typhi is one of the Big 5 pathogens requiring immediate exclusion from all food service duties and notification of the regulatory authority (SNHD).
What is the difference between 'restricting' and 'excluding' a sick food handler?
Answer: Restriction limits the employee to non-food-contact duties; exclusion removes the employee from the establishment entirely
Restriction limits an employee to duties that do not involve bare-hand contact with ready-to-eat food or food-contact surfaces. Exclusion means the employee cannot be present in the food establishment at all.
A food handler develops a sore throat with fever during their shift. What should the manager do?
Answer: Restrict the employee from working with exposed food if serving a highly susceptible population; otherwise use judgment
A food handler with a sore throat and fever must be restricted from working with exposed ready-to-eat food. If the operation serves a highly susceptible population (nursing homes, hospitals), exclusion is required.
For which of the following conditions must a food handler be EXCLUDED (not just restricted) from working in a food establishment?
Answer: Jaundice (yellowing of skin or eyes)
Jaundice is a symptom of liver disease, often associated with Hepatitis A. A food handler with jaundice must be excluded from the establishment and is a reportable condition to SNHD.
When can an employee who was excluded due to vomiting and diarrhea return to work?
Answer: After being symptom-free for at least 24 hours AND obtaining managerial clearance
An employee excluded for vomiting or diarrhea must be symptom-free for at least 24 hours before returning. The manager must also confirm the employee's fitness for duty before allowing them back on food handling tasks.
What should a food service manager do if an employee arrives to work and appears to be ill?
Answer: Assess the employee's symptoms and apply restriction or exclusion policies as appropriate
The manager must assess the nature and severity of the employee's symptoms and apply the correct response — restriction or exclusion — based on food code guidelines.