On Saturday, President Obama issued an H1N1 national emergency alert in his radio address.   As an HR professional, I braced myself.  Not only was I concerned for our nation.  I also wondered how my colleagues would address this in my industry.

This week the CDC released an experimental drug still in its preliminary stages, which according to infectious disease specialist, Dr. Alan Cohen is extremely rare.   This coupled with the antiviral medication Tamiflu will be used for treatment, but will there be enough?    The CDC estimated that 40% of the US population will contract H1N1.  The implications for how this will have an impact my colleagues in human resources boggles my mind.

Tonight I was watching a debate take place on twitter between recruiters who were locking horns about whether their allegiance should be with the client or with the candidate?    And, after attending Dr. Cohen’s lecture Monday, I thought if the CDC’s predictions are correct, and the swine flu hits as hard as they are predicting, recruiters and hr directors will be lucky if they will have a workforce sufficient to meet the demands of American companies.  What are HR Directors and Recruiters going to do when the flu season hits?

Dr. Cohen says that infectious disease specialists haven’t seen anything like this since the 1918 flu pandemic which killed an estimated 50 million people.  How did does something like the swine flu begin?

Here are the facts he shared.  H1N1 started in Mexico, by June 2009 the W.H.O. raised the pandemic alert to 6 indicating a widespread transmission to 2 continents. 

• July 27, 2009 134,500 cases confirmed
• Over 100 Countries – 2 Continents
• August  24, 2009 1 million cases reported in U.S.
• Severe infection takes place disproportionately in infants, teens and young adults- Gen Y is expected to be hit the hardest

Currently, the vaccine is in limited supply.  Who will get it first? Those who are in the highest risk categories.

• Pregnant Women
• People who live with or care for children 6 yr and under
• Healthcare & Emergency Service Workers in Direct Contact with the Infected
• Children 6 months to 4 years w/chronic medical conditions
• Children 5-18 w/chronic medical conditions

The Department of Labor issued a letter to employers in August that cited the CDC’s recommendations.  The letter states employees should stay home at least 24 hours after the fever–without penalty.  In addition they recommend instituting flexible workplace policies, including telework, flexible schedules for workers who need to stay home.  Due to the fact that medical resources will be overwhelmed, the D.O.L. also waives the requirements for Dr. notes. 

Knowing what I know about how things really work inside HR and in organizations, I scratched my head and wondered, really? Hmm, and yet if we are inundated with the labor shortage due to illness that CDC predicts, we have to be prepared.  So, now I want to hear from you.  What steps have your company taken to prepare for the onslaught of this flu season?

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