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As Little Barn LLC (d/b/a Little Barn Dance and Musical Theatre Co.) (“Little Barn”) continues to monitor the local, national and worldwide incidence of the coronavirus and the illness it causes, COVID‐19, staff members are asked to review the following workplace policies and guidance. It is likely this information will change as the situation evolves and more becomes known.

Little Barn’s priorities in setting these workplace policies are to:


  • Maintain a safe and healthy workplace, including minimizing the transmission of this contagious  disease;

  • Sustain programs that are essential to our mission;

  • Encourage an ethos of fairness, open communications and concern for the wellbeing of our staff    and clients.


Most Important Actions to Take Now

  1. All staff are urged to take basic preventive measures to avoid exposure to, or infection by, the   virus causing COVID‐19.

  2. Use discretion when working on-site with clients.

  3. If you feel sick at all, stay at home and monitor your symptoms.


Responsibilities and Policy Elements

Below, we outline the required actions employees and staff members should take to protect clients, co-workers and themselves from a potential Coronavirus infection.

COVID-19 Vaccination Status

  • Little Barn must comply with the New York State Commissioner of Health and Mental Hygiene. Accordingly, Employees and staff may be required to reveal his/her vaccination status and provide proof of same.

  • Certain customers and clients of Little barn may require either proof of vaccination or periodic COVID-19 testing to ensure a safe workplace for themselves and their children. All employees and staff agree to adhere to Little Barn’s policy now or in the future on testing, which may include the mandatory periodic testing and presentation of negative test results.  All employees and staff agree to comply with any such requirements.


  • Certain customers and clients of Little Barn may request that Personal Protection Equipment be worn while working on site.  All employees and staff must comply with the customer’s/client’s wishes regarding PPE, including the mandatory wearing of masks while on site.  All employees and staff agree to comply with any such requirements.

Social Distancing Policy

  • Social distancing means avoiding large gatherings and maintaining distance (approximately 6 feet or 2 meters) from others when possible.

  • Avoid hugging and handshakes.

  • Services will be delivered in a way to limit the amount of face-to-face exposure between employees, co-workers and clients.

Respiratory Etiquette and Hand Hygiene Policy for Employees and Staff Members

  • Place alcohol-based hand sanitizers with at least 60% alcohol in multiple locations to encourage hand hygiene.

  • Provide soap and water in the workplace. If hands are visibly soiled, soap and water should be chosen over hand sanitizer.

  • CDC’s 5 Steps of Handwashing

  1. Wet hands with clean running water (warm or cold), turn off the tap and apply soap.

  2. Lather hands by rubbing them together with soap. Lather the backs of hands, between fingers and under the nails.

  3. Scrub hands for at least 20 seconds. Hum the “Happy Birthday” song from beginning to end twice.

  4. Rinse hands under clean, running water.

  5. Dry hands using a clean paper towel or air dry them.

  • Encourage co-workers to sneeze and cough into their elbow or into a tissue. Hands must be washed with soap and water for 20 seconds immediately after coughing or sneezing.

Routine Environmental Cleaning Policy

  • Routinely clean all frequently touched surfaces in the workplace using disinfectant wipes/solution, such as sets, props, costumes, etc.

Reduce Transmission Among Employees

  • Employees who have symptoms (i.e. fever, cough, anosmia, GI symptoms, or shortness of breath) should notify Little Barn, and the client, and stay home.

  • Offer facemasks to ill employees and clients to contain respiratory secretions until they are able leave the workplace (i.e., for medical evaluation/care or to return home).

  • If an employee is confirmed to have COVID-19 infection, employees should inform fellow employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA). The fellow employees should then self-monitor for symptoms (fever, cough, or shortness of breath).

  • Sick employees should not return to work until the criteria to discontinue home isolation are met in consultation Little Barn.

Workplace Policies

  • Well Employees: Staff who are well are expected at work as usual, even if they have been in contact with or caring for someone who is ill with an ordinary respiratory illness (in which case, typical preventive measures are recommended for them as care givers). Well employees are expected at work unless they have been:​

    • caring for someone with a confirmed case of COVID‐ 19, in which case they are required to self‐isolate;

    • in a CDC Level 3 area of concern;

    • instructed to refrain from attending work by public health officials.

    • instructed to refrain from attending work by Little Barn due to the closure of the     facilities.


  • Sick Employees: Staff who have symptoms of respiratory illness must stay home and not come to work until they are free of fever, and any other symptoms for at least 24 hours, without the use of fever‐reducing or other symptom‐altering medicines (e.g., cough suppressants). A fever is defined as a temperature of 100.4 degrees Fahrenheit taken by an oral thermometer. Those with concerns or questions about their illness or seeking advice about whether to come to work are invited to contact Little Barn. If an employee tests positive for COVID‐19, they are required to self‐quarantine and not come into the work until 14 days later.


  • Return to Work: In general, written medical clearance will not be required for return to work. This is being done to avoid overtaxing health care resources.


Potential Additional Policy Changes

If public health conditions worsen, Little Barn’s workplace policies may be further amended. This would be done to address the effects of more widespread illness or absences, more frequent needs for self‐isolation or quarantine, disruption of care arrangements or Little Barn’s priorities for pay continuity. Staff will be notified as necessary of such changes.

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