My question involves labor and employment law for the state of: New York
Apologies in advance if this is not the appropriate section in which to post my query.
I'm currently working in a large office in NYC. Last week, I came home after work and observed a bed bug crawl out of the sleeve of my shirt. I captured the bed bug, and three days later I developed hives consistent with bed bug bites. Trying to do the right thing, I informed my HR department, letting them know they should keep their eyes open. An hour later, my supervisor informed me that HR told him I must work remotely until I can provide proof of fumigation. I asked who would be footing the cost and he said I would for any pest control measures in my own dwelling. The company, he said, would be hiring a pest control specialist to have a bed bug canine try and detect the presence of bugs in the workplace. I asked why I couldn't do the same (have a dog, a much cheaper option, at least see if I have more bugs before resorting to fumigation). I was eventually told I could have the dog come, which made me wonder if there really is a company policy on place. They also mentioned that this course of action was pursuant to NYDOH code, but I could find nothing online to substantiate this. So, I'm wondering if my company can:
A) Have a policy that forces me to provide proof of bed bug eradication before allowing me to return onsite
B) Make me incur the cost of extermination when it's entirely possible that I picked up the bed bug from my company. By the way, the icing on the cake is that HR told me not to "feel alone" because they just went through this very course of action with another, unnamed employee. The kicker? That employee, who also notified HR of bed bugs in the home, is on my floor. Also wondering if anyone knows of a NYDOH law that would require me take these actions before being allowed to return to my office. Sorry for typing do many details; I'm just really upset about all of this. Thanks in advance for any help!