This framework outlines employment considerations in planning a return to more normal operations. It is organized in building blocks. Section A applies to all employers. Other sections define issues based on levels of business impact.
In general, you should begin or complete:
Preparing your facilities
Developing new policies, as needed. (i.e. telework, safety)
Creating a physical distancing plan
Controlling access for safety and health issues
Increased cleanliness, reduced touch points
Enhanced employee communications
Many professional and industry organizations have specific return-to-work guidelines too. Check for those in your arena.
A. ALL EMPLOYERS
1. Strategic review
Impact of current/planned business changes on employment and employeesChanges due to states of emergency impact plus 2-5 below
2. Community Preparedness needed to support for return to work
Schools/daycare open
Public transportation – normal schedules
Medical care available
Food services
3. Building/Office Preparations
Increased sanitation and air-handling building-wide
Office cleaning services enhanced
Physical distancing/barriers for employees and visitors
Need for personal protection equipment (PPE), if any
Common space changes (i.e. closed kitchens, conference rooms)
Employee responsibilities and cleaning resources for desks, work area, hygiene
4. Employee Concerns
Consider a survey to determine individual needs and concerns
Vacation/Paid-time-off, if offered: Fiscal year ends in Jun – Sep and you cap carryover, what changes are smart? FY = CY, will you need restrictions on use through Dec 2020 to meet business needs?
5.Safety
CDC Guidelines Guidelines for Business
The EEOC is allowing some medical checks or self-reporting for coronavirus symptoms or exposure. Will you require any checks or self-certification on health each day? If so, how will you maintain required confidentiality? How implement?
6. Legal Issues
All employers: OSHA – requires provide safe workplaces HIPAA – treat medical information as confidential FFCRA – requires paid coronavirus-related leavePaid Leave FAQs
Over 15 employees: EEO – requires non-discrimination in treatment (e.g. retention, medical checks) ADA – equal […]
Recent Comments