As more and more states begin to loosen their stay at home restrictions, the question many business owners have right now is, “When can we get our employees back to work, and how do we do so, safely?” Many companies were able to transition to a remote working environment and subsequently have seen their employees really step up to the plate and become very productive working from home. As a result, numerous businesses are making the decision to allow their employees continue to work from home even as regulations begin to allow a return to work. St. Louis County specifically stated that if a business has been able to efficiently operate remotely, they should consider allowing employees to continue to work from home for a little longer.
Getting back on the job
However, not all business can operate remotely and may be eager to get their employees back to work as soon as possible. First and foremost, those businesses must follow the protocol outlined in the applicable reopening guidelines as directed by their states or counties. This could include limited staff or patrons in the building, or enhanced cleaning and employee health screenings. In order to effectively follow these guidelines, employers may choose to allow employees back in waves, or stagger office hours, thus, limiting the exposure each employee has to other coworkers. This may be a great solution for the manufacturing industry where employees work closely to one another.
Safety and Sanitization
Not only may enhanced sanitization be required, it can also help ease employee’s minds when returning. Sanitizing shared or frequently used work surfaces multiple times per day will help reduce potential exposure to the virus. We recommend providing access to hand sanitizer or hand washing stations for employees. Many companies are requiring all employees who return to work, wear masks and/or gloves to help protect themselves. Though it is not a requirement, it’s recommended that if the organization is requiring employees to wear masks and gloves, those should be supplied by the company. Furthermore, management should also consider putting new policies in place for all employees returning to work, so staff is aware of these expectations and mandates prior to returning to work.
Health Screenings and Considerations
As businesses reopen, they may be required to perform daily health screenings under applicable legislation, or they may choose to do so in an effort to protect staff. These screenings can include daily health questions to confirm the employee is not exhibiting any symptoms of COVID-19 and has not been around anyone with those symptoms. It could also include taking the temperatures of staff or visitors. This may cause an issue with privacy concerns, so employers should take great caution with those administering these tests and protecting the data. Employers do have the right to refuse work to anyone who is sick with COVID-19-like symptoms.
The environment employees are returning to may look very different from the environment they left a few months ago. The dynamic in the office will be a little foreign and helping employees get back into the swing of things and adjusting to the changes, is important. Reminding and enforcing guidelines on sanitization, masks, social distancing, and health screenings can help ease concerns of employees apprehensive of returning. However, there may be employees who are simply too scared to return, and these situations should be handled carefully. Overall, employers should strive to provide peace of mind to know staff and remind them the primary concern is employee safety.
As we continue to navigate this uncharted territory as a society, we will start to learn more about what works best and create new best practices for our businesses. Below are some helpful links from the CDC and OSHA that will help you make informed decisions on how to proceed with safely opening your businesses and getting back to work. Should you have any questions, please do not hesitate to reach out to us.
It’s that time of year again. Employers need to tabulate their annual OSHA Log Summary (OSHA Form 300A) and post it in a common area by Feb. 1, 2016.
To be an effective risk management solution, the OSHA Log Summary must list the total number of job-related injuries and illnesses that occurred in 2015. These should also be logged on your OSHA 300 Form. And don’t forget to leave the Summary posted until April 30, 2016.
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