Reopening For Business: Things To Consider- 27 May
Many businesses are beginning to reopen their doors again as lockdown rules become less strict. There are many things to consider as business begins again.
For example, many businesses are considering implementing temperature checks to help monitor for COVID-19 symptoms and keep their businesses healthy and safe.
On top of temperature checks, here are a couple things that you may not have thought of implementing as you restart your business.
Many employers had to layoff employees at the height of the pandemic, but as things slowly return to normal—bringing employees back on to pick up the slack will become necessary.
Because so many were laid off, it is likely you will have multiple candidates looking at the same position. How can you ensure you’re getting the best candidate for the job?
We highly recommend using a background screening provider to help verify resume information and conduct reference checks. This not only helps save your HR team hours and hours of work, but it helps you find employees you can trust that really do come highly recommended (not just those that say they are on their resume).
Interested in implementing screening services to help your company? Blueline Services provides a wide variety of background screening options that are completely customizable for your company’s needs. Check out some of the details here.
As you are likely aware, wearing masks in public settings has been a subject with a lot of varying opinions amongst the public. However, depending on your state, county, or profession, wearing a mask could be mandated by your governor or public health officials. These requirements are constantly changing, but Littler recently published a list of statewide mask requirements that may be helpful—found here.
If you are in a state that does not require you or your employees to wear a mask in your area of work, you should clearly address what your expectations are for your employees at your discretion.
Employees with Chronic Health Conditions
Employees with underlying chronic health conditions such as heart or lung problems, diabetes or autoimmune diseases may be at higher risk of serious complications if they contract COVID-19.
As an employer, you should consider these health conditions when asking employees to return to work. Accommodations could include allowing an employee to work remotely, or making workplace adjustments in order to help limit this employee’s contact with others.
Earlier this month, the federal Equal Employment Opportunity Commission posted guidance that the Americans with Disabilities Act prohibits an employer from categorically excluding employees with chronic conditions from returning to the workplace to protect the employees’ own health. “Under the ADA, such action is not allowed unless the employee’s disability poses a ‘direct threat’ to [the employee’s] health that cannot be eliminated or reduced by reasonable accommodation.”
So while you may allow employees to work remotely or help limit their contact with others, you cannot demand that an employee not return to work unless it is deemed a direct threat after and individualized assessment of that employee’s condition.
Guidelines and potential risk continue to shift in this ever-changing pandemic climate. As you reopen your businesses, we urge you to take proper precautions and put procedures in place to help ensure that your transition is as seamless as possible.