Straight HR Talk - Reuniting in the New Normal
Well the world has changed again and as we reopen our businesses, we’re going to have a lot more to think about than just running our operations.
People are scared about what to expect when they come back to work. Managers are unsure about what to say to returning employees. Business owners are concerned that rules we lived by for hiring or counseling or even terminations may no longer apply.
But what do you do and where do you go when rules seem to change daily? Right now, best words of advice we can follow is… Use your common sense when faced with something you don’t know. Before making an off-the-cuff decision exercise good judgement. And always, always filter your response with patience and understanding.
Here are 10 HR guidelines that have been circulated by the Department of Labor and the Society for Human Resource Management about things you can and should do when we start reuniting our workers. Please note that requirements and regulations vary from local to local. You are urged to consult with your legal advisor if you have questions.
Remind everyone that safety, hygiene, and social distancing is EVERYONE’s responsibility. Be conscience of sharing tools, workstations, and supplies.
Employers have the right (and the responsibility) to take employee’s temperatures and may elect to keep a confidential record of the results.
Employers must pay employees for time they wait to have a temperature check. This is considered on the clock time by the Department of Labor.
Employers may ask employees if they have COVID19 symptoms or been in contact with or a caregiver to someone who has COVID19 or been exposed to COVID19.
All employees and visitors may be required to answer questions regarding COVID-19 symptoms before entering the building. Individuals who refuse to answer health screening questions may not be permitted entry.
Employers can send employees home if they have symptoms or indicate they’ve come into contact with COVID19. This may be with or without pay depending on circumstances and company policy.
Employers have an obligation to keep the employee’s medical information confidential. Any information or records must be maintained in a confidential medical file and may only be shared as required by public health officials.
Should an employee contract COVID-19 and potentially expose others in their workplace, Employers must immediately inform all affected employees of the possible exposure. The name of the individual who contracted the virus should be kept confidential.
Employees who continue to provide at home care for school age or pre-school children whose schools or daycares are closed due to COVID19 may continue to be eligible for up to ten weeks of Emergency COVID19 FMLA leave providing they have not already exhausted their leave.
Employees without a valid reason to remain at home and who do not return to work when required to do so may be terminated from their job.
At the end of the day we’re all in this together and no one has all the right answers. Kindness, patience, and good old-fashioned common sense should be everyone’s guiding light.
Remember, Leadership is not about titles or the corner office. It’s about the willingness to step up, put yourself out there, and to be courageous. The world is desperate for braver leaders. It’s time for everyone to step up.