Returning to in-person work is a top priority for many
workplaces. As the impact of the COVID-19 pandemic lessens, employers are eager
to get employees back in their buildings. But that comes with a series of
complications.
The most significant complication is the fact that every
workplace decision in the immediate future will be viewed through
COVID-19-colored glasses. In other words, while the pandemic may be getting
under control, it’s still top of mind for many people. Knowing this, employers
will need to balance policies against health concerns. This means potentially
updating preexisting policies or adding new ones to conform to the current
reality where employees are still dealing with the lingering effects of the
COVID-19 pandemic (e.g., greater dependent responsibilities, health conditions,
financial disruptions, etc.).
To assist this effort, this article outlines eight workplace
policies that employers may consider revisiting prior to reopening their
businesses for in-person work. Reevaluating policies now can help better
transition employees back into the workplace later.
Note, this is a general information article. The law is
constantly evolving, and government guidance will continue to affect all these
policies moving forward. Employers should contact legal counsel when amending
or drafting any workplace policy.
1. Return-to-Work Policy
Some workplaces have stand-alone return-to-work policies that
apply to employees temporarily unable to do their jobs due to injury or
illness. These policies typically outline how an employee may still contribute
to the organization while ill or injured. In other cases, return-to-work
policies refer to the specifics of transitioning employees back to their
regular positions or alternative arrangements. In the wake of the COVID-19
pandemic, employers may consider revising return-to-work policies to include
individuals who are unwilling or unable to return to in-person work due to
COVID-19 fears.
2. Travel Policy
Some workplaces require travel for certain positions. During a
pandemic, this can make travelers wary. That’s why some employers have adapted
their travel policies to limit nonessential travel and specifying precautions
that employees should observe while traveling. These policies often include COVID-19
tests, self-quarantining or other measures to ensure the safety of traveling
employees.
3. Remote Work Policy
Remote work policies may have been a fringe consideration just a
few years ago, but now they’re nearly everywhere. And, during the COVID-19
pandemic, they have been invaluable. That’s why employees and employers alike
are looking for ways to retain these arrangements. To that end, employers may
want to explore how they can adapt their current remote work policies to
accommodate employees even after the COVID-19 pandemic ends. Remote work
policies typically specify how employees may request remote arrangements and outline the steps
in the approval process. Policies may also be adapted to cover hybrid work
situations, where employees work some in-person hours and some remote-working
hours. Employers interested in such arrangements may consider ways to balance
scheduling flexibility with adequate staffing coverage.
4. Paid Time Off Policy
Paid time off (PTO) is one of the most popular employee benefits
offerings. Sometimes employees need to take time away from work for personal
obligations or to simply recharge. PTO is sometimes separate from vacation
time, with different restrictions as to when it may be used. For that reason,
employers may choose to adapt their PTO policies to reflect the realities of
the COVID-19 pandemic; this may include expanding applicable reasons to request
PTO, changing how PTO is accrued or adjusting how much PTO may be used within a
certain period.
5. Vacation Policy
After a year of being cooped up at home, employees may be
yearning for vacations. However, if everyone decides to take off at once, that
could be crippling to a business. For that reason, employers may wish to review
their vacation policies (if separate from PTO policies) to ensure adequate
operational coverage at all times.
6. Sick Leave Policy
As with vacation time and PTO, sick leave is another way for
employees to take time away from work if they need it. However, this type of
leave is subject to specific state and federal employment laws. For instance,
during the COVID-19 pandemic, some employees were afforded guaranteed time away
from work under specific circumstances. That’s why it’s important for employers
to review their sick leave policies to ensure compliance with applicable
federal and state laws; this includes continuing to monitor official guidance
as it’s released.
7. Mask Policy
Mask-wearing has been a contentious topic during the COVID-19
pandemic. With more employees getting vaccinated, some businesses aren’t
requiring that masks be worn by anyone—staff or customers. Other establishments
are taking the opposite approach, even among vaccinated individuals. Deciding
whether to require masks will come down to individual workplaces, but each
decision will likely involve the following considerations:
·
Applicable state or federal laws
·
Federal/expert recommendations (nonbinding)
·
Employee attitudes
·
Density of COVID-19 cases in the area
·
Operational variables surrounding the
organization
Additionally, employers with mask policies will need to consider
to whom the policies apply (e.g., all staff and customers) and in which
circumstances (e.g., when within 6 feet of another person).
8. Workplace COVID-19 Safeguards Policy
During the height of the COVID-19 pandemic, many workplaces
adopted policies specifically aimed at reducing the spread of COVID-19. These
included enforcing social distancing requirements, spacing out workstations,
cleaning shared areas frequently and limiting building capacities. Even as the
pandemic winds down, some employers may wish to continue these policies to
provide enhanced safety and peace of mind to employees. In addition, some
workplaces are introducing COVID-19 vaccination policies.
Conclusion
Each workplace is unique and its policies should reflect that
uniqueness. When it comes to return to work, employers will need to think about
how to adjust protocols to best fit their own situations. This doesn’t mean
redrafting everything from scratch. Rather, employers should consider the
current state of affairs (i.e., the COVID-19 factor) and adapt their policies
accordingly.
Reach out to Better Business Planning, Inc. for additional
workplace guidance.
