As guidelines continue to change, employers must again revisit and revise policies and practices related to mitigating workplace risk for COVID-19. The Occupational Safety and Health Administration (OSHA) released updated guidance on Tuesday, January 29, 2021, further clarifying expectations for employers. Although the administration has published this as guidance, OSHA, according to a U.S. Department of Labor News Release on January 8, 2021, “has issued citations arising from 300 inspections with proposed penalties nearing $4M.” In today’s climate, this is a risk that most organizations cannot afford. This updated guidance is effective March 15, 2021.

These updates are timely as many organizations return to an office environment after working remotely over the past year. Employers are asking how they can create a safe and compliant “return to work” environment for their teams and employees need and want to understand COVID-19 protocols in their organization. Transparent communication and training around these safety measures will keep your business compliant and your employees comfortable knowing that their employer is taking the appropriate steps to keep them healthy.

Below are a few key points for a successful transition back to an in-person workforce from your friends at SeeKing HR:

OPen Communication

Ensure your communications are open and honest. Transparency is key. Share information    about what you are doing to protect employees and the efforts that you are making to protect their well-being while at work. Likewise, protect the confidentiality of any employee who may have tested positive. There is a need-to-know element related to private health information.

Set Expectations

Train your employees and supervisors ensuring they understand reporting criteria. Ensure that supervisors are aware that retaliation provisions are applicable in these situations should employment action be taken against an employee for having tested positive and/or addressing concerns about workplace safety.

Hear Your Employees

Allow and encourage employees to address their concerns with their supervisor or other members of leadership. Employees are anxious and they need affirmation that you are taking all the necessary (and required) precautions to protect them.

Address Concerns

Provide a safe and welcoming environment to discuss COVID-19 related issues with employees.  Do not take the stance that this will go away or that the concerns may be dismissed without thought. As with any expressed concern, documenting the conversation and outcomes is a best practice.

If you could use professional support in creating and executing compliant practices for your organization, your friends at SeeKing HR are happy to help you assess, develop and implement a COVID-19 Prevention Program – simply, efficiently and effectively.  Send us a message here or give us a call at 210-679-4879.