The world has been reacting and adjusting to COVID-19 for more than a year now. Considering that we have the vaccines, there is now a ray of hope. This ray of hope seems important for the individuals and businesses to begin to move forward and plan for a new normal.
Keeping in mind that ‘americans back to work’, it is vital to remember that rules and best practices are still evolving at this vital juncture. Hence there is a guide list incorporating all the best practices which need to be taken up by people who plan back to the office.
This “Guide to Best Practices” is not intended to be exhaustive; instead, it should be used as a starting point for New York City employers when developing or updating their policies.
Setting Up a Task Force
The task force should be made up of a small group of people from each firm location, including representatives from all shifts, who will assist in the preparation of a Preparedness and Response Plan.
Furthermore, it should be the task force’s responsibility to make sure that there is a proper implementation of the policies drafted by the government of the local authorities for the americans who back to work. The task force should regularly convene to review new developments and receive feedback.
Create and Amend Preparedness and Response Plan
Employers should be expected to create and amend their Preparedness and Response Plan on a regular basis as per the changing demands, pandemic developments, state orders, and the changing regulations. The amendment in the Preparedness and Response Plan should also be as per the new information available through various researches and studies by the doctors and the scientist in the field of COVID-19.
Employers in NY should undertake daily and weekly audits to check that employees follow COVID-19 policies and procedures and keep audit records to comply with applicable laws, regulations, and rules.
Sanitization Process and Mandatory Use of Face Mask
According to the Centers for Disease Control and Prevention, routine cleaning is critical for limiting the transmission of COVID-19. The Centers for Disease Control and Prevention and most state health care departments continue to recommend the use of cover your nose and mouth when indoors among other people, hence in the workplace covering your nose and mouth should be mandatory whether fully vaccinated or not.
Social Distancing Measures
When possible, employers should compel employees to maintain a social distance of more than six feet. Employers should restructure and restructure office spaces to improve space between employees, utilize ground markings to clearly define safe distances and desired postures of employees in various shared areas, and achieve this goal. If employees are found to be breaking these rules, supervisors should take action.
Workplace Reconfigurations and Changes
To ensure a safe return to work, an employer can make various temporary and permanent measures. Depending on availability, local requirements, and the employee’s job, temporary adjustments may include giving or encouraging staff to wear cloth or disposable facial coverings or using an alcohol-based hand sanitizer with at least 60% ethanol or 70% isopropyl alcohol. Additional fans and other air-circulation devices may be installed as permanent alterations to promote ventilation.
Safety Policies
Any policies should be carefully developed to incorporate the most recent federal, state, and local recommendations in lieu of when staff members plan to go back to work after vaccination. Before permitting the staff members back to work after vaccination, a company may require them to show health certificates attested by a doctor. Before allowing an individual into the workplace, a company should appoint someone to do COVID-19 testing and temperature checks.
Maintaining Records
Employers can keep track of whether their staff has been vaccinated. Human Resources Department should manage the records of the vaccinations of their staff before the staff members plan to go back to work after vaccination.
Additional Policies
There should be certain policies that encourage sick employees to stay home. There should be policies to categorize between necessary and unnecessary travel. Also, an important policy should be regarding the lunch breaks or tea breaks where the staff should follow strict social distancing. Employers may need to improve employees’ contacts with attorney help.
