Webinar: Employer Guidelines to Reopen the Workplace
Take advantage of this complimentary webinar by LD Human Resources. Founder and President, Luisa De Jesus, reviews the new safety guidelines announced by the Government of Ontario as workplaces begin to reopen. The 35-minute presentation answers a number of HR-related employer questions to help transition employees returning to work and welcome back customers.
By Luisa De Jesus, CHRP, CHRL
Is your business prepared to reopen and meet Ontario’s new health & safety measures? On May 3rd, Premier Doug Ford announced the Province’s plan to begin a slow workplace reopening but he warned this is a “new normal”. The roadmap he outlined will take place in three stages. While the first stage has already launched in time for the May long weekend, the announcement did not include specific dates for the second and third stages of reopening. There is still uncertainty regarding when daycares or day camps will reopen this summer and which businesses will be allowed to open next. On May 19th, the Province announced that schools shall remain closed for the rest of the calendar year and overnight camps have been cancelled this summer.
Four critical factors help government leaders and health experts to decide when and how to proceed at each stage. They include: virus spread and containment; and, the capacities of the health system, public health system and incidence tracking.
As social gathering restrictions begin to lift, employers must prepare to safely welcome back their employees and customers. LD Human Resources wants to ensure that Canadian employers are ready! The team has identified the following guidelines for employers to follow to ensure a smooth transition:
Basic Guidelines for a Safe Return to Work
Of course, different industries call for differing measures to be taken, but several rules apply to all businesses:
Employers must encourage 2-metre physical distancing at all times. If this is unrealistic - perhaps your work area is small - it is essential you find other ways to protect your employees such as to purchase and have barriers installed between their workspaces. Installing plexiglass is one easy solution.
Employers should aim to stagger start-times, breaks and lunches to reduce the number of employees working together at one time, particularly in a confined space. Creating “work teams” - smaller groups that work on-site at the same time to avoid business interruption should one of your employee contract a case of Covid-19,
Regarding sanitization, employers should ensure commonly touched surfaces and sanitize all shared equipment. Proper cleaning stations for employees to wash hands must be amply available including access to soap, water and hand sanitizer. Customers should also have access to hand sanitizer upon arrival. Encouraging stringent hand hygiene is essential to preventing an outbreak in your work environment. Larger work sites may also require visitors and third party suppliers entering the premises to respond to a verbal questionnaire by security.
Technology should be used for communication rather than having in-person meetings or face-to-face conversations where possible.
There are more specific guidelines for each industry including restaurants and food processing, services & retail, agriculture, manufacturing, construction, tourism & hospitality, and more. The team at LD Human Resources would be happy to help you review your industry-specific guidelines and make a plan for successful implementation in your workplace.
For the full webinar, click on the image to watch the 35-minute presentation.
Employer Do’s and Don’ts
Employers want to feel they are doing all they can to facilitate a seamless transition back to work. However, there may be a few roadblocks along the way. Below is a a short list of “do’s” and “don’ts” to help maximize employee satisfaction while ensuring a smooth return to work:
DO:
accommodate employees by giving them the opportunity to work remotely where possible. Many people are in difficult circumstances trying to make childcare and eldercare arrangements. Be understanding and patient as they try to balance family responsibilities outside of work.
frequently communicate with staff in a transparent and honest manner to earn their trust.
provide updated safety and training information with relevant policies regarding Covid-19.
give employees the mental health support they need to deal with the stress of returning to work. Do show care and ask each staff member how they are doing. The Centre for Addiction & Mental Health (CAMH) hosts a number of useful online resources to assist people who are struggling, or may know of someone having difficulty coping during this crisis.
demonstrate gratitude for returning staff.
DON’T:
hold crowded in-person meetings. Take advantage of virtual platforms such as Zoom or Google Hangouts, or hold outdoor meetings during summer.
ignore employee concerns or anxieties about coming back to work.
permit, ignore or encourage racial discrimination in the workplace as it pertains to the virus (or ever).
Considerations for Successful Plan Implementation
You may be concerned about staff not wanting to return to work. What if employees can earn more on the Canada Emergency Response Benefit (CERB)? For the record, this is not a legitimate reason to refuse work. However, other circumstances such as daycare or schools being closed, and a genuine concern for safety, are valid reasons. The employer must address this and accommodate staff accordingly. They should also put a contingency plan in place should there be a second wave of Covid-19.
The team at LD Human Resources is here to support Canadian employers and help them to navigate through COVID-19, and beyond. During this difficult time, we are offering business owners a complimentary 30-minute video call to answer your HR-related questions.
About the Author
As the Founder and President of LD Human Resources, Luisa is a highly motivated and results-driven human resources professional with over 20 years’ experience in HR. Luisa is a Certified Human Resources Professional and holds a Bachelor of Arts degree from the University of Toronto. She also graduated with honours, obtaining her Human Resources Management certificate in 2010.
Luisa’s expertise spans professional and financial services, construction, travel and tourism, IT, not-for profit and retail. Her key strengths include: strategic consulting; performance management, succession planning; recruitment and employee relations; organizational development and learning; compensation and benefits. Luisa is committed to high professional standards that link HR best practices to business objectives, delivering results within changing environments. She is a proud mother of two strong-minded young girls, and an advocate for mental health and wellness.