Ontario’s Reopen Plan: Business Owners, Are You Ready?

As Ontario enters Phase 3 of the Reopen Plan, nearly all business owners are gearing up to welcome their employees, customers and vendors back into the workplace. Since there are many considerations and new Provincial government mandates, LD Human Resources has provided an outline of questions to ask and government measures to consider that help employers to prepare.

By Luisa De Jesus, CHRP, CHRL

Most of Ontario has been given the green light to reopen business as long as proper protocols are put into place. Many employers are preparing for their staff to re-enter the workplace in addition to ensuring a safe environment for their customers and business associates to return. Many considerations are required and should be reviewed carefully as new measures are put into action. Although the number of COVID-19 cases has diminished, the reality is that a second wave is expected to hit in the Fall. To minimize the spread, business owners need to take the Ministry of Ontario’s guidelines very seriously.

Below, LD Human Resources has provided a series of questions to consider as employers prepare for their workplace reopening:

 1.     What stringent measures will you put into place to ensure the safety of your staff?

2.     Have you ordered enough PPE equipment such as masks and sanitization products to ensure you can maintain a safe and clean workplace environment?

As many businesses are allowed to re-open their doors, they must take extra precautions to ensure their employee’s, visitors’ and vendors’ safety. Face shields, protective masks and a strict sanitization policy will help to keep everyone safe.

3.     What is your plan should someone contract the virus at your place of work?

4.     Will you revert back to a work-from-home policy or shut the business down entirely, if there is a second wave?

5.     How are you ensuring your staff will feel comfortable returning to work and respect one other’s varying comfort level with social distancing?

6.     Have you listened to the concerns of your employees?

7.     What measures do you have in place should your customers ask for special accommodations?

8.     How are you accommodating staff who continue to manage childcare uncertainties in September?

Without a vaccine to stop the virus and prevent its spread, COVID-19 continues to pose a serious risk to everyone.  Those who were considered high risk with respiratory and/or underlying health conditions, and the elderly, continue to be threatened and risk their health when leaving home.  Many caregivers who look after those high-risk individuals will continue to have the same concerns and similarly continue to expect and require special accommodations when returning to work.  Although children will be returning to school in September, many parents are still not comfortable to send their children.  Moreover, the school day typically ends earlier than a workday without the option of morning or after-school care as was the case before, and so schedules will need to be reorganized to ensure flexible work hours are in place.  Additionally, with many families impacted financially by the pandemic, the cost of outside childcare may not be feasible.  

Special accommodations must be met if an employee is in a predicament with their caregiving duties and may put others at risk. Business owners must ensure they follow the Employment Standards Amendment Act which allows for protected leave without pay under certain circumstances.

As stated on the Ontario Human Rights Commission website, employers are expected to accommodate staff upon request.  Potential accommodations can include allowing employees to work from home where feasible, permitting employees to work alternate hours, allowing employees to take leave from work, or provide other flexible options.  On March 19, 2020, Ontario passed Bill 186, Employment Standards Amendment Act (Infectious Disease Emergencies) 2020, which allows for: job-protected leave without pay to employees under medical investigation, supervision or treatment; or, in isolation or quarantine; or, who need to be away from work to care for children because of school or daycare closures. Similarly, this leave of absence is available to caregivers who look after at-risk relatives, or whom are affected by travel restrictions due to COVID-19. Such accommodations will be required moving forward as we continue to navigate the various phases of reopening in Ontario. 

Those returning to the workplace may continue to feel anxious about potential exposure to the virus and comfort levels will vary among colleagues.  While some people may be very strict with social distancing measures, others may have a more relaxed view.  It’s important to respect one another, and be kind and considerate of each other’s personal experiences.  Some employees may not want to discuss why they feel a certain way about the pandemic, and so employers may want to consider implementing creative ways for their team members to communicate their comfort level to one another in the workplace.

Business owners are finding creative ways to help employees communicate their social distancing preferences.

Social distancing will be the new norm for many as we continue to navigate through this pandemic.  How we adapt as a society will be based on provincial government protocols and the way businesses support the implementation of new guidelines. We, at LD Human Resources, are here to support you as you put measures in place to ensure the health, safety and mental wellbeing of your colleagues.  After all, it’s your people that set you apart and so ensuring the best workplace environment and a positive employee culture will yield positive business results. Drop us a line for your free HR consultation, today.

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 BA 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; and, 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.