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I. Posting & Policies

  • Post the Families First Coronavirus Response Act (FFCRA) poster in a visible place. Where employees will remain working from home, send by email or post to Company website.
  • Review and revise hiring practices and policies:
    • Have staffing needs changed?
    • Do you need to change benefits or pay to become more competitive?
    • Use remote interviewing techniques as much as possible.
    • Update onboarding practices
    • If you are recalling only some workers that were laid-off or furloughed, ensure your practice for determining who to recall do not discriminate against any group of employees.
  • Review and revise leave policies:
  • Know how the FFCRA affects your previous policies and practices.
    • Consider implementing PTO/vacation rollovers, grace periods, and revise guidelines for usage if vacation is forfeited if not used by year end.
    • Consider implementing or revising bereavement leave policies.
    • Ensure that all employees have access to and an understanding of all leave policies that may apply to them.
    • Review and revise work from home and child-care policies.
  • Update work travel policies in light of any new orders in your state and any new practices being implemented in the workplace to keep employees/customers safe.
  • Review rehire/reinstate provisions for your benefit policies (eligibility/waiting periods).
  • Distribute all new or revised policies to all employees.

II. Health & Safety

  • Explain the company polices and procedures related to illness, cleaning, and disinfecting, and work meeting and travel.
  • Educated employees on how to reduce the spread of COVID-19 at home and at work (follow Centers for Disease Control Prevention recommendation).
  • For employees returning to a worksite, make sure they understand what’s expected of them in the workplace. For example:
    • Must they wear face masks or face coverings?
    • Will protective items and hand sanitizer be provided?
    • Are workplace hours different?
    • Will you be taking employees temperatures each day when they arrive?
    • Is teleworking or staggered shift work allowed/encouraged?
  • Ensure that all employees who are currently ill or have contract with an ill family member stay home (follow CDC recommendations for length of time.)
  • If an employee becomes sick at work, sent them home
  • Promote safe social distancing in the workplace by encouraging employees to:
    • Remain at least 6 feet from each other
    • Email, message, call or video call rather meet face to face
    • Clean computer equipment, desktops, phones and workstations often
  • Provide hand sanitizer, cleaning supplies, face masks or face coverings and no-touch or disposal receptacles.
  • Discourage handshaking
  • Place posters throughout the business to encourage social distancing and hand hygiene

III. Best Practices

  • Be aware of any local public health or other orders related to COVID-19 that may affect your business.
  • Ensure your workplace cleaning company is up to date on current methods of safely removing COVID-19 hazards
  • Communicate frequently and as transparently as possible with employees
  • Train managers on dealing with employees that may face increased personal challenges during this time, such as bereavement and loss, childcare and school-cancellation challenges, financial stress, and other dependent care and support needs.
  • Offer flexibility wherever possible and adjust workloads to be reasonable
  • Be prepared to quickly investigate and stop discriminatory speech or acts in the workplace
  • Consider contracting with an employee assistance program EAP if you do not currently have one
  • Designate a workplace coordinator who will be responsible for COVID-19 issues and their impact at the workplace
  • Develop a plan to operate if absenteeism spikes or another shelter-in-place or stay home order occurs in the future:
    • Implement a plan to continue essential business functions
    • Implement flexible work schedules and leave policies
    • Cross-train employees on performing essential business functions
  • Develop emergency communication plans, including a way to answer workers’ concerns
  • Communicate your appreciation and welcome employees back to work


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