Transition from leave: Prepare a communication plan for calling employees back to work.
Determine how to handle refusal to work and requests for accommodations: Consider issues around "at-risk" groups and accommodation s requests due to logistical and other barriers when returning to the worksite.
Establish well-defined protocol for dealing with suspected and confirmed cases of COVID-19 .
Consider testing measures: Consider different screening processes and protocols, including questionnaires, self-certifications, temperature and other symptom checks, and virus and/or antibody testing, if available and legally permissible.
Determine rules for visitors, vendors and other workers in the workplace: Determine how or to what extent the above policies, practices, and protocols will be applicable to temporary workers, staffing agency workers, independent contractors, vendors, delivery workers, and other visitors when they are in the workplace. Consider potential changes in pay, hours, schedules, duties, wage/hour. Consider how bonuses, incentive pay, or free benefits may implicate regular rate calculations, potentially impacting overtime , holiday and sick pay.
Assess offerings to support employee physical and mental health through an employee assistance program.
Determine which workplace safety laws apply: Law will vary by state and territory, and the law is likely to impose different requirements for masks and other ppe, social distancing protocols, and cleaning requirements, in addition to related notices.
Evaluate hiring practices/hiring needs in light of covid19-: evaluate the need to hire additional employees due to increased business needs or unavailability of current employee pool.
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