Overcoming Isolation During COVID-19 and Beyond
While we may not yet have a cure for COVID-19, we do have a cure for the isolation, fear, and anxiety that many of us are experiencing as a result.
Contingency Outcome
In situations where risks are lower, it can be tempting to continue business as usual. However, COVID-19 spreads rapidly, and is not predictable. Therefore, it is important to exercise an elevated level of caution. Avoid long-distance travel, and offer flexible options to employees who have recently traveled, especially to high-risk areas. Be sure to adhere to the CDC’s travel guide when making these decisions. Measures should be implemented to increase social distancing between employees, such as increasing physical distance between work stations and offering rotating schedules to reduce number of personnel on-location at any given time. Additionally, encourage good hygiene and increase efforts to clean and sanitize the workplace. Be sensitive of employees at higher risk of severe illness, and offer flexibility to keep them safe and healthy. Finally, consider offering additional PTO for employees with COVID-19 as an incentive for staff to remain cautious and pay attention to symptoms. While extra grace should be shown to employees during this time, remember to continue abiding by your company’s policies regarding sick leave to ensure that the system is fair and effective. For specific questions regarding sick leave policies, consult a trusted HR professional or employment attorney.
One of the most vital ways to protect your employees from COVID-19 is to stay informed. The CDC offers a wealth of resources. Additionally, the Society for Human Resources Management (SHRM) offers valuable information for employers. Consider posting some print resources in common areas to spread awareness.
See the CDC’s interim guidance for businesses and employers for more information.
Not Remote Capable
Offer Flexible Options
Employees who are unable to work remotely are perhaps at the highest risk, as they are unable to work without physically being on-location. Work on identifying modifications to systems and processes that will increase remote capability for these employees. Prepare to offer flexible work options, such as a modified work schedule or a temporary reduction of hours.
Remote Capable
Offer Flexible Options
Employees who are able to work remotely may be allowed to do so. Work with individual employees to determine their individual needs and concerns, and develop a plan to support them via remote work if deemed necessary. For employees who are working remotely, continue to encourage responsible social distancing measures outside of the workplace to keep staff safe and healthy.
Remote With Staff Division
Offer Flexible Options
Employees who are able to work remotely may be allowed to do so. Work with individual employees to determine their individual needs and concerns, and develop a plan to support them via remote work if deemed necessary. For employees who are working remotely, continue to encourage responsible social distancing measures outside of the workplace to keep staff safe and healthy.
Remote With Schedule Division
Offer Flexible Options
Employees who are able to work remotely part-time may be allowed to do so. Work with individual employees to determine their individual needs and concerns, and develop a plan to support them via remote work if deemed necessary. For employees who are working remotely, continue to encourage responsible social distancing measures outside of the workplace to keep staff safe and healthy.
If you are unsure which category an employee falls into, use the Remote Options Tool to determine how and when to engage remote or flexible work options.