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
Employees who need to care for family members should be given as much flexibility as possible. In circumstances where remote work options are viable, they should be offered. However, while some leeway may be given, it may not be feasible to provide work exemptions to staff members who are unable to do so.
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 may still be expected to come to work. However, consider offering flexible work options, such as a modified work schedule or a temporary reduction of hours. If you are considering allowing employees to bring their children to the workplace, remember to consider potential liabilities. Children should not be allowed in high-risk areas (e.g. manufacturing floors or warehouses), and should not be placed in areas where they risk substantial disruption to other employees.
Remote Capable
Work Remotely
Employees who are able to work remotely should be allowed to do so. Additionally, consider offering flexible work options, such as a modified work schedule or a temporary reduction of hours.
Remote With Staff Division
Work Remotely
Employees who are able to work remotely should be allowed to do so. Employees without such familial obligations should remain on-location to support those who need to work remotely.
Remote With Schedule Division
Offer Flexible Options
Employees who are able to work remotely part-time should be allowed to do so. Additionally, consider offering flexible work options, such as a modified work schedule or a temporary reduction of hours.
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.