Operating amid the pandemic has entered a new phase of difficulty–particularly for employers of both vaccinated and unvaccinated workers. Shortly after the CDC updated its guidelines on May 13, noting that vaccinated individuals no longer needed to wear facemasks indoors, the Occupational Safety and Health Administration (OSHA), a federal agency that oversees workplace health and safety, updated its Covid-19 guidance.
On June 26, OSHA updated guidance in compliance with the CDC to help employers protect workers who are still not vaccinated, with a special emphasis on industries with prolonged close-contacts such as meat processing, manufacturing, seafood, and grocery and high-volume retail. The guidance includes protocols for social distancing, mask wearing, and other health procedures meant to keep both parties safe.
Considering that just 52 percent of the U.S. population is fully vaccinated against the coronavirus, chances are some of your employees have yet to get a jab. That means if you’re planning a return to the office, you’ll also need to create two separate workplace health policies.
These policies will be different from business to business, depending on the level of community spread in a given location and the level of contact employees have with the public. But acting is a must, says David Barron, labor and employment attorney at Cozen O’Connor. Failing to address a stratified workplace–or even just relying on the honor system–could lead to legal trouble, a loss of morale, turnover, and employees falling sick.
Founders like Dominique Kemps aren’t taking any chances. Her business, GlassExpertsFL, a commercial glass repair company, is located in Miami. Florida overall has been particularly hard hit by the Delta variant, a more contagious strain of the coronavirus. Daily, about 10 in 100,000 people are contracting the coronavirus by way of the Delta variant. As of July 2, only 46 percent of the population of Florida was fully vaccinated, according to the CDC.
Kemps has devised two separate physical workspaces: one for vaccinated employees and another for those who remain unvaccinated. Also for unvaccinated employees, meetings are held virtually, while vaccinated employees can wear a mask and attend if desired. Vaccinated employees can also eat lunch together, while Kemps has asked unvaccinated employees to eat in a designated area. “Frankly,” she says, “it hasn’t been easy.”
Here’s how to ease the transition:
1. Request vaccination information.
Before you make any decisions regarding which policies to enact, first ask and keep track of who is vaccinated and who isn’t, says Dr. Shantanu Nundy, chief medical officer at Accolade, a benefit provider for health care workers. An employer can request a copy of an employee’s vaccination card or other proof, which should help you determine how much of your workforce falls under one policy or another.
If you opt to review vaccination information, note that anything you collect must be considered confidential information that has to be kept private in files that are separate from personnel files. A failure to do so may result in anti-discrimination violations under the Americans With Disabilities Act and the Genetic Information Nondiscrimination Act, two laws that protect workers from health status discrimination.
2. Overcommunicate any policy changes.
It’s also crucial to communicate any change in policy openly. Robert Johnson, founder of Sawinery, a Windsor, Connecticut-based creator of woodworking projects, divided workers into two shifts, the first for vaccinated individuals, and another for unvaccinated workers. He’s made it clear to his staff that he’s waiting until everyone is vaccinated before returning to the original schedule.
“The structure won’t compromise anyone’s safety and everyone can work without any worries in mind,” says Johnson.
3. Stay flexible.
If anything has been true about the pandemic, it’s that things can change rapidly. As such, Nundy recommends clarifying that policies are flexible and may be subject to change. Some unvaccinated folks may want to leave if they feel they’re being treated differently, such as not being allowed into the office. Some smart wording can easily allay these concerns, he says. Instead of telling unvaccinated employees that they’re not welcome in the office again, make it clear that the policies are temporary–if that’s the case, of course–and that you’re open to feedback, adds Nundy.
The occupational safety and health policy defines the goals for the occupational health and safety work in the workplace and for activities that promote the working capacity of the staff. The policy also describes occupational health and safety responsibilities and the way of organizing the cooperation measures. The preparation of the occupational safety and health policy is based on the Occupational Safety and Health Act. The policy is employer-specific and applies to all employers.
By: Brit Morse, Assistant editor, Inc.@britnmorse
Source: Why Your Return to the Office Requires Two Workplace Safety Policies | Inc.com
Workplace wellness is any workplace health promotion activity or organizational policy designed to support healthy behavior in the workplace and to improve health outcomes. Known as ‘corporate wellbeing’ outside the US, workplace wellness often comprises activities such as health education, medical screenings, weight management programs, on-site fitness programs or facilities.
Workplace wellness programs can be categorized as primary, secondary, or tertiary prevention efforts, or an employer can implement programs that have elements of multiple types of prevention. Primary prevention programs usually target a fairly healthy employee population, and encourage them to more frequently engage in health behaviors that will encourage ongoing good health (such as stress management, exercise and healthy eating).
Secondary prevention programs are targeted at reducing behavior that is considered a risk factor for poor health (such as smoking cessation programs and screenings for high blood pressure). Tertiary health programs address existing health problems (for example, by encouraging employees to better adhere to specific medication or self-managed care guidelines).
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