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Adapting Workplace To Change PDF

This document provides a checklist for adapting workplace practices due to COVID-19. It outlines considerations in areas such as remote work, compensation and benefits, staffing, employee relations, and communication. Key areas addressed include training employees and supervisors for remote work, revising compensation and leave policies, implementing remote hiring and onboarding procedures, addressing bullying and violence prevention, developing communications for returning to work and exposure notification, and anticipating increased union activity.

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Id Tawheed Kolajo
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106 views2 pages

Adapting Workplace To Change PDF

This document provides a checklist for adapting workplace practices due to COVID-19. It outlines considerations in areas such as remote work, compensation and benefits, staffing, employee relations, and communication. Key areas addressed include training employees and supervisors for remote work, revising compensation and leave policies, implementing remote hiring and onboarding procedures, addressing bullying and violence prevention, developing communications for returning to work and exposure notification, and anticipating increased union activity.

Uploaded by

Id Tawheed Kolajo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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CHECKLIST

ADAPTING WORKPLACE PRACTICES


DUE TO COVID-19
REMOTE WORK
Train employees on new technologies for remote/distanced work.
See Virtual Presentations, Meetings Require New Approaches for Success.
Train supervisors on managing remote workers.
See How to Manage Employees Who Struggle to Perform Remotely.
Implement employee engagement strategies for remote workers.
See How to Engage Remote Employees During the Coronavirus Pandemic.
Develop practices for handling HR issues such as investigations and terminations remotely.
See Rise to the Challenge of Remote Investigations.

COMPENSATION AND BENEFITS


Revise compensation strategies to reflect the current environment.
See Developing a Post-Pandemic Pay Strategy.
Address leave policies to encourage employees to take time off when sick and to utilize
vacation leave.
See Minimize Vacation Scheduling Conflicts in the Pandemic.
Develop a plan for responding to employees with caregiving responsibilities that interfere with
the employee’s ability to work.
See Child Care Complicates Return to Work.
Revise employee benefit plans to reflect allowable election changes.
See COVID-19 Checklist: Adopting Cafeteria Plan/Section 125 Amendments.
Notify employees of changes to benefit plans and extended COBRA deadlines.
See DOL Temporarily Extends COBRA Sign-Up Deadlines.
STAFFING
Revise selection and hiring procedures to allow for social distancing and remote processes.
See Hiring New Employees During COVID-19.
Implement procedures for onboarding remote workers.
See Virtual Onboarding of Remote Workers More Important Than Ever.
Update layoff and recall policies to prepare for fluctuating staffing needs.
See Layoff and Recall Policy.
Review recall procedures to ensure a fair and lawful process.
See Recall Furloughed Workers Lawfully.

EMPLOYEE RELATIONS
Address bullying behavior at work to avoid claims of a hostile work environment and/or
decreased employee morale.
See Stopping Bullying During the COVID-19 Emergency.
Anticipate the potential for workplace violence incidents due to increased stress and anxiety
amongst employees.
See Preventing Workplace Violence Inspired by COVID-19.
Prepare to respond to requests for reasonable accommodation from employees in
high-risk categories.
See How to Accommodate At-Risk Workers.

COMMUNICATION
Develop a communication plan for employees’ return-to-work and changes to policies
and practices.
See 12 Tips for Return-to-Work Communications.
Determine how company-wide staff meetings will be conducted.
See How to Have Town Hall Meetings Without Spreading the Coronavirus.
Develop a process for identifying and notifying the workforce of possible communicable
disease exposure.
See Notice of Workplace Exposure to a Communicable Disease.
Recognize the possibility of increased union-organizing activity and prepare
communications in response.
See Unions Organize in Response to COVID-19 Safety Concerns.

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