It\u2019s a\u00a0daunting\u00a0time\u00a0to run a business.\u00a0\u00a0A\u00a0time where both fear and excitement have blended together.\u00a0 Fear that the\u00a0pandemic\u00a0is\u00a0still\u00a0present and excitement that we will be able to reopen\u00a0our economy.\u00a0 The Governor of NY has given us\u00a0many\u00a0tools\u00a0and guidance with reducing the spread top of mind.<\/p>\n
Before a business reopens, there is nothing better than having a plan.\u00a0 In fact, there is an entire list of requirements that require dedicated resources, leadership,\u00a0and\u00a0consistent\u00a0employee communications.\u00a0 We compiled a list of considerations we are recommending before reopening your business.<\/p>\n
Planning and Communication- Each business should form a committee or identify the person who is responsible\u00a0for\u00a0researching and planning the implementation of\u00a0all local, state and federal guidelines, industry practices, geographic location and business needs.\u00a0This guidance changes weekly and someone needs to stay current, with\u00a0the power to implement\u00a0the changes.<\/p>\n
The designated person\/committee should determine who will return to work,\u00a0the\u00a0possible\u00a0restructuring of jobs, and the restructuring\u00a0of\u00a0work schedules to meet safety standards.\u00a0 Businesses should see this as an important opportunity to \u201cclean house\u201d on multiple levels.\u00a0 If managers have been complaining about Harry\u2019s or\u00a0Sue\u2019s performance,\u00a0maybe you should\u00a0not hire them back.\u00a0 Different job structuring may require a look at job descriptions and compensation.\u00a0 If you were concerned with classification errors, this is a good time to correct\u00a0them.\u00a0\u00a0Decide\u00a0which\u00a0terminated or laid-off\u00a0employees\u00a0will\u00a0be hired\u00a0back.\u00a0 Does the business have\u00a0the\u00a0resources\u00a0to do all the new hire paperwork such as wage notices, tax forms, benefit enrollment, etc.?<\/p>\n
Benefits-Speaking of enrollment, businesses\u00a0should check all their plan documents.\u00a0 Will restructured roles still be eligible for health plans based on\u00a0new\u00a0\u00a0hours\u00a0worked?\u00a0 What do the plans say about reinstatement\u00a0periods?\u00a0 There\u00a0have been\u00a0changes to Section 125 benefits.\u00a0 Communicate new time codes set up for EPSLA and EFMLA\u00a0because the business can receive tax credits if these leaves are coded correctly.<\/p>\n
Policies and Posters-The business should have their handbook\u00a0updated to include all the new and eminent forms of leave.\u00a0 We are suggesting a supplement created at this time that covers Infectious Disease, Expectations for Remote Workers, FFCRA benefits and physical\/personal hygiene protocols unique to this period of time.\u00a0 You may want to consider revising the bereavement policy.\u00a0 Due to the sick time requirements, a business may want to look at their existing paid leave allocations.\u00a0 There are a couple of new required posters that must appear at every business location.\u00a0 Remember remote workers are\u00a0considered\u00a0workplaces so employers need a global way to communicate these new policies and posters.\u00a0 Once again, technology\u00a0can be\u00a0our friend.<\/p>\n
Leaves of Absences and Accommodations-\u00a0 Federal and State governments have responded to the pandemic with new leave of absence\u00a0programs.\u00a0 With the pandemic\u00a0at the forefront, we have almost forgotten employees have other illness or injuries.\u00a0 It is time to update and implement a mechanism to handle requests for family and\/or the employees\u2019 need for leave and accommodation.\u00a0 This is risky business.\u00a0 There are so many layers to consider and handling leaves properly requires knowledge of the laws and the ability to communicate employee rights and responsibilities.\u00a0 Many businesses have raised the white flag and outsourced leave of absences to a third party.<\/p>\n
Employee Well Being-The other side of reopening is anticipating employees fears and anxiety about returning to work.\u00a0 There is no better time for good\u00a0leadership\u00a0and managers\u00a0need\u00a0to step up.\u00a0 Could your managers use some training?\u00a0 Communication is also key because the employer may need to spell out\u00a0why\u00a0employees can\u2019t refuse to come back\u00a0to work, yet at the same time\u00a0understand when they can be flexible based on the business needs.\u00a0 Businesses can get a jump on rumors and misinformation by communicating clearly what measures the business is taking to meet all the\u00a0building, equipment and personal\u00a0cleaning and disinfecting protocols.\u00a0 To reopen, all businesses must implement protective personal equipment such as face masks and gloves.\u00a0\u00a0State law requires\u00a0employers to test employees before work\u00a0and the system should be\u00a0delivered evenly.\u00a0 Requirements include recording and reporting of COVID-19 symptoms, tracking and tracing of cases.<\/p>\n
If your\u00a0head is spinning right know, it means you understand all the\u00a0complexities involved before\u00a0businesses\u00a0can\u00a0reopen.\u00a0 Some business\u00a0may\u00a0conclude it is not possible.\u00a0 Others will adapt.\u00a0 If all goes well, the plan will allow businesses\u00a0to reopen\u00a0safely\u00a0and stay open.\u00a0 Until a solution to the pandemic is found, we all need to consider one last thing.\u00a0 What do we do if we see a spike in cases?\u00a0 The plan must include the \u201cwhat ifs\u201d and react\u00a0quickly and\u00a0accordingly.<\/p>\n","protected":false},"excerpt":{"rendered":"
It\u2019s a\u00a0daunting\u00a0time\u00a0to run a business.\u00a0\u00a0A\u00a0time where both fear and excitement have blended together.\u00a0 Fear that the\u00a0pandemic\u00a0is\u00a0still\u00a0present and excitement that we will be able to reopen\u00a0our economy.\u00a0 The Governor of NY has given us\u00a0many\u00a0tools\u00a0and guidance with reducing the spread top of mind. Before a business reopens, there is nothing better than having a plan.\u00a0 In fact, […]<\/p>\n","protected":false},"author":8,"featured_media":10844,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[266],"tags":[],"post_folder":[268],"class_list":["post-11146","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-consulting-services"],"_links":{"self":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/11146","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/comments?post=11146"}],"version-history":[{"count":1,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/11146\/revisions"}],"predecessor-version":[{"id":11147,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/11146\/revisions\/11147"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media\/10844"}],"wp:attachment":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media?parent=11146"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/categories?post=11146"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/tags?post=11146"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/post_folder?post=11146"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}