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The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Return to Work Health & Wellness Considerations
Karen Coleman, MS, CWWCDirector, Employer Services
PATH with Baptist Health
What is PATH?
• PATH - Personalized Approach to Health
o Health and wellness arm of Baptist Health
o Support employers’ health and well-being needs
o Utilize the depth and breadth of our local health system expertise
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
First Things First…
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
For the purposes of this presentation, I am not a lawyer and this presentation is for informational purposes only, and should not be construed as legal advice. Businesses should not act or refrain from acting on the basis of any of the content of this presentation without first seeking advice from their legal and human resources leaders.
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Objectives
Participant will learn:
• What steps can be taken while returning to the workforce in the face of COVID-19?
• What health and wellness issues should be considered?
• Where should an employer turn for evidence-based recommendations?
• What services are available as employers plan to return to work?
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
5 Steps
5 Steps
1. Assess
2. Plan
3. Educate & Communicate
4. Implement
5. Monitor & Flex
Step 1: Assess- What is your worksite’s risk level?
• Lower“Do our employees have low to no contact with the public and can maintain 6 feet of distance from others while working?”
• Medium“Do our employees have frequent contact with the public and cannot always maintain 6 feet of distance?”
• High“Do our employees have frequent contact with the public that has known or suspected exposure to COVID-19?”
• Very High“Do our employees have contact with known cases of COVID-19?”
Step 1: Assess
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 2: Plan
Step 2: Plan- Get Started
• Identify stakeholders needed to develop the plan and develop workgroups for each section as appropriate
• Consult with HR and legal representatives
• Identify protocol relevant to each job function
• Educate the workgroups on Infection Control Measures
• Tactics for minimizing the number of employees on-site
• Methods for ensuring physical distancing
• Sanitation procedures
• Screening methods
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 2: Plan
Establish Infection Prevention Controls
4 Types of Controls outlined by OSHA
1. Administrative
2. Engineering
3. Safe Work Practices
4. Personal Protection Equipment (PPE)
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 2: Plan
Administrative Measures
• Encourage sick employees to stay home
• Minimize or restrict face to face interaction (i.e. meetings)
• Reduce the number of employees on-site
• Adjust shift start/end times
• Encourage remote work
• Phased return to work schedule
• Connect employees with proper health care when symptomatic
• Require a doctor’s note for employees who have recently been sick to return to work
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 2: Plan
Engineering Controls
• Install physical barriers when appropriate (i.e. plexiglass)
• Screen for COVID-19 risk factors
• Good: Screen for symptoms (self-report)
o Cough
o Shortness of breath or difficulty breathing
o Fever
o Or at least two of these symptoms: Chills, Repeated shaking with chills, Muscle pain, Headache, Sore throat, Loss of taste or smell
• Better: Screen for temperatures (third party on-site screeners)
• Best: Implement an autonomous temperature screening system
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 2: Plan
Safe Work Practices
• Promote frequent handwashing
• Wipe down high contact surfaces with disinfectant daily –preferably a few times a day
• Assign the task and complete a log to ensure completion
• Don’t share work stations, phones or equipment
• Restrict deliveries and unnecessary visitors
• Restrict use of breakrooms or any areas where employees and customers will congregate
• Invite employees to eat lunch outside if possible
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 2: Plan
Personal Protective Equipment (PPE)
• Require or strongly encourage the use of face masks/coverings
o Recommended to require face masks for organizations with Medium risk or higher
• Provide hand sanitizer at each desk location and in common areas
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 3: Educate & Communicate
Step 3: Communicate – What?
• When employees are returning to the physical workspace?
• Which employees are returning?
• How have you prepared the workspace to ensure safety?
• What to do if an employee is sick or experiencing any of the COVID-19 related symptoms?
• How will employees enter the work place daily?
• What happens if an employee or customer fails the screening?
• Who can the employee contact if they feel ill or are experiencing symptoms of COVID-19?
• What are local resources for employees to ask questions related to symptoms, testing, risk factors, etc.?
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 3: Educate & Communicate
Step 3: Communicate – How?
• Early and often
• Aim for 2 weeks prior to employees’ return
• At least 2-3 times per week
• Utilize multiple communication vehicles
• Email, text, phone, virtual meetings, intranet announcements, signage on-site, video announcements, etc.
• Idea: Host an online all-staff meeting to review the re-entry process and answer questions
• Communicate the plan to your employees first, then to your customers as appropriate
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 4: Implement
Step 4: Implementation
• Clearly assign responsibility - What individuals or work groups will get the worksite ready?
• Develop an implementation timeline
• Order necessary supplies
• Send a “Welcome Back” email from leadership
• Give employees a way to confidentially share any concerns they may have about returning to work
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Step 5: Monitor & Flex
Step 5: Monitor
• Monitor and stay in tune with federal, state and local guidelines
• Monitor employee absences
• Monitor employee wellbeing
• Provide resources to support employee health
• Address and evaluate employee feedback and concerns
• Be ready to flex with changes
Questions, Comments, Inquiries:
904.202.5341
www.createapath.com
The information contained in this document is confidential and proprietary to Corporate Health LLC. Distribution beyond the intended parties is prohibited.
Rich Thompsonimpacting PERFORMANCE. aligning TALENT. winning CULTURE.
5/5/2020 23
1. Talent Assessment – Find the Winners!
2. Talent Engagement – Embrace and Communicate
3. Talent Appreciation – Strengthen the Relationship
4. Talent Success – Redefine Success
DEFEAT THE DOWNTURN - Retrench with your talent
5/5/2020 24
WIN THE RECOVERY – have a decisive people strategy
1. Quick Start - act decisively and quickly to catch the first wave
2. Redefine vision with confidence and clarity
3. Supplement your winners with winners
4. Reward and recognize through relationships and performance
5. Have fun again
5/5/2020 25
HOW TO BE A TALENT MAGNET IN THE RECOVERY
1. Don’t overlook your existing “Winners”
2. Consider the currently employed
3. Balance your team – offset your weaknesses
4. Be aware of the new norm = “candidate rich market”
5. Create or dust off diligent hiring process that examines: 1) past performance, 2) attitude and 3) promise
6. Preserve Deep Smarts
7. Create a referral incentive program based on tenure and performance
5/5/2020 26
LEADING IN THE “NEW NORM”: the redefinition of “work / life balance” and “workplace”
The workforce and workplace will never be the same … again.
What have we learned?
1. This pandemic has tested our workforce and workplace traditions
2. We have the technological capability to work from home
3. Logistically, working from home is tough, especially with families
4. Productivity stabilized if not increased in some cases
5. Leadership and managing must adapt
5/5/2020 27
What’s Important Now (WIN)? The recovery will not happen overnight
1. Do not force the return to work, full time. Treat each case individually, allow flexibility with patience.
2. Do not seek the “old days” of 3 months ago. Realize that “value” at work probably changed.
3. Enhance the relationships on your team. Define their individual wants and needs and expectations.
4. Enhance communications to address any speculation or fear. Blend zoom video calls with individual video calls and begin adding in-person 1:1.
5. Set a clear direction, with expectations, but at all times, reward and recognize.
The “recovery” is a journey and not a point in time!
5/5/2020 28
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• strength of the talent pipeline
• relevance of the development strategy
• supportive nature of the culture
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