Tag Archives: COVID-19

Employee Safety: A Top Priority This Holiday Season

by | | Human Resources

As we enter the holidays there is a clear sense of anticipation in the air, especially after a difficult period marked by COVID-19 and other challenges. Since this is the first holiday season post-pandemic, many people will be eager to reconnect with coworkers, friends, and family in person. However, human resources professionals face an important responsibility – ensuring that safety remains a major priority during the festivities (without ruining the fun).

Effective Ways to Lower Health and Safety Risks:

  1. Communication: HR must make employees aware of safety guidelines. Encourage open conversations about comfort levels and any concerns individuals may have. Clear communication will promote a stronger commitment to safety.
  2. Flexibility: Offer flexible work arrangements throughout the season, such as remote work or tailored schedules. This will greatly assist team members in balancing professional and personal obligations while minimizing exposure to risks.
  3. Virtual Options: The pandemic being over doesn’t necessarily mean we need to say goodbye to virtual events. Encourage virtual alternatives for office parties and activities that can be engaging and inclusive. This lets employees participate while also prioritizing safety.
  4. In-Person Event Safety: HR should work with event organizers to guarantee compliance to health and safety protocols. Offer optional health resources like hand sanitizers and masks to mitigate illness risk as well as fun alcohol-free beverage options (like holiday-themed mocktails) to ensure workers can stay safe while still being festive.
  5. Wellness: Wellness programs to support employees’ physical and mental health are absolutely vital, especially during the holiday season. Consider providing stress management training and mental health resources while encouraging a healthy work-life balance to keep spirits up.
  6. Reporting: Establish clear protocols to report instances where employees don’t feel well or if they test positive for an illness. This will help the HR team address possible outbreaks and stop diseases from spreading.

Let the Good Times Roll:

While safety is important, it should not come at the expense of having fun. HR can find creative ways to foster a sense of joy and festivity in the workplace while avoiding dangers commonly associated with the holidays. Organize games, contests, or themed events that employees can enjoy safely, with options to participate virtually if possible.

In closing, this holiday season is an important time for HR professionals to promote employee well-being. By addressing possible risks, communicating well, and encouraging a safe environment, HR can feel confident that employees can enjoy the festivities while staying safe and healthy this year.

Location-Based Pay: An Evolving Philosophy

by | | Compensation, Human Resources

In the era before working remotely was popular, paying workers based on their location was a relatively simple and rarely-contested issue. Adjust employee salaries while taking into account what’s necessary to pay expenses in the area where they live – easy, right?

Well now in the age of COVID-19, we’re beginning to learn that things aren’t so simple anymore. With a vast increase in remote work in the name of safety, both employees and employers are finding themselves with a new range of options. Many employers now have the ability to expand their search for candidates beyond the company’s location, and many employees no longer need to limit their job search to what’s within a commutable distance. With this ever-evolving situation, many are starting to question the older, once-commonly accepted philosophies regarding location-based pay. When an employee lives hundreds of miles away (or more) from the company they work for, do you pay them based on where they are located, or where the company is located?

A recent poll by the Compensation Analyst Academy attempted to shed some light on this by reaching out to Human Resources and Compensation professionals to gauge their opinions on the matter. The results yielded a 65/35 split, with the majority of respondents voting in favor of paying employees based on the location in which they live. So, while it appears the majority still believes in the original methods, it would seem that they are not as widely accepted as they once were.

This idea has been reinforced by the revelation that several large, prominent organizations like Zillow and Reddit have come forward and announced that they will not adjust salaries for remote workers who choose to move to lower-cost locations, challenging the old philosophy. Meanwhile, other big companies like Facebook and Google will indeed lower salaries for remote workers who relocate to a less expensive area than where the company is located.

So, which method will work best for your company and remote employees? While scaling salaries down based on employee location is logical and makes financial sense, more people are subscribing to the belief that it could have a negative impact on employee retention and morale for remote workers, as it can seem unfair that they are being paid less for doing the same level of work as those who live closer to the company. Additionally, receiving a pay cut is never viewed positively regardless of the reason behind it. On the flipside, however, keeping their salaries the same has the potential to discourage employees who still work in the office or within the vicinity of the company, as their pay will not be as valuable as their remote counterparts living in lower-cost locations.

At the end of the day, each company is different, and you need to do what’s best for your organization, workforce, and culture. If you need assistance determining how to optimally pay your employees, feel free to reach out to us – we are happy to help.

Minimizing Risks Associated with Vaccine Mandates

by | | Compensation, Human Resources

Vaccine mandates in the workplace have been a hot topic for quite some time now, and the recent news that the Pfizer vaccine has been approved by the FDA (with Moderna expected to follow) has added a new level of perspective to the conversation. While many companies have already started requiring vaccines for their employees, it is anticipated that even more will follow suit as a result of this new development.

You don’t have to look too far to see that this is a polarizing issue – simply turn on the news or open any social media page and you’re bound to witness a flurry of debates surrounding the moral and legal dilemmas that come along with requiring (or not requiring) vaccines for employees and/or citizens. It’s strikingly similar to the conversations we’ve seen regarding wearing masks – but accompanied by even stronger opinions. While some argue that requiring vaccines in the workplace is necessary for keeping employees, their families, and the rest of the community safe, some believe that doing so is a direct violation of privacy, legal rights, and personal safety.

Because of these clear differences of opinion, it’s understandable that employers might be wary about evolving their vaccination policy from a simple request to a full-on mandate, even in light of the FDA’s approval. Although there may be concerns regarding a mandate’s effect on employee morale and turnover as well as potential legal issues, there are several points you can include that can help minimize the risk of unfortunate outcomes should you choose to take this route.

Clearly Define Reasoning

When designing your vaccine mandate, it’s important to include the organization’s logic behind it. Doing so serves to clear up any confusion as to why it’s being put in place, and can reduce anxiety employees may have over getting the shot. Clearly explain the impact it will have on employee safety and include facts about the effectiveness of the vaccine. Even going so far as to describe the extensive measures the FDA had to take in order to grant approval could help sway an employee who is on the fence.

Compensate for Time

It’s vital to explain in the mandate that employees will be paid for their time spent getting the vaccine during work hours. Not only is this required by federal law, it can also assist in incentivizing employees who may feel inconvenienced or worry that their pay will be negatively impacted by the time spent waiting to receive the vaccine. It may even be wise to take this a step further and provide a few days of paid time off – this point comes all the way from the top, with President Biden urging companies to provide PTO for employees getting the vaccine, even offering a paid leave tax credit to make it easier for organizations to administer this benefit. Everyone loves time off, and it will give employees a chance to recover after being vaccinated if they need it.

Offer Reasonable Accommodations

Even though the vaccine will be mandatory should employers choose to utilize this type of policy, there can still be exceptions for employees who meet certain criteria which should be clearly defined. These exemptions could be of a medical nature, in which an employee has a medical condition that could cause the inoculation to be dangerous for them. Employees citing religious reasons for opting out of the vaccine is also permissible. Be sure to explain what employees should do and who they should communicate with in order to make these exemptions known.

Promote Confidentiality and Third-Party Communication

A key factor to consider in order to make employees feel secure while avoiding legal problems when drafting your vaccination policy is to have strict confidentiality rules that are clearly stated. Make it known that no personal information surrounding vaccination records will be shared. Also make it clear that all relevant communications will go through Human Resources, so that employees won’t feel pressured to share personal information with their bosses or coworkers.

We are living in uncertain times, and sometimes it’s hard to determine which move is the right one. But if you choose to implement a mandatory vaccination policy for the safety of your employees, be sure to take the necessary steps to ensure it produces a positive outcome. 

Maintaining Routines When Working Remotely

by | | Human Resources

If you’re reading this, I don’t need to tell you what a crazy month it’s been. March 2020 has brought vast changes to our daily lives in the blink of an eye, one of the biggest being how we work. Telecommuting has swiftly shifted from an occasional (or possibly nonexistent) practice for many professionals to the absolute norm for all non-essential employees.

Although working from home sounds like paradise on paper, it can actually be a challenging adjustment for those who are not accustomed to it. This is mainly due to the upset it causes for our daily rhythms – as creatures of habit, sudden, major changes in routine can be disruptive on a basic human level. Since the current state of the world is fortunately temporary, it is vital to maintain our daily routines as much as possible so there’s no difficulty switching back upon returning to business as usual.

Up and At ‘Em

As tempting as it may be to sleep in every day due to the lack of commute, it’s recommended to rise as close to your normal time as possible. Doing so will spare you from a difficult readjustment when the time comes to start commuting normally again.

If you do choose to get a little extra shut-eye (can’t say I blame you) make sure you are at least sticking to the same time every morning – becoming less strict about when you get up can throw off your momentum for the entire day, making you less productive. Also, waking up at different times each day can throw your circadian rhythms severely out of whack, which affect health on multiple levels.

Dress to Impress… Nobody

Believe it or not, it’s actually in your best interest to continue to get yourself ready as if you’re going to the office…even though you’re not. Comb your hair, brush your teeth, and yes – even dress like you’re going to work. As fun as it is, forget working in your pajamas.

Although this sounds bizarre, ask anyone who’s been unemployed for an extended period of time and they’ll tell you that once you lose this habit, it’s far more difficult than you may think to get it back. You may also find it harder to stay motivated and energized without it because you won’t feel like your usual, stylish self. It’s prudent to uphold that sense of normalcy in your morning routine or you risk having a difficult time reacclimating later on.

Stay Active and Leave the House

Whether it’s because of an injury, illness, or inclement weather, we all know what it’s like to be stuck at home. It’s a drag – but just because you’re working from home doesn’t mean you need to be sitting still all day.

When working on location, it’s much easier to stay active between commuting, interacting with co-workers, walking to different places around the office like the copy room or break area, leaving for lunch, etc. When working remotely, it’s essential to find similar, active ways to break up your day while preserving your regular routines as much as possible. An excellent way to do this is by going out for a walk during the times you would normally be commuting, and another walk in the middle of the day around lunchtime. This way, you can stay active, energized, and focused while virtually keeping your ordinary habits the same.

Remember to Stop Working

Just as it’s important to start your work day normally at home, it’s advisable to end your day normally as well. Without co-workers physically around to keep you in check, it’s easy to lose track of time and work longer hours than you normally would. While being more productive certainly isn’t a bad thing, straying from your routine in this way can make you overexert yourself which can cause negative mental health effects and burnout. Keep your eye on the clock and wrap up around the time you would usually head home.

Just because current circumstances have temporarily required us to go about our daily lives differently doesn’t mean we need to lose our sense of normalcy. By working to sustain our regular habits in work and life safely, we can find comfort in the knowledge that we will soon return to our normal routines with a greater sense of purpose and appreciation for life than ever before.

All of us at CHRG wish everyone the best of health. Click here for a list of free, helpful COVID-19-related resources including telework guidance for employees.