OSHA establishes NEPs when it identifies a need to focus its resources to address particular hazards and high-hazard industries. This NEP prioritizes the use of OSHA resources to eliminate and control workplace exposure to COVID-19.
The COVID-19 pandemic has tested the welfare of employees across the globe. In addition to the physical and mental stress the coronavirus has created, many workers are enduring financial hardships as well. As such, employers should continue to contemplate how their total rewards packages resonate with the current employment market. Employee retention and recruitment continue to be the most common workplace challenges for employers and HR professionals. Here we examine aspects to consider when outlining salary and total rewards to help attract and retain a skilled workforce post-coronavirus.
Employers should know that masks and face coverings are different and should be used by different types of professions in the workplace.
As the COVID-19 outbreak evolves, businesses face growing uncertainty as to how this pandemic will affect their operations long term. This is especially true when you consider that many organizations—including bars, restaurants, entertainment venues, retailers and manufacturers—have had to close their doors or cease operations as a result of COVID-19. Not only has this severely impacted their ability to serve their customers, but, for some, it has also led to indefinite disruptions—disruptions that could impact their bottom line.
In light of the ongoing spread of the novel coronavirus that is now called “COVID-19,” many employers are wondering what steps they can/should take to keep their workforce safe. While encouraging employees to work from home if feeling sick, and sending employees who are exhibiting flu symptoms home are always permissible steps, employers should be careful before taking certain measures, such as asking employees to take their temperatures, or asking employees who do not appear to be sick about flu symptoms.