Bring your employees back responsibly to help avoid legal issues
You may have had to make the difficult decision to temporarily downsize staff while waiting out a return to operations. Now you might be in the position of not being able to immediately offer return-to-work opportunities to everyone until sales and stability return.
This makes the next step vital in terms of quickly getting your business back up to speed—and doing so legally. How do you decide which employees to bring back to work first?
While assuring a safe return to work through infection mitigation strategies is paramount, you also need to consider the process for selecting those employees.
Make those decisions based on performance to avoid a perception of discrimination. Here’s a great resource on returning employees to the workplace that includes numerous helpful practices.
The U.S. Equal Employment Opportunity Commission (EEOC) also offers guidance for businesses on managing strategies to navigate the impact of COVID-19 while still maintaining compliance with the American With Disabilities Act (ADA) and applicable labor laws.
You can find specific questions and answers on these topics here.
If you have questions on any of these areas, please reach out to your assigned safety consultant or account manager, or contact us if we can be of further assistance.