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HR Policies and COVID-19

hr policies covid19

Human Resource policies are integral components of organizational structure and management, so they should constantly adjust to changing economic and societal trends while supporting company operations.

As COVID-19 spread, HR was busy enacting telecommuting and sick leave policies while helping employees cope with stress and anxiety. Now that the epidemic has receded, HR must assist its business to move forward healthily.


Even before the coronavirus pandemic brought telecommuting to light, more companies were adopting telecommuting as a work option for employees. Managers must create policies to assist associates working remotely efficiently and productively – studies indicate that workers with satisfied jobs who experience good work-life balance are more committed to their employers’ goals and remain loyal.

To ensure telecommuters can perform their duties effectively, they require access to high-speed Internet and reliable phone connections as well as a private workspace free from distractions that allows for maximum concentration on work. Managers should instruct telecommuters to designate an area in their homes where work will be done while setting up regular meetings or check-in calls with them; it is also important that meeting schedules take time zones into consideration when creating meeting times for telecommuters.

Managers should regularly assess telecommuters’ productivity and performance to make sure that they’re meeting or exceeding expectations. They should promote teamwork by inviting telecommuters to participate in company-wide events, meetings or gatherings to foster camaraderie. In addition, managers must encourage communication between onsite workers and remote workers and serve as an accessible point of contact in order to help employees resolve technical issues quickly while listening and taking advice from those they manage.

Sick Leave

As coronavirus cases continue to increase, employers must ensure employees have adequate sick leave benefits. Many states and cities have passed temporary or new paid sick leave laws; for instance, New York City recently implemented one which requires private-sector companies provide their workers with up to 56 hours of paid sick leave per year; employees may use accrued leave in increments of one hour or less but cannot be required to work during any absence caused by illness. Furthermore, this bill protects employee confidentiality by prohibiting disclosure of confidential health or domestic-violence related data.

As well as paid sick leave, workers are entitled to up to 10 weeks of additional, paid family and medical leave per year, payable at two-thirds of either their regular rate of pay or minimum wage rate (whichever is greater). Furthermore, workers may use accrued and unused sick and vacation leave in caring for children, spouses, domestic partners, parents, grandparents, siblings, and grandchildren who are sick or need transportation from school or child care.

Employers that have collective bargaining agreements that contain leave provisions that meet or surpass the accrual, carryover and usage requirements set out in this law are exempt from further obligations under it; however, such an agreement must specifically acknowledge that sick leave provisions set forth here apply to both parties involved.

Social Distancing

Social distancing is an effective strategy for combatting COVID-19 transmission while relieving strain on limited healthcare resources. Compared to vaccination and quarantine, it is much simpler and does not involve dispensing any medication – though its application should still be carefully considered, since it may disrupt local economies, social cohesiveness, logistics difficulties in accessing essential services like food and water, or psychological effects over an extended period.

Governments largely rely on public messaging to encourage residents to adhere to social distancing guidelines. Demographic factors, including gender, age and political affiliation seem to be predictive of intent to follow these recommendations; other characteristics, like media consumption are less so. Residents who consume a high volume of written news media or closely follow COVID-19 news tend to report greater willingness for social distancing behavior compared to people who watch television or listen to radio;

Essential workers tend to follow social distancing recommendations less often than non-essential employees; the reasons for this remain unknown, though perception of increased workplace risks may be an important deterrent to compliance; more research will need to be conducted into this matter before HR managers can properly balance social distancing risks with benefits for their respective companies.

Return to Work

If a worker claims they’re not sick but have a medical condition, an HR professional should conduct a return-to-work interview. This can help identify the nature and severity of illness while ascertaining if further time off may be required for recovery. Furthermore, this interview could reveal reasons behind repeated absences; perhaps an employee missed work due to family bereavement or another major personal issue which can be accommodated through flexible working arrangements.

An effective return to work program can significantly decrease employee stress levels and foster a healthier work environment, helping employers retain experienced workers while creating a sense of community among their workforce. Furthermore, it can increase productivity while simultaneously improving morale.

Return-to-work programs can also assist companies with complying with workplace vaccine guidelines and other health policies, while HR professionals should work alongside leadership in developing appropriate policies based on their organization’s values and business requirements.

Companies affected by the pandemic have been forced to reconsider their employee handbooks and craft new work policies, prompting HR teams to ensure employees understand these changes clearly. HR teams should create documents detailing purpose and legal authority of these policies as an easy way for employees to learn about these new directives.

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