

Going Back to
Work, Roller Coasters and Covid-19
We are all riding a roller-coaster … The
ups and downs, twists, and turns, that is Covid-19. Everything is moving fast,
we do not know what is coming next and just like any good coaster, the ride
creates a real feeling of fear.
The negative impact that Covid-19 has had
on employees and families has been well document. In a recent survey released by Morneau Shepell,
mental health has dropped 12 points to 63, a score typically only seen when
people are experiencing major life disruptions and mental health risk. https://bit.ly/2XI8bGN
The latest twist on the Covid-19 ride is
the return to work for employees. After
six weeks of isolation, stress and anxiety, people can add being scared to the
emotions that we have been forced to deal with.
The fear of greater exposure to Covid-19 is
real and justified. If you consider that
for the better part of two months, people have been told to stay away from
anyone not in your household. Don’t
celebrate birthdays or Mother’s Day, don’t attend funerals, don’t visit your
grandparents or friends, all because it is simply too dangerous. Now, we are telling people it is safe to
return to work.
As we return people back to their jobs,
employers need to be empathetic of the many emotions, including fear, that
employees are struggling with. One way
an employer can assist is to provide employees with useful resources that are
made publicly available to employers and employees in need. Such as this information, https://cmha.ca/news/im-feeling-stressed-due-to-the-pandemic,
from the Canadian Mental Health Organization.
In addition, there are numerous steps and
considerations employers can take to re-assure their employees as they return
to the workplace. I have outlined a few
important steps employers may wish to consider as we go through this surreal
transition.
Be Understanding of People’s Decisions
Not to Return to Work
Ironic that I start off with a tip about
people not returning to work, given the subject of the article. However, these
employees still deserve your understanding, even if you do not agree with their
decision. Some employees who do not meet
the conditions to be off under the Infectious Disease Emergency Leave will not
wish to come back to work. Provided your
workplace is safe and meets the Public Health requirements, you would be in the
right if you treated the refused call-back as an involuntary resignation.
However, you also have the right to provide
that employee with the option of a leave of absence, so they may return to
their job when we find a place in time a little closer to normal. Remember,
some employees may live at home with vulnerable people, elderly parents or
grandparents, infants or be vulnerable themselves. These circumstances may not
mean they are eligible for the CERB, however, it may mean they qualify for your
understanding.
Face Employees Fears Head On
Employees need to be re-assured that they
are safe coming back to work. It is important for employers to acknowledge with
their employees that is not the workplace from where they left. Talk to your employees about their concerns,
educate your employees on both the risks and the pre-cautions that have been
implemented to combat those risks. Make sure they know that you are aware of everything
they fear, and you have their backs.
Be Realistic and Set Expectations
Accordingly
It should be expected that employees will come
back to their workplace a little timid. Know that work will likely be impacted … work will
slow down, things that can be done in 10 minutes, may
take 15, necessary
travel may be canceled. Reassure staff that expectations will shift
accordingly, and that it is okay. We will get through this! https://cmha.ca/news/6-tips-to-respond-to-employee-anxiety-about-covid-19
Provide Accommodations and Requests,
even if Not Required
The Ontario Human Rights Commission has ruled
that the rules around accommodation do in fact apply to the Covid-19 virus. So, employers still will be required to allow
some workers to work from home, for example, an employee with a weakened immune
system.
There will also be employees that are
presently working from home who, if given the choice, would prefer to continue
to do so. Assuming an employee does not
‘need’ to be in the office and their productivity is good, it would seem
reasonable that employers allow for this arrangement to continue.
Consider the benefits … you would get more
productivity from an employee who felt safe working from home. There would be less people in the workplace
which helps with floor layouts, social distancing, and hygiene control. You would have a grateful, and likely more
loyal employee who appreciated your care for their situation. It makes sense.
You can show you care for employees in the
workplace as well. Allow for staggered
start times and flex-time so employees can catch a bus at a less busy time,
keep the number of people in the workplace at a minimum, and promote a healthy
work-life balance which is essential in these times.
If an employee asks for extra PPE, provide it.
If an employee asks to sit three desks apart, rather than two, let them
move. Anything you can do to make your
employee feel safer, and a little more normal, is great. If you operationally can grant a request,
make it happen.
These are strange times and we all need to
accept that. If we pretend that
employees, and employers alike, do not struggle with stress, anxiety and even
fear, then we will never be able to overcome the emotions that hold us
down. It is a fast and scary
roller-coaster and it will eventually come to a stop. We will get through this!
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Wouldn't it be a good idea to create a course?