In partnership with Harden and Baptist Health, Xtra Point Group has conducted a webinar on Tuesday, May 5, 2020 to cover strategies and best practices for returning to work.
4. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Return to Work
Health & Wellness Considerations
Karen Coleman, MS, CWWC
Director, Employer Services
PATH with Baptist Health
5. What is PATH?
• PATH - Personalized Approach to Health
o Health and wellness arm of Baptist Health
o Support employers’ health and well-being needs
o Utilize the depth and breadth of our local health
system expertise
The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
6. First Things First…
The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
For the purposes of this presentation, I am not a
lawyer and this presentation is for informational
purposes only, and should not be construed as legal
advice. Businesses should not act or refrain from
acting on the basis of any of the content of this
presentation without first seeking advice from their
legal and human resources leaders.
7. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Objectives
Participant will learn:
• What steps can be taken while returning to the
workforce in the face of COVID-19?
• What health and wellness issues should be considered?
• Where should an employer turn for evidence-based
recommendations?
• What services are available as employers plan to return
to work?
8. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
5 Steps
5 Steps
1. Assess
2. Plan
3. Educate & Communicate
4. Implement
5. Monitor & Flex
9. Step 1: Assess- What is your worksite’s risk level?
• Lower
“Do our employees have low to no contact
with the public and can maintain 6 feet of
distance from others while working?”
• Medium
“Do our employees have frequent contact
with the public and cannot always maintain 6
feet of distance?”
• High
“Do our employees have frequent contact
with the public that has known or suspected
exposure to COVID-19?”
• Very High
“Do our employees have contact with known
cases of COVID-19?”
Step 1: Assess
10. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 2: Plan
Step 2: Plan- Get Started
• Identify stakeholders needed to develop the plan and
develop workgroups for each section as appropriate
• Consult with HR and legal representatives
• Identify protocol relevant to each job function
• Educate the workgroups on Infection Control Measures
• Tactics for minimizing the number of employees on-site
• Methods for ensuring physical distancing
• Sanitation procedures
• Screening methods
11. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 2: Plan
Establish Infection Prevention Controls
4 Types of Controls outlined by OSHA
1. Administrative
2. Engineering
3. Safe Work Practices
4. Personal Protection Equipment (PPE)
12. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 2: Plan
Administrative Measures
• Encourage sick employees to stay home
• Minimize or restrict face to face interaction (i.e. meetings)
• Reduce the number of employees on-site
• Adjust shift start/end times
• Encourage remote work
• Phased return to work schedule
• Connect employees with proper health care when
symptomatic
• Require a doctor’s note for employees who have recently
been sick to return to work
13. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 2: Plan
Engineering Controls
• Install physical barriers when appropriate (i.e. plexiglass)
• Screen for COVID-19 risk factors
• Good: Screen for symptoms (self-report)
o Cough
o Shortness of breath or difficulty breathing
o Fever
o Or at least two of these symptoms: Chills, Repeated shaking with
chills, Muscle pain, Headache, Sore throat, Loss of taste or smell
• Better: Screen for temperatures (third party on-site screeners)
• Best: Implement an autonomous temperature screening system
14. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 2: Plan
Safe Work Practices
• Promote frequent handwashing
• Wipe down high contact surfaces with disinfectant daily –
preferably a few times a day
• Assign the task and complete a log to ensure completion
• Don’t share work stations, phones or equipment
• Restrict deliveries and unnecessary visitors
• Restrict use of breakrooms or any areas where employees and
customers will congregate
• Invite employees to eat lunch outside if possible
15. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 2: Plan
Personal Protective Equipment (PPE)
• Require or strongly encourage the use of face masks/coverings
o Recommended to require face masks for organizations with
Medium risk or higher
• Provide hand sanitizer at each desk location and in common
areas
16. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 3: Educate & Communicate
Step 3: Communicate – What?
• When employees are returning to the physical workspace?
• Which employees are returning?
• How have you prepared the workspace to ensure safety?
• What to do if an employee is sick or experiencing any of the
COVID-19 related symptoms?
• How will employees enter the work place daily?
• What happens if an employee or customer fails the screening?
• Who can the employee contact if they feel ill or are experiencing
symptoms of COVID-19?
• What are local resources for employees to ask questions related to
symptoms, testing, risk factors, etc.?
17. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 3: Educate & Communicate
Step 3: Communicate – How?
• Early and often
• Aim for 2 weeks prior to employees’ return
• At least 2-3 times per week
• Utilize multiple communication vehicles
• Email, text, phone, virtual meetings, intranet announcements,
signage on-site, video announcements, etc.
• Idea: Host an online all-staff meeting to review the re-entry
process and answer questions
• Communicate the plan to your employees first, then to your
customers as appropriate
18. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 4: Implement
Step 4: Implementation
• Clearly assign responsibility - What individuals or work
groups will get the worksite ready?
• Develop an implementation timeline
• Order necessary supplies
• Send a “Welcome Back” email from leadership
• Give employees a way to confidentially share any
concerns they may have about returning to work
19. The information contained in this document is confidential and proprietary to Corporate Health LLC.
Distribution beyond the intended parties is prohibited.
Step 5: Monitor & Flex
Step 5: Monitor
• Monitor and stay in tune with federal, state and local
guidelines
• Monitor employee absences
• Monitor employee wellbeing
• Provide resources to support employee health
• Address and evaluate employee feedback and concerns
• Be ready to flex with changes
23. 5/5/2020 23
1. Talent Assessment – Find the Winners!
2. Talent Engagement – Embrace and Communicate
3. Talent Appreciation – Strengthen the Relationship
4. Talent Success – Redefine Success
DEFEAT THE DOWNTURN - Retrench with your talent
24. 5/5/2020 24
WIN THE RECOVERY – have a decisive people strategy
1. Quick Start - act decisively and quickly to catch
the first wave
2. Redefine vision with confidence and clarity
3. Supplement your winners with winners
4. Reward and recognize through relationships and
performance
5. Have fun again
25. 5/5/2020 25
HOW TO BE A TALENT MAGNET IN THE RECOVERY
1. Don’t overlook your existing “Winners”
2. Consider the currently employed
3. Balance your team – offset your weaknesses
4. Be aware of the new norm = “candidate rich market”
5. Create or dust off diligent hiring process that examines:
1) past performance, 2) attitude and 3) promise
6. Preserve Deep Smarts
7. Create a referral incentive program based on tenure and
performance
26. 5/5/2020 26
LEADING IN THE “NEW NORM”:
the redefinition of “work / life balance” and “workplace”
The workforce and workplace will never be the same … again.
What have we learned?
1. This pandemic has tested our workforce and workplace
traditions
2. We have the technological capability to work from home
3. Logistically, working from home is tough, especially with
families
4. Productivity stabilized if not increased in some cases
5. Leadership and managing must adapt
27. 5/5/2020 27
What’s Important Now (WIN)?
The recovery will not happen overnight
1. Do not force the return to work, full time. Treat each case
individually, allow flexibility with patience.
2. Do not seek the “old days” of 3 months ago. Realize that “value” at
work probably changed.
3. Enhance the relationships on your team. Define their individual
wants and needs and expectations.
4. Enhance communications to address any speculation or fear. Blend
zoom video calls with individual video calls and begin adding in-
person 1:1.
5. Set a clear direction, with expectations, but at all times, reward
and recognize.
The “recovery” is a journey and not a point in time!
29. about
Xtra Point Group
An HR solutions company that works with
organizations to develop:
• the effectiveness of the people strategy
• strength of the talent pipeline
• relevance of the development strategy
• supportive nature of the culture
@xtrapointgroup
@xtrapointgroup
@xtrapointgroup
www.xtrapointgroup.com
