Just when you thought it was safe to go back to the office, the Delta Variant popped up. Changing COVID regulations have tossed businesses back and forth, and this is another toss. Here’s how your business should approach this change.
It’s a tough time. To help you, we have six tips for the frazzled HR professional who’s trying to ensure a smooth return to office during the Delta crisis.
Return to office and Delta: 6 tips
1. Pay attention to state laws
The CDC issued guidance that just about everyone – vaccinated or not – should wear a mask when inside where social distancing isn’t possible. But, the CDC’s guidelines are not laws. Your state and local governments decide what the binding rules are for this.
Texas, for instance, has no statewide mask mandate and prohibits local governments from implementing a mask mandate. However, several counties have created mask mandates and are battling against the governor. How do you win in a situation like this?
To keep reading, click here: Return to office and the Delta Variant: How do you manage it?
We have to get vaccinated to end covid. Getting sick doesn’t provide the level of immunity that vaccination does. People who have had covid are advised to get vaccinated.
My Dr advises us to not get vaccinated. We had covid in february. I will listen to my Dr.
I’ve got the normal vaccine since every time I get a respiratory infection it’s REALLY BAD, so I figure given how Covid operates, I would’ve likely been severely ill or died from it. But now I’m waiting for them to finish testing the delta booster. Supposedly it’s going well, at least.
Great workable tips but you should have lead with the required Covid-19 testing made available at no cost to the workers as the first on the list, followed by the mandates that you can put in place as an employer without problems. (masks, vaccine, social distancing, higher sanitation with PPE availability). Of course, you are going to have employees, with complaints (both pro and con) but if they can’t accept the choices made to accommodate their specific needs, it is their choice not to work.
My worry is the companies that will operate with the lower than needed staffing but expects pre-pandemic full staff performance to “please” customer demands. Even the USPS is letting customers know upfront that priority mail is going to take 7-8 day delivery time, despite the instantaneous delivery expectations of impatient customers, who don’t think. Those are the companies that HR really needs to make understand that if they want staff they need to spend some cost.