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RETURN TO WORK UPDATES TO COMPANY POLICIES & EMPLOYEE HANDBOOKS

Now that some states and counties are allowing employees to return to work, even in a limited capacity, employers need to consider how their workplace will be different due to the Coronavirus Pandemic.   The following topics should be addressed in a revised Employee Handbook or Coronavirus Addendum to the Handbook. Policies longer than a few paragraphs, or that are important enough to need employee signatures, should be provided as a stand-alone policy.



Handbooks and policies should address worker and site hygiene, as well as Personal Protective Equipment
  • Return to Work Policy

  • Cleaning and Disinfecting Procedures

  • Personal Protective Equipment (PPE) Policy

  • Reporting Symptoms or potential exposure to Covid-19

  • Worker hygieneRules for shared work spaces

  • Social distancing measures

  • Changes to in-person meetings or travel requirements

  • Visitors in the workplace

  • Visiting clients and vendors

  • Testing for illness at the job site

  • Telecommuting policy (abridged version in Handbook)

  • Implementing Staggered work schedules

  • Updated Medical and family leave policies

  • Accommodations for high-risk employees

  • Employee Support Channels & Communication

  • Security procedures for remote workers

  • Employee refusal to return to work



Employers should create a Telecommuting Policy

The following policies may be in-depth and require employee acknowledgement and signature because of the importance of the topic.  They should be issued as stand-alone policies.


  • Employee consent to return to work

  • Request for Telecommuting Arrangement form and Telecommuting Policy and Agreement;

  • FFCRA Policy and Leave Request form


The Grady Firm can help you assess your risk and assist with preparing the above policies.  Please call us at (949) 798-6298 to book a complimentary consultation.  You can find our Covid-19 blogs, videos, and posts our website: https://www.gradyfirm.com/coronavirus-employment-law


This article does not constitute legal advice. Please speak with a qualified employment lawyer in your jurisdiction before creating new employee policies.

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