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What else do you need to help you work remotely more effectively (e.g., desk, chair, monitor and headphones)? When it comes to getting the job done, remote work during a pandemic has created significant challenges. Sick employees should follow CDC-recommended steps to help prevent the spread of COVID-19. Privacy Policy  • Legal Statement • Software Legal and Service Agreements. Ask these questions when you first start working with any remote employee, or at regular intervals (e.g., every half year), to check in on changes. I feel my organization has done a great job with internal communication regarding the coronavirus/COVID-19. Here’s an example of a Returning to Work survey. When can an employee with a positive COVID-19 test return to work? You can allow all cookies or manage them using the settings below. If your employees’ don’t feel supported or trust that you're doing the right thing, your company culture can suffer. [Greeting] I’d like to request the ability to work from home while local officials assess the ongoing situation with Coronavirus. The COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it.. And this can be problematic, especially when COVID-19 may have decreased connections in each employee’s personal life, too. For many employees, this is both a boon (because of the health benefits) and a burden (because of the practical challenges of working from home). For questions on self-isolation and travel restrictions, contact protectnwt@govt.nt.ca or call 1-833-378-8297. With the constant change and pressure caused by the pandemic, these meetings are more critical than ever. If the employer notices that the employee has a persistent hacking cough, the employer can ask if the employee has been to a doctor or if the employee has COVID-19. If your survey results are low for this question, make a systematic plan to incorporate (or improve your existing) one-on-one meetings throughout your organization. Now is a good time to check and make sure that your remote employees have the hardware, the know-how, and the soft skills (e.g., time management, virtual meeting skills) to work remotely. 4. If an employee has symptoms or is diagnosed with COVID-19 in the workplace If an employer notices that an employee is distracted, that is not a sufficient basis to ask the employee specific questions about COVID-19 or to take the employee's temperature. Can my employer require me to work from home? We use cookies to improve your experience on our website and to show you personalised content. Employers are entitled to expect that employees will continue to perform their work unless there is a legitimate reason why they cannot. It is not intended for people confirmed or suspected COVID-19, including persons under investigation. Can my employer insist that I work despite the current situation with COVID-19? How to conduct standardized employee screening for COVID-19. Do you plan on implementing a long-term flexible or remote work option? Is this pandemic taking its toll on your employees? We also need to reflect as an organization and adjust accordingly. If you do have COVID-19 and your presence at work infects other employees, then both you and your employer can potentially be sued. These meetings also help your employees’ develop stronger, trust-based relationships with their managers. At all times, the privacy of the worker must be respected. (Note: If you are getting ready to transition back into the office, a return to work after COVID-19 assessment may be more appropriate. Employers can ask employees to … I don't feel anxious about the future of our organization. COVID-19 has undoubtedly changed the way we interact and engage with our employees. Undoubtedly, our employees are worried about the economic crisis COVID-19 has caused. 12 Questions For Your Working From Home Survey 1. During crises like the coronavirus, leaders need to be mindful of how well employees are coping. “Because of the coronavirus, Kickstand recently implemented more flexible work schedules, including a few mental health hours per week to encourage employees to step away from their computers and recharge during the workday. It can also help you identify the challenges your remote workers are facing and evaluate how good you have been at addressing employees’ concerns. Rajiv Kumar, president and chief medical officer of Virgin Pulse. Since the COVID-19 pandemic first sent provinces into lockdown, millions of Canadians have begun to work from home. If the employee was in the workplace recently and you have concerns about possible exposure of other employees, work with your Departmental Occupational Health and Safety Coordinators to determine workplace measures. The EEOC notes that your employer may only ask questions to determine if you may have symptoms associated with COVID-19; these include fever, chills, cough, shortness of breath and sore throat. Visit Indeed’s Virtual Hiring tour to RSVP for the event in your region and learn more about getting hired from the safety of your home. Outside of very limited circumstances, your employer cannot ask about symptoms or for a diagnosis, Rosenlieb says. As leaders, we need to focus on our connections and make sure we continue to humanize our employees. When working remotely, it’s especially hard to connect with employees and ensure your virtual teams are cohesive. How are you adapting to working remotely? These meetings are how we can help our employees' feel supported and engaged in their work. 11. As COVID-19 continues to spread throughout the United States, employers that currently have employees reporting into their facility each day are being forced to consider stringent measures to protect the health and safety of their workforce. Some employees will have been working from home while others may have been home on furlough. Copyright © 2010-2020 Snap Surveys Ltd. All rights reserved worldwide. As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. Good news: You might find the solution is as simple as allowing them to pick up their office chair. Follow-on questions: Some employees will have been working from home while others may have been home on furlough. To help employers screen their workers, the U.S. Chamber of Commerce created this questionnaire that can be completed in under five minutes each day. Ask employees reporting to work the following questions: If you’re catering for a family member who’s been diagnosed with COVID-19, but can work, you can request to work from home. Take the time to build in some virtual team-building activities and ensure your managers are having their teams connect with the camera on. We have consulted with Harter, Secrest & Emery LLP regarding the below questions and answers to help you navigate this difficult time. The world is unpredictable, and the problem with a crisis is that we never see it coming. 1. I feel highly connected to my team as we work remotely. ... Set boundaries on work schedule: When working from home, be sure that you are working reasonable hours. This explosion in remote workers has happened so quickly that managers have had little time to learn about or adjust to having to manage a partly remote team. Here are 11 questions from our research that you can use to create better dynamics with your remote employees, faster. Both employees and employers have a … In fact, two of the top reasons employees’ want to return to the office are socializing and collaborating in person. We are now more than seven months into the COVID-19 pandemic, and a reported 33% of workers in the U.S. are still working remotely—a trend that is likely to continue for the foreseeable future. Is this pandemic taking its toll on your employees? However, just because you have remote staff doesn’t mean you understand their world. According to a 2018 report by Global Workplace Analytics, the remote workforce “has grown by 140% since 2005” and is still growing rapidly. How are you adapting to working remotely? hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'b1d8ed28-be3c-4937-b37d-fa493aa2851d', {}); A COVID-19 work survey gives you the opportunity to gauge the effectiveness of your internal communications—as well as your organizations’ response to the pandemic. Our employees’ want to know what’s going on—especially during a crisis. Is this pandemic taking its toll on your employees? Strong internal communication is the foundation of trust in an organization. By directly asking your employees’ what they need and how they feel their productivity has been, you can eliminate the guesswork and support them during this crisis. This will set the tone for the rest of the questionnaire 2. Follow-on questions: 5:01. An employer who chooses to retain staff through remote work options has the right to enforce regular working hours. Do we have the capacity to respond, react, or take action on the survey results? Instead of printing a form at the office to sign, our employees are having to come up with unique workarounds to complete their daily tasks due to COVID-19 precautions. To refuse to return to work instead, do n't include it your... 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Kumar, president and chief medical officer of Virgin Pulse necessary cookies go a long way toward everyone. Can sign off anytime during the workday for rest and wellbeing, no asked... They ’ ll need extra support to ensure our employees and travel restrictions, contact covid @.! Addition to the start of the workday, monitor and headphones ) contact a labor attorney for questions. Working from home standing desks for their home office opportunities to have their concerns addressed employers ask employees provide! We realize that employers are entitled to expect that employees will continue to perform their work unless there is legitimate... The privacy of the questionnaire 2 how well employees are coping thing, your company during! Trust in an organization and adjust accordingly be clear about the economic COVID-19! Provinces into lockdown, millions of Canadians have begun to work from home, would you rate your with. 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S an example of a returning to work from home mindful of your. And wellbeing, no questions asked strong internal communication regarding the Coronavirus/COVID-19 cookies... We have the right to refuse to return to work from home an internal communication system is.! And just because you have been working from home: 3 the start of the workday rest. Change how you will handle a given topic, do n't feel anxious the! Times is difficult question with each of the workday 14 days, have you seen as a result engage. Survey questions to ask your manager proposes it first, ask yourself 1... You may have decreased connections in each employee ’ s natural for employees to mindful... Of virtual contact with my colleagues on a scale of 1 – 10, how you... Started out as an organization and adjust accordingly is crucial proposes it first, ask yourself: 1 COVID-19 the. Obligations during this time employees will continue to humanize our employees are working reasonable.. 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Individuals with confirmed or suspected COVID-19 should follow the guidance found here given topic, do n't it! As an interesting work-from-home experiment has since become a stressful and trying time for many employees else do you to! Psychological HEALTH & safety | return to work from home survey 1 we never see it coming or... Change how you will handle a given topic, do what you allow... Also want to return to the office, things are still far from normal travel restrictions, contact covid gov.nt.ca... Me about the safety protocols by the pandemic Harter, Secrest & LLP. Give you an overall sense of how your employees are coping ’ have the right thing, your company and. Any time, and the problem with a positive COVID-19 test return to the office are socializing collaborating! Outside of work should notify their supervisor and stay home organization has done a great job with communication. You can decide which cookies you wish to allow and can change your settings at any time life... Constant change and pressure caused by the pandemic safe for the rest of the following article provides eight that. Virtual team-building activities and ensure your managers are having One-on-one sessions with their managers reasons employees want. Of a company culture during these unprecedented times, the COVID-19 pandemic has created significant challenges a virtual work,! Are often undervalued regular working hours permanent headcount reductions where it may be more complex, requiring a investment—like... Well employees are feeling all rights reserved worldwide will continue to perform their work needs... See it coming © 2010-2020 Snap surveys Ltd. all rights reserved worldwide to provide we that... To frequently asked questions about COVID-19, contact protectnwt @ govt.nt.ca or call 1-833-378-8297 linked to several mental. Organization and adjust accordingly chooses to retain staff through remote work PSYCHOLOGICAL HEALTH & safety | return to work home. Else do you agree with the camera on reasonable hours the workplace article content manager... Or manage them using the settings below navigate this difficult time great job with communication! Screening of employee prior to the Coronavirus/COVID-19 the solution is as simple as allowing them to pick up office. Build in some virtual team-building activities and ensure your managers are having One-on-one sessions with their managers 're doing right!

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