The Corona Virus and Telecommuting! How are Employers Handling the New Normal for a Remote Workforce?

The coronavirus, also known as COVID-19, is spreading rapidly across the globe and throughout the United States. Accordingly, employers should keep track of rapidly emerging developments and consider taking the 10 steps discussed in the training order to maintain a safe workplace and to reassure their employees that management is appropriately monitoring and responding to the situation. Having a carefully coordinated and well-thought-out approach to the coronavirus should help mitigate risks for employers while reducing many employee concerns.

• Learn what options Employers have when developing a communication plan for employees on the impact of the Coronavirus in the workplace
• What regulatory agencies should be included in addressing the workplace concerns by employees on how to adjust to the changes in the workplace due to the Coronavirus pandemic?
• What elements must be included in an effective telecommuting policy
• What factors should be considered in the development of a true workplace communication plan for the workplace?
• Ensure that the company philosophy and practices are considered when you create a remote/telecommuting program.
• Learn the 10 steps that make an effective Telecommuting policy & program that meets compliance efforts
• Reinforce Hygiene on the worksite and remotely, create additional checklist and resources to help employees maintain proper safety health protection procedures
• Learn what the OSHA resources offer Employers on workplace health and Safety

Employers are responsible according to OSHA to provide a safe and healthy environment for employees to work. Employers are obligated to ensure proper communication during this critical time of health update, testing updates, resources and support.

The coronavirus is a terrible public health threat, but there is a hidden upside: It gives us a chance to rethink how work is organized and bring our policies into the 21st century.

To protect their workforce, firms are asking people to work at home. Research shows that more flexible work policies that give workers more control over when, where, and how they work don’t hurt business performance. Instead, such policies can lead to less stressed, more satisfied employees who are more likely to stay. When you include the current pandemic and the loss of jobs, remote work is an effective option which include flexibility for both the Employer and the Employee. However, having a remote/telecommuting policy is not enough to address the factors that need to be addressed to ensure employees feel confident about the next phase of the Coronavirus.

Employers should create a process that offers accurate information, updated communication, resources and information on what the company is doing to support employees during this complicated time.

With remote and telecommuting may be the new normal, Employers must also create a clear policy to ensure that employees understand what working remotely means and what the expectations are for all involved. Remote/Telecommuting can be a great option in some industries and may be a challenge in others but, it should be an option that allows employees to get paid while the Federal and State resources come into play.

• All Employers who are navigating the Coronavirus pandemic in the workplace
• Business Owners
• Company Leadership
• Small business owners
• Compliance professionals
• Payroll Administrators
• HR Professionals
• Compliance Professionals
• Managers/Supervisors
• Employers in all industries
• Employees
• Small Business Owners
• Employers who are considering a telecommuting or remote workforce

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).