The outbreak of the highly contagious COVID-19 virus and its attendant effects on the working environment jolted a lot of HR practitioners into a frantic brainstorming session on how to work out the balancing act of keeping employees safe while also sustaining productivity. It’s no secret that the United States and other superpower nations heavily hit by the pandemic had to introduce drastic response measures to contain the virus. Many of these measures entailed restricting the movement of people within the working environment and other social or recreational centers. In the wake of imposing these restrictions and easing others, the World Health Organization has closely collaborated with their representatives in a wide variety of countries. Their aim was to partner with HR practitioners in workplaces across the world to sensitize them to workplace ethics to be observed in battling the pandemic and distribute key information. In the succeeding paragraphs, we attempt to walk you through these slides that have been published in the World Health Organization journal. In relaying this information to staff, HR needs qualified health practitioners to accompany them with the goal of better explaining the nuances of the virus relative to staff members in the work environment. The presence of a health practitioner can also help quell the raging fear and anxiety that staff members may harbor concerning the virus.
- Can COVID-19 be transmitted in the workplace?
COVID-19 spreads primarily through respiratory droplets or contact with contaminated surfaces. Exposure can occur at the workplace, while traveling to and from work, and during work-related travel to an area with local community transmission.
- What is the risk of contracting COVID-19 in the workplace?
The risk of exposure to COVID-19 in the workplace depends on the likelihood of coming within a one-meter radius of others. It can also be transmitted through frequent physical contact with people who may be infected with COVID-19 or through contaminated surfaces. The caution here is for HR managers to ensure strict compliance to the social distancing protocol in staff seating arrangements.
- How can people assess the risk for exposure to COVID-19 in their workplace and plan for preventative measures?
Managers, with the support of an occupational health and safety advisor, should carry out rapid risk assessments to determine the possibility of exposure in order to put preventative measures in place. This should be done for each specific work setting and each job. The various risk levels are classified into three main levels as follows.
Low Exposure Risk
Workers in this group have infrequent or minimal occupational contact with the general public and other coworkers. Examples of such jobs may include remote workers (those working from home), office workers without frequent close contact with each other, and workers providing televises.
Medium Exposure Risk
This level includes jobs or tasks with frequent or prolonged close contact with the general public or other coworkers. This risk level may apply to workers who have repeated close contact with people in high population density work environments (e.g., restaurants, supermarkets, bus stations). This applies to work environments where physical distancing of at least one meter may be difficult to observe or where tasks requiring close and frequent contact between coworkers are common. This may also include frequent contact with people returning from areas with potential community transmission. Examples of such jobs include front line workers in industries such as retail, home deliveries, hospitality, construction, police and security, public transportation, and water and sanitation.
High Exposure Risk
These are jobs or tasks with very close contact with people who may be more likely to have COVID-19 or come into contact with objects and surfaces possibly contaminated with the virus. Examples include drivers transporting people known or suspected to have COVID-19 without any separation between them and the passenger or caretakers providing domestic services or home care for people with COVID-19 at the time of their death. Jobs that fall under this category include doctors, nurses, home care delivery providers, and home repair technicians such as plumbers and electricians who may provide services in the homes of people with COVID-19.
- Who should carry out the workplace risk assessment?
HR managers, together with other department heads, should carry out and regularly update the risk assessment for work-related exposure to COVID-19 in consultation with the workers. Preferably, this process will also take place with the support of occupational health services.
- What are the key considerations for the workplace risk assessment?
For each risk assessment, consider the environment, the task, the threat, the resources available (such as personal protective equipment), and the feasibility of protective measures. The risk assessment should also extend to collective accommodations provided for workers by the employer, such as dormitories and hostels. Essential public services such as security, police, food, retail, hospitality, public transport, deliveries, water, sanitation, and any other industry with front line workers may be at an increased risk of exposure to occupational hazards to health and safety. Workers who may be at a higher risk of developing severe COVID-19 illness because of age or preexisting medical conditions should also be considered in the risk assessment of individuals.
- How should employers decide when to open, close, or reopen the workplace or when to suspend or downscale work activities?
Deciding to close or reopen a work place and to suspend or downscale work activities should rely on the risk assessment done in conjunction with HR manager. This assessment should include the capacity to put protective measures in place, the level of compliance, and the recommendations of national authorities.
Author:
Phidelia Johnson is a global Human Resources Practitioner with eighteen years of leadership success. With a focus on streamlining Human Resources administration, she’s well-equipped to find the right solution to a myriad of concerns. Her experience as a commercial business leader gives her a unique ability to advocate for both the employer and the employee.
In her down time, Phidelia is a master of her kitchen, creating wonderful dishes filled with passion and flavor. If she’s not cooking delicious food, she’s stretched out with a good book. She hopes to use her experience to help others, guide company leaders to best practices, and help build better professionals and stronger organizations.