Returning to the Work Site in the midst of COVID Vaccinations and Variants
With millions of people already vaccinated, multiple states reopening and removing restrictions, and COVID numbers decreasing, many employers are hopeful and returning employees back to the work site. But leaders are still concerned that COVID-19 variants are increasing, as we have not yet reached herd immunity, and the variants could cause another surge. Management and HR need to stay vigilant, while preparing for the return to their physical work sites.
- Learn how you can mitigate your litigation risk
- Understand which government agencies and regulations will impact you
- Requirements in a return to work site plan
- Steps to return to the workplace
- Policies for Vaccinated and Non-Vaccinated Employees
- What medical questions are allowable
- Mask requirements within the workplace?
- Managing employees’ concerns for returning to work
- ADA (and FEHA for CA) reasonable accommodations
Management, HR, and the company need to take proactive steps before returning employees back to the work site. Many employers who have not yet returned employees are now evaluating what that return will look like, and how to implement it safely. This is an important transition for both employers and employees, and communication with employees will be key. This will set the stage for an engaged workforce, or one wanting to litigate.
- Business Owners
- Business Executives
- Senior Leadership
- Human Resources Professionals
- Compliance Professionals
- Managers & Supervisors
- Project Managers
- Team Leaders
- Workplace Health & Safety Professionals
- Facility Management
Ashley (Chinh) Huynh is an employment/HR attorney and HR Consultant. She is the Founder of BEDR Inc., an HR consulting firm, and The HR Attorney, an employment law practice that helps businesses prevent litigation and mitigate risk from employee law suits. This allows the businesses to focus on growth while she focuses on their compliance and litigation prevention. She balances her legal, HR and business expertise from her over 20 years as a legal, business and human resources leader. She is highly skilled in the full range of employment litigation prevention, specializing in COVID-19/pandemic prevention, workplace harassment/discrimination training, implementation of processes and policies to be in compliance with legal requirements, wage and hour audits, and employee handbook/policy development.
Ashley has earned her J.D. from Southwestern University School of Law. In addition, Ashley has received a Bachelor of Arts in Psychology with a specialization in Business Administration from UCLA and has attained the PHR and SHRM-CP certifications.
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