After COVID-19 abates, employers may determine that they cannot return all employees to the workforce. Some employers may need to recall employees on a slower timeline depending on demand, social distancing imperatives, and the timeline for production.
During the COVID-19 pandemic, many Canadians are performing work for their employers inside their homes. This raises the question of who has responsibility for potential hazards they may be exposed to while doing so.
One of the most fundamental challenges of returning employees to the workplace relates to workplace privacy and data security, namely, developing lawful processes to screen employees for possible COVID-19 infection before they re-enter.
In response to COVID-19 and the current economic downturn, employers across the country have experienced a dramatic decline in business and a lack of work for their employees.
The pandemic’s initial origination in Asia provides an opportunity for western-based employers to anticipate where they might be in 6 weeks to 2 months and what they might anticipate as they prepare to manage their employees’ to return to the workplace.
Littler is offering a series of Insights on returning to work. This first installment provides an overview some of the key safety and health considerations employers should assess as they start to bring employees back into the workplace.
One perhaps unanticipated effect of the pandemic and the corresponding shelter-in-place and stay-at-home orders is a marked increase in domestic violence worldwide.
