hether it is a deconfinement or a relaxation of the confinement according to the regions where we are, the week turns out to be pivotal for many companies. And if the government encourages the resumption of economic activity, the second wave awaits. So be careful not to rush, at the risk of jeopardizing employees and customers. To deconfinate protected, well managed and motivated, the government but also startups Robin or Bloom At Work have published guides to deconfinement. Here are some good practices – not exhaustive – to keep in mind.
Take stock of the troops
As of May 11, 1 million businesses and more than 12 million employees were affected by the partial unemployment scheme. With the gradual resumption of activity, some will be able to resume full time. Entrepreneurs can count their available divisions: sick employees and forced to stay at home to keep their children can continue to benefit from the system while it is then necessary to arbitrate according to economic needs .
For those who return to work, beware, this does not necessarily mean finding your way back to the office. Indeed, the government has been clear on its instructions: ” since March 17 and until further notice, telework must be systematically privileged, ” said the Ministry of Labor . An employer may require an employee to return to work, but must then demonstrate that the presence of the employee at the workplace is essential for the accomplishment of his missions. Likewise, the mode of transportation used to come to the office must be taken into account in the decision whether or not to continue teleworking.
Establish hygiene measures
For entrepreneurs who have no choice but to bring their teams back to the workplace, watch out for barrier gestures! As an employer, you have an obligation to keep your employees safe. It is therefore necessary to:
- provide hydroalcoholic gel or soap so that employees can wash their hands regularly,
- possibly provide masks. La Poste has, for example, set up a mask purchasing platform intended to secure the supply of very small businesses. Wearing a mask can also be made compulsory if this is provided for in the internal regulations,
- disinfect the offices regularly (without forgetting the conviviality areas).
It is also imperative to review the layout of the offices to respect social distancing and the minimum distance between two people.
Update administrative documents
The internal regulations must be modified to incorporate the new health and safety standards. Except that this requires the opinion of the CSE, the notification of the labor inspectorate and its registration by the registry of the Labor Court. In addition, it can only come into force one month after the last registration formalities. But it ” can be modified, in particular by memos “, specifies the public service . It is therefore better to go through this channel, at least initially, to deal with the emergencies that the health crisis imposes. Please note: the memo must also be approved by the CSE and sent to the labor inspectorate.
It then remains to communicate these changes to the employees: e-mail, intranet, posting in offices … All means are good to remind everyone of the respect of safety instructions!
The single risk assessment document (Duer)
Again, you will need to modify this document to incorporate Covid risk. Concretely, this means assessing the risk that your employees will be confronted with Covid and the preventive measures put in place to limit it. Consultation of the CSE is not compulsory, unless the modification of this document requires a major reorganization of work. However, it is recommended in order to associate your employees with these modifications.
Re-motivate the troops
Resuming work after several weeks of inactivity or returning to the office can be delicate moments for many employees. Here are a few tips to re-engage them, including when they are teleworking, taken from the guide published by Bloom at work :
- Encourage dialogue, including for moments of conviviality outside of work, for example by setting up a dedicated discussion channel in your remote collaboration tool. This will replace the “coffee break”!
- Do not neglect the times of informal discussion between managers and their teams. It is necessary to set up dialogue times, including at a distance, to take the pulse of its teams and ensure that all employees are in good mood.
- For this, the phone sometimes turns out to be the most reliable technology: a phone call from time to time is warmer and more human than yet another loop of mails or Slack messages not always well understood or received.
- Do not forget to thank your teams, this is particularly important in a period as uncertain as the one we are living in. Without your employees, your business would be an empty shell, don’t forget!