Should you keep some COVID controls in place?

Should you keep some COVID controls in place? As the province lifts pandemic restrictions for public places, what are the workplace implications? Should your workplace lift its restrictions in line with the province? Workplace and Covid controls, What next?

“Not necessarily,” says WSPS Consultant Pamela Patry. “It’s not about throwing out the controls and processes you’ve put into place. It’s about merging them into a sustainable system.” This way you have the flexibility to either ramp up again if COVID-19 case numbers increase and guidelines are reinstated or loosen restrictions further when Public Health gives the green light.

Loosening workplace restrictions requires thought and careful management, says Pamela. Before you decide what controls to lift, monitor changing requirements, consider your COVID-19 risks, how comfortable employees and customers will be with changes, whether pandemic controls offer other benefits to your workplace, and how you will communicate the changes.

Pamela offers more on these considerations.

1. Stay on top of changing requirements, both province-wide and from your local public health unit. Still, have questions? Call the province’s COVID-19 business information line.

2. Assess risks. While case numbers and hospitalizations are down and public restrictions are lifting, the risk of contracting COVID-19 has not disappeared. “COVID-19 isn’t going away, and there could be new strains on the horizon,” notes Pamela.

Before lifting workplace controls, update your existing COVID-19 risk assessment, or conduct a new assessment. For example, loosening controls or bringing teleworkers back into the workplace may be problematic if employee vaccination rates are low, or your workplace is located in an area where case counts are still high.

“It’s okay for your workplace requirements to be stricter than what’s required by Public Health,” notes Pamela. “Remember, you have a legal obligation to do everything possible to protect the health and safety of your workers.”

3. Anticipate worker/customer response. How will people react to fewer restrictions? “It will likely be very mixed,” says Pamela. Some employees and customers will happily abandon physical distancing, mask-wearing, and working at home; others will want to continue to take these precautions, including vulnerable workers with compromised immune systems or medical conditions that put them at greater risk.

Finding the right comfort level for everyone means remaining flexible. For example, if some employees are hesitant about re-entering the workplace, could they continue working from home? if you are planning an in-person meeting, could hesitant staff attend virtually? Likewise, could employees continue to wear masks if they want to? What measures could you retain or introduce to protect vulnerable workers?

4. Weigh other benefits. Some COVID-19 controls are keepers for reasons other than reducing the risk of transmission, says Pamela. Mask-wearing, physical distancing, sanitizing, and staying at home when sick are effective ways to prevent colds, flu, and other infectious diseases. If you eliminate these controls now, should you reinstate them during the flu and cold season? Could you change your workplace culture and practices to encourage staying home when sick?

Other examples of possible side benefits include maintaining

hybrid models of work where they increase productivity and efficiency
Plexiglas guards in retail settings, which may reduce the risk of violence and harassment
and higher rates of ventilation. Bringing more fresh air into the workplace can help reduce fatigue and increases alertness. For more on this, read We’re all exhausted. Here’s what workplaces can do about it.

5. Communicate the changes. “Once you’ve decided which controls to keep or relax, have honest and clear communication with your staff about what you’re doing and why,” advises Pamela. Include these messages:

the workplace is continuing to follow instructions and guidance from public health
your policies are consistent with the risks you’ve identified in your workplace and may exceed public health guidelines in order to keep employees safe
the changes you are making are flexible and take into consideration the comfort levels of all employees
you expect staff to be considerate, respectful, and empathetic to the choices of other employees, such as continuing to wear masks after this requirement is lifted, or working from home
policies may be adjusted or reinstated, according to public health guidelines.