With some businesses across the globe beginning to re-open we want to share some tips with you to make sure you can thrive again. These quick tips come from OSHA’s COVID-19 guidelines and CDC guidance. If you have any further questions on how to re-open your business please reach out to us. We are here for you! • Work Place Safety. It is the duty of the employer to provide a safe place “free from hazards likely causing death or physical harm.” (OSHA). Safety practices to put in place before re-opening business are to: develop a preparedness and response plan for infectious disease, prepare basic prevention measures, develop policies for identifying and isolating sick employees, provide PPE and barriers for your staff and your customers, and communicate the need to be flexible as you figure out new routines. • Check with State and Local Health Orders Each state, county, and city is different in regards to what health orders are a must and which are strongly recommended. It is important to check your specific area to ensure you follow all guidelines. Example: All employees should wear face masks while working during their shifts in LA, Riverside, and Orange County. LA and Riverside County also require all residents leaving their home to do the same, but residents in Orange County do not have to wear them. • Screening Employees Employers have the ability to screen for temperature and questioning before employees begin their shifts. Note that temperature logs must be kept separate for all individual employees as stated by ADA confidentiality requirements. Screening questions should be consistent for all employees and should only include symptoms described by CDC/WHO/public health authorities. Here are four standard questions you can ask: Has the employee been diagnosed with COVID-19? Has the employee been tested for COVID-19? Is the employee experiencing any symptoms associated with COVID-19? Has the employee been in contact with anyone diagnosed or has symptoms of COVID-19? • Bringing Back Workers. Who and how to bring back employees will be a personal decision. But we recommend these steps to minimize discrimination and retaliation claims: evaluate the business needs and bring those who are essential, spread the return in phases to ensure safe conditions can be met, and use seniority as a measure for transparency and fairness. ***Any furlough or temporary layoff employees that are re-hired must be reported to the state as a new hire.