Addressing safety, workers' comp issues for a remote workforce
The work-from-home era is creating unique safety issues. Here, an expert discusses handling injuries and insurance claims remotely.
Businesses across the country learned a lot from this year’s sudden dive into the great work-from-home (WFH) experiment. They’ve had to embrace and master a range of new technologies and digital tools, as well as adapt their company cultures and communication strategies.
For some companies, the transition has been more successful: Twitter has announced that its employees will never have to return to the office if they so choose. Other companies, like Google and GM, continue to monitor the current pandemic situation and extend WFH policies accordingly.
Michael Schultz, co-founder at Aclaimant, recently shared with ALM sister publication BenefitsPRO some insights into how to address the unique safety challenges that come with a remote workforce, as well as the challenges faced by companies that have had to keep their doors open throughout the pandemic.
As remote work continues to be the norm, what should companies keep top of mind in terms of keeping employees safe — including while working remotely?
Schultz: While working remotely can better protect workers from the threat of contracting the COVID-19 virus, it ultimately exposes them to new workplace safety risks. With that in mind, companies must ensure the same safety precautions that were in place at the office are also promoted in employees’ home offices. This includes encouraging ergonomic workstations, preventing slips, trips and falls, and even supporting employees’ physical and mental health well-being.
At the end of the day, the easiest thing companies can do is frequently communicate with employees to emphasize that their well-being is a top priority as well as share resources that will help them improve their safety while working from home.
How has COVID-19 forced companies to rethink their employee benefits program? What should they prioritize moving into a post-pandemic world?
Schultz: As COVID-19 has accelerated transformation across all aspects of businesses, it’s important companies also use this time to rethink their employee benefits program as well. Companies must include unrestricted access and affordability to mental, physical and psychological health professionals within their employee benefits program. Additionally, as companies tackle productivity and employee engagement problems while working remotely, a rejuvenated focus on employee health will ensure that these aspects of the employee experience will improve as well as the overall business.
How has workers’ comp changed throughout COVID-19? How can employers navigate claims or injuries when they happen remotely and not in the office?
Schultz: The COVID-19 pandemic has created countless challenges when it comes to workers’ compensation, as each state has its own unique policy and no cut and dry answer as to whether an employee who contracts COVID-19 is covered under workers’ compensation.
Despite differences in handling cases across the country, there is groundwork that can be laid out by employers to ensure they are navigating the situation appropriately, especially when injuries and claims happen remotely. First and foremost, there must be an agreed-upon and implied level of transparency and trust between the employee and employer for this to work.
Additionally, employers must be able to report, document and triage an incident in real-time to instill a safety-first company culture. In addition, there are a few considerations employers can keep in mind to better instill this culture of transparency, safety and trust. These include:
- Frequently communicating policy updates that outline the employers’ expectations of employees while working from home, and provide resources for how to achieve a sustainable work-life balance.
- Establish guidelines for setting up home offices and provide training for workstation set up and safety measures when possible.
- Encourage employees to establish fixed work hours and rest hours with their managers, to prevent burnout as well as avoid injuries that may come from restlessness.
This article has been edited for length and clarity.
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