Updated: Jul 5, 2020
Create a plan to safely bring employees back to work. This will require a thoughtful strategy, preparation and changes to your work environment as well as workforce management practices.
Consider which employees can or should continue to work remotely by the job, location, etc. Make sure all decisions related to remote work are neutral and job-related, and not based on protected characteristics, such as age, race, pregnancy or other factors unrelated to the job. Items to think about:
Continue to allow remote work where possible to keep employees safe.
Consider staggering weeks in office and at home among team members, or part-time remote work on alternate workdays.
Evaluate and update technology to continue to support both onsite as well as remote workforce.
Review pros and cons, as well as the long-term cost savings or other effects, of offering permanent remote work.
Be sure to partner with your employee relations and legal department to review and avoid any potential discriminatory practices.