Insurance Considerations for Riots, Vandalism and Civil Unrest
Riots, vandalism and civil unrest can create unique challenges for business owners—resulting in stolen, damaged or defaced goods and extensive property damage. That’s why it’s crucial to secure proper commercial insurance coverage to adequately protect your business in the event that such a situation occurs within your community.
Review the following guidance for an outline of various insurance solutions that can offer compensation for losses related to riots, vandalism and civil unrest, as well as best practices to consider when making claims in these situations.
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Coverage for Riots, Vandalism and Civil Unrest
The following forms of commercial insurance coverage can provide protection in the event that your business suffers a loss related to riots, vandalism or civil unrest:
First-party property insurance—This form of coverage can offer compensation for physical losses or property damage to the insured premises and contents. Losses caused by riots, vandalism or civil unrest are typically covered on both “named peril” and “all risk” commercial policies. However, be sure to review your policy to ensure it doesn’t exclude these situations. Keep in mind that your policy might utilize different terminology for these situations (e.g., “civil commotion” as opposed to “civil unrest,” or “riots” and “malicious mischief” as opposed to “vandalism”). Make sure you understand all policy definitions.
Business interruption insurance—This type of policy (also known as business income insurance) can provide coverage for loss of income that results from having to temporarily halt business operations to recover from a physical loss or property damage to the insured premises. For your policy to be triggered, the halt of business operations must be directly caused by a physical loss or property damage that was incurred by a covered peril—such as a vandal smashing your property’s windows with a brick. In addition, some insurers might not allow your policy to be triggered unless the physical loss or property damage results in a “complete and total” halt of business operations. This means that if the physical loss or damage only affects some of your operations—but not all—you might not be covered. With this in mind, be sure to review your policy wording to understand the full extent of your coverage.
The civil authority clause—Most business interruption policies also include a civil authority clause, which can offer compensation when an action or order of civil authority temporarily prevents or restricts access to the insured premises—forcing the affected business to either limit hours or halt operations altogether. Although this clause still requires a physical loss or property damage to occur in order to be triggered, the damaged property does not necessarily have to be owned by your business—it typically just needs to occur within a set distance of your operations.
Extra expense insurance—This type of policy can provide coverage for additional expenses that result from continuing business operations while the insured premises is being repaired or replaced due to a physical loss or property damage that was incurred by a covered peril. This might include costs such as the added expense of shipping necessary business supplies overnight rather than at the standard delivery rate in order to resume operations as soon as possible.
Best Practices When Making a Claim
If riots, vandalism or civil unrest take place within your community and result in losses for your business, consider these best practices when making a claim:
Report it immediately—Be sure to report the incident right away to the local authorities and consult your broker for immediate claims assistance.
Prevent additional losses—When the loss occurs, try to do everything you can to mitigate the risk of further damages (e.g., boarding up your property’s windows and doors). However, only take these precautions if it is safe to do so. Avoid any mitigation measures that could put you or your employees at risk of injury or fatality.
Beware of waiting periods—Make sure you consider any waiting periods or other deductibles that might apply when making a claim. For example, most business interruption policies are subject to a 72-hour waiting period—meaning that you won’t be covered for any loss of income that occurs for the first three days following the incident.
Document all expenses and damages—To ensure the best possible compensation for your loss, be sure to document the full extent of the damages that your business incurred by taking plenty of pictures as evidence. Further, make sure you keep track of all expenses related to the loss by saving receipts and bank statements.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
Since being established as part of the Coronavirus Aid, Relief and Economic Security Act in March 2020, the Paycheck Protection Program (PPP) has been the subject of additional stimulus bills, legal guidance and interim final rules. In the latest development, Congress passed the Paycheck Protection Program Flexibility Act of 2020, which is a bill that provides borrowers with greater flexibility in spending PPP funds without compromising forgiveness eligibility. President Donald Trump signed the bill into law on Friday, June 5, 2020.
What is included in the bill?
The bill, which passed with a bipartisan vote, makes the following amendments to the PPP to provide relief to borrowers:
Loan repayment terms—The bill extends the minimum loan term for unforgiven PPP loans from two years to five years.
Payroll costs vs. nonpayroll costs— For forgiveness eligibility, the bill reduces the portion of PPP funds that must be spent on payroll costs from 75% to 60%, and raises the nonpayroll cost limitation from 25% to 40%.
Covered period extension—The bill extends the covered period during which borrowers must spend the PPP funds to be eligible for forgiveness from eight weeks to 24 weeks from the date of origination of the loan.
Payroll tax deferment—The bill permits borrowers to defer payroll taxes without being penalized while still remaining eligible for loan forgiveness.
Extension of rehiring safe harbor—The bill extends the rehiring safe harbor by six months to provide borrowers with additional time to restore payroll levels or rehire employees without facing a reduction in the amount of forgiveness for which they are eligible. The original date was June 30, 2020, and the new date is Dec. 31, 2020.
In addition to the provisions above, the bill provides loan forgiveness eligibility exemptions for borrowers that are not able to rehire an employee or a replacement. There are also exemptions for loan forgiveness eligibility for borrowers that are not able to return to the same level of business due to complying with COVID-19-related orders or circumstances.
What’s Next for PPP Loans?
Borrowers should review the bill carefully and speak to their lender should they have any questions. In addition, borrowers should direct any questions regarding their PPP loan to their lender.
We will continue to monitor any additional developments regarding the PPP and deliver updates as necessary. For more information about the PPP, contact GDI Insurance Agency, Inc.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
In response to the debilitating effect the coronavirus (COVID-19) pandemic has had on small businesses across the country, the federal government funded a program under the Coronavirus Aid, Relief and Economic Security Act (CARES Act) called the Paycheck Protection Program (PPP). What should you do after receiving a PPP loan?
Approximately $670 billion has been allocated to the PPP fund, and small businesses across the country have sent in their applications to hopefully receive assistance from this loan program. If your business secured a PPP loan, you may be wondering what your next steps should be. This article provides a general overview of PPP loans and what employers should do if they receive an approved PPP loan.
Review PPP Loan terms
The PPP is designed to get cash in the hands of suffering small businesses quickly, with less stringent eligibility requirements than the existing U.S. Small Business Administration (SBA) loan programs. PPP loans are designed to incentivize business owners to keep employees on payroll. These loans provide 100% federally guaranteed loans to small businesses, through Jun. 30, 2020. Importantly, these loans may be forgiven if borrowers maintain their payrolls during the crisis.
The terms of a PPP loan are as follows:
The amount of a PPP loan available to each borrower is 2.5 times the borrower’s average monthly payroll costs, not to exceed $10 million.
PPP loans require no collateral, have a maximum 10-year term, and an interest rate of no more than 4%.
The loans are available to eligible companies to be used for the following costs incurred from Feb. 15, 2020, through Jun. 30, 2020:
Payroll (e.g., salary, wage, parental, family, and medical or sick leave)
Health care benefits and related insurance premiums
Employee compensation
Mortgage interest obligations
Rent and utilities
A borrower of a PPP loan is eligible for loan forgiveness equal to the amount spent during the eight-week period after the date of the original loan for rent on a leasing agreement, payroll costs (including wages for U.S. employees capped at $100,000 per employee), mortgage interest and utilities. The amount forgiven may be reduced if the borrower reduces the number of employees, or salaries and wages of employees. Borrowers must apply through their lender for forgiveness on the loan.
Employers should work with their SBA-approved lender for any questions related to their PPP loan.
Using Funds Appropriately to Remain Eligible for Forgiveness
U.S. small businesses that were able to secure financial relief through the SBA’s Payroll Protection Program should consider the following to help their cause for qualification of forgiveness of the full principal amount of the loan and any accrued interest:
Use the loan funds only toward: payroll, including salary, wages, tips and covered benefits for employees; rent or mortgage interest; and utilities.
Ensure at least 75% of loan funds are allocated for payroll costs.
Maintain the level of full-time employee (FTE) headcount without reduction during the eight-week covered period.
Maintain the salaries and wages of your workforce during the eight-week covered period. Any reduction of more than 25% for any employee who makes less than $100,000 will reduce the amount forgiven.
Preserve proper documentation to support the amount of proceeds used for payroll costs, rent or mortgage, and utilities.
Prior to June 30, 2020, restore all full-time employment and salary levels back from any reductions made between Feb. 15, 2020, and April 26, 2020.
As mentioned above, preserving proper documentation is important, as this information will be used by your lender when evaluating whether an employer qualifies for PPP loan forgiveness. For more information regarding loan forgiveness eligibility, click here.
Applying for PPP Loan Forgiveness
The CARES Act requires employers to apply for loan forgiveness with the same lender they applied for the PPP loan at the end of the eight-week period following the disbursement of their loan. When applying for loan forgiveness, employers will need to provide the following information:
The total requested amount to be forgiven
Documentation verifying the number and pay rate of FTEs on payroll, including:
Payroll tax filings with the IRS
State income, payroll and unemployment insurance filings
Documentation verifying covered mortgage interest, rent or lease obligations, and utilities
Certification from an authorized representative for the employer that all supplied documentation is true to the fullest extent possible
Certification from an authorized representative for the employer that the amount requested to be forgiven complies with PPP guidelines
After submitting an application, lenders must make a decision on whether an employer’s PPP loan will be forgiven, or how much of the loan will be forgiven, within 60 days. In some cases, a lender may ask for additional information. Employers should monitor their application and pay attention to any requests for additional information. For questions on your company’s loan forgiveness eligibility or application, contact your lender.
Repaying a PPP Loan
If your lender does not approve your loan for forgiveness, or only approves part of your loan for forgiveness, you will be required to repay your loan. While payments for the loan principal and interest are deferred for six months, interest will continue to accrue. Loan repayment is due in two years, and any forgiven amounts are considered nontaxable.
Best Practices
If your company has received a PPP loan, there are a few things you can do to prepare your company for applying for loan forgiveness:
Review your employee data—Understanding and documenting your FTE headcount is essential, as this data needs to be documented for your forgiveness application. Be sure to review the number of FTE employees you had on Feb. 15, 2020, and how many you have on June 30, 2020.
Meticulously document and retain information—All expenses paid for with PPP funds should be documented, and receipts should be retained. Keep this information as organized as possible, as you’ll need to provide it when you apply for forgiveness.
Understand forgiveness is not guaranteed—PPP loan forgiveness isn’t guaranteed, as it is at the discretion of each lender. Additionally, it’s possible that part, but not all, of your PPP loan will be forgiven. Your company should be prepared to repay your loan should it not be forgiven.
For further guidance about your specific PPP loan, consult with your lender.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
Prevent Remote Employee Burnout During the COVID-19 Pandemic
The shift to telecommuting has made it possible for employees to work while staying safe and preventing the spread of the coronavirus disease 2019 (COVID-19) pandemic, but it has also created a few challenges, including increased levels of workplace stress and employee burnout. Find out what you can do to prevent your remote employee burnout.
What is Remote Employee Burnout?
According to the World Health Organization, doctors can diagnose an employee with burnout if they exhibit the following symptoms:
Exhaustion or energy depletion
Decreased engagement at work, or feelings of negativism or cynicism related to one’s job
Reduced productivity or efficacy
For some employees, the negative effects of burnout extend beyond their work life and into their home and social life. Moreover, burnout can increase an employee’s risk for getting sick or developing a chronic condition.
How to Prevent Burnout in Remote Employees
Since burnout is the result of prolonged and chronic workplace stress, it’s important to know how to recognize the signs of workplace stress.
While it may not be possible to eliminate job stress altogether for your employees, you can help them learn how to manage it effectively. Common job stressors include:
Heavy workload
Long work hours
Lack of work-life balance
Concerns over job security
While dealing with stress is a normal part of everyday life, and these uncertain times may be elevating your employees’ overall stress levels, it’s important to watch out for prolonged stress. Here are some early warning signs of burnout:
Anxiety or depression
Low morale
Short temper
Headache
Stomach or back problems
Fatigue
You can implement various activities to help reduce employee stress, which can improve health and morale—and productivity.
Make sure that workloads are appropriate.
Have managers regularly check in with employees to facilitate communication.
Recognize and celebrate employees’ successes. This contributes to morale and decreases stress levels.
Encourage a positive work-life balance.
Train managers on strategies to keep employees engaged and motivated at work.
Educate managers on the signs of employee burnout.
Set clear expectations for working hours and productivity.
Keep in mind that some employees will have to balance caregiving and telecommuting responsibilities.
Be flexible and understand that not all employees will thrive while telecommuting.
Don’t task out busy work during these times to prevent heavy workloads.
While these strategies can help prevent burnout, they’re not right for every organization. Be sure to carefully review each tip before implementing a mitigation strategy at your business.
For More Information
Burnout is a serious syndrome that may be affecting your employees. As such, it’s important that you recognize the signs of burnout and take steps to prevent it while your employees are working from home during the COVID-19 pandemic.
For more information on stress reduction resources for employees, contact GDI Insurance Agency, Inc. today.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
The coronavirus disease (COVID-19) pandemic has changed many aspects of the current workplace, and soon, employers should begin planning for what their post-coronavirus office will look like. Previously, social distancing and COVID-19-related best practices hadn’t been a topic on the mind of most employers or employees. By updating office layouts, encouraging new behaviors and expanding remote work options, employers can help prevent the spread of future diseases, and protect the health and safety of employees. Designing a post-coronavirus office takes planning and vision.
Physical Changes to Workplaces
As employers prepare for employees who will be returning to the office, organizations can consider the following best practices for their office space:
While updating practices to best prevent the spread of illnesses will also require changes in behavior, employers can take a step in the right direction by ensuring that designing a post-coronavirus office space that is aligned with encouraged behaviors of employees.
Behavioral Changes
While every business is different, there are practices many organizations can implement and behaviors they can encourage. Common post-coronavirus adjustments may include:
Create expectations for handwashing. According to the Centers for Disease Control and Prevention (CDC), one of the best actions to prevent the spread of coronaviruses is washing hands with soap and water for at least 20 seconds. Encourage employees to do so often, and consider creating policies to reinforce this behavior.
Ban or discourage shaking of hands. While shaking hands is an instinct in many cases, this practice can spread germs, diseases and illnesses at an expedited rate.
Increase cleaning schedules. According to the CDC, COVID-19 can remain on hard surfaces for up to 12 hours, creating a potential risk of transmission.Review how cleaning schedules can be more frequent and thorough.
Adjust meeting practices. Encourage limited amounts of participants in meetings, and advise them to spread out and avoid sharing multi-touch devices.
Technology Considerations for Employers Designing a Post-coronavirus Office
Beyond updating office layouts and encouraging virus-resistant practices, some employers are considering how the use of technology can aid in efforts to prevent the spread of diseases. Some organizations are tracking employees’ distances through cellphones or other devices, and even screening employees and guests for high body temperatures. Employers can also consider installing or expanding the use of hands-free voice assistants, such as Amazon, Google or Apple devices, with the intent of reducing the use of shared technology surfaces used by multiple employees. While not all of these changes will make sense or be feasible for all organizations, employers can consider how updated business practices can encourage social distancing, and reduce the touching of shared surfaces—both during and even after the COVID-19 pandemic.
Expanding Telecommuting Options
According to a survey of U.S. employers by the Computing Technology Industry Association conducted in 2019, more than two-thirds of respondents across a range of different industries and professions reported increased productivity when workers telecommuted full- or part-time. While the feasibility of remote work varies depending on an employee’s job responsibilities, expanding remote work options offers other benefits as well. These additional benefits can include:
Increased flexibility
Increased retention
Reduced greenhouse emissions
The ability to tap into a broader talent pool
Fewer opportunities for diseases such as coronaviruses to spread
Notably, by expanding remote opportunities post-coronavirus, employers can reduce the amount of human interaction that takes place at a physical location. Also, by allowing remote work, employees who are sick are less likely to physically attend the office. Best practices for expanding remote work include creating outlined companywide remote practices, rather than leaving remote work approval requests up to the subjective opinion of a manager. As employers consider how they can best create remote work policies, many considerations factor into the equation. For additional resources about how to best use the remote workplace, contact GDI Insurance Agency, Inc..
Preparing for Future Pandemics
Even after reopening, health experts warn that businesses should also be prepared for future pandemics. Additional waves of COVID-19 could reemerge in the near future, and employers should create plans that account for partial or full closings of office locations.
Designing Post-coronavirus Office
As employers plan for how to operate post-coronavirus, creating preventive best practices can set up organizations for success. While the easy return-to-work procedure will be to fall back on existing practices, the COVID-19 pandemic allows an opportunity for organizations to consider how creating an updated workplace with virus-resistant practices, as well as expanding remote work opportunities can prepare them for future pandemics.
As employees reenter the job market, post-coronavirus practices will be top of mind. By being proactive and establishing appropriate measures and practices, employers can not only help prevent the spreading of diseases—but put employees at ease, knowing that necessary steps are being taken to ensure the health and safety of those who will be spending time at the office.
As laws and guidelines related to COVID-19 change, employers should consult with legal counsel when updating or changing policies. As you navigate through reopening your office locations, contact GDI Insurance Agency, Inc. for additional COVID-19 resources.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
The coronavirus (COVID-19) pandemic has interrupted many businesses across the country. While it’s unclear how long COVID-19 will continue to affect organizations, many employers are looking to the future of employees returning to work. These details will help you build return to work plans.
Echoing the sentiments of public health officials, a return to normalcy won’t be like flipping a switch, but rather a gradual effort. In preparation for reopening your business and asking employees to come back to work, it’s imperative that your company thoughtfully constructs a return to work plan for its employees to keep everyone healthy and safe following the COVID-19 pandemic.
Please note that this article should be used for informational purposes only and should not supersede applicable state or local guidance. Additionally, please review any workplace-specific considerations, which could be more involved depending on the industry you operate in, when drafting your return to work plans.
Return to Work Plans: Introduction
A return to work plan is typically created to help reintegrate workers who have been injured or have been on leave. The plan includes details on how the worker will gradually return to work and any job-related specifics. Its purpose is to formalize steps for a safe and quick return to work.
There are many benefits of return to work plans for both the employer and the employee. Employers can enjoy increased employee engagement, proactive cost containment, reduced turnover, increased communication and improved morale with an established return to work plan. And it’s been proven that employees who go through return to work plans are able to get back to work quicker than those who don’t, meaning that employers will see increased productivity following an employee’s return to work.
Employees also benefit from return to work plans, as they feel supported by their employer, which increases their engagement and loyalty to the company. Going through a return to work plan also helps them get back to work faster and increases the likelihood that they feel secure and stable in their role.
The benefits of return to work plans are undeniable. While these plans are typically customized on an individual basis, you can use the basics of a return to work plan to build your company’s approach to asking employees to return to work following the COVID-19 pandemic.
COVID-19 Return to Work Plans
COVID-19 has caused many businesses to shut down or transition their employees to work from home, disrupting daily work life for many. As stay-at-home regulations are scaled back and all businesses are allowed to resume as normal, your employees will be asked to come back to work. While they may not be coming back from an injury or leave, you need to have a plan in place for all employees to safely and successfully return to work.
While you may need to tailor your organization’s COVID-19 return to work plan to employees’ specific needs (e.g., child care arrangements, caregiving responsibilities and health issues), having a generalized plan in place can help you safely reopen your business.
Your COVID-19 return to work plans should include the following:
Anticipated return to work date—With the uncertainty that COVID-19 has brought, it’s important to give clear information and dates when employees are to return to work whenever possible. Be sure to be flexible with your dates, though, as local and state orders are frequently updated.
Disinfecting and cleaning measures—Because COVID-19 can remain on surfaces long after they’ve been touched, it’s important that your business frequently cleans and disinfects the facility. Some best practices include:
Cleaning and disinfecting all frequently touched surfaces in the workplace, such as workstations, keyboards, telephones, handrails and doorknobs.
Discouraging workers from using other workers’ phones, desks, offices, or other tools and equipment, when possible. If necessary, clean and disinfect them before and after use.
Providing disposable wipes so that commonly used surfaces can be wiped down by employees before each use.
Social distancing protocol—Social distancing is the practice of deliberately increasing the physical space between people to avoid spreading illness. In terms of COVID-19, social distancing best practices for businesses can include:
Avoiding gatherings of 10 or more people
Instructing workers to maintain at least 6 feet of distance from other people
Hosting meetings virtually when possible
Limiting the number of people on the job site to essential personnel only
Discouraging people from shaking hands
Employee screening procedures—To keep employees safe, consider conducting screening procedures to identify potentially ill employees before they enter the office. The Equal Employment Opportunity Commission permits employers to measure employees’ body temperatures before allowing them to enter the worksite. Any employee screening should be implemented on a nondiscriminatory basis, and all information gleaned should be treated as confidential medical information under the Americans with Disabilities Act—specifically, the identity of workers exhibiting a fever or other COVID-19 symptoms should only be shared with members of company management with a true need to know. Be sure to notify employees that you will be screening them to avoid any surprises.
Employee safety training—Your return to work plan should include detailed safety training guidance to ensure that all employees understand how they can prevent the spread of COVID-19. Your plan should discuss the following safety training topics:
Respiratory etiquette and hand hygiene—Businesses should encourage good hygiene to prevent the spread of COVD-19. This can involve:
Providing tissues and no-touch disposal receptacles
Providing soap and water in the workplace
Placing hand sanitizers in multiple locations to encourage hand hygiene
Reminding employees to not touch their eyes, nose or mouth
Personal protective equipment (PPE)—PPE is equipment worn by individuals to reduce exposure to a hazard, in this case, CVOID-19. Businesses should focus on training workers on proper PPE best practices. Employees should understand how to properly put on, take off and care for PPE. Training material should be easy to understand and must be available in the appropriate language and literacy level for all workers.
Staying home when sick—Encourage employees to err on the side of caution if they’re not feeling well and stay home when they’re sick or are exhibiting common symptoms of COVID-19 (e.g., fever, cough or shortness of breath).
Mental health considerations—The COVID-19 pandemic has increased stress levels of employees across the country. It’s important that your return to work plan includes guidance for managing employee mental health concerns when employees return to work.
Process for individualized requests—Employees will be returning to work and facing different situations at home or with their health. Your return to work plan should include information about how employees can go about making individualized requests for changes to a return to work plan. Some may have underlying health conditions that put them at greater risk of severe illness with COVID-19, meaning they may not be able to fully return to work. Others may be facing unique child care arrangements due to schools and day cares being closed. Be flexible and compassionate in your response to individualized requests.
Your return to work plans should be tailored to your business’s unique needs and should follow local and state regulations. Reach out to GDI Insurance Agency, Inc. for assistance with creating a unique return to work plan for your organization.
Return to Work Considerations
Returning to work after the COVID-19 pandemic is likely to bring challenges to your organization. Some of the most common challenges that you’ll need to be prepared for include the following:
Changing worker priorities—If your organization asked its employees to work from home during the COVID-19 pandemic, employees may want to still enjoy work from home arrangements even after the office is reopened. Your organization should be prepared for an increased demand in work from home requests, and you may need to expand your pre-COVID-19 policies to meet this demand. In addition, prospective employees may ask about this benefit when they’re searching for a job within your company.
Updating the office layout—Due to social distancing protocols, your organization may need to reconfigure the office’s layout. Per the guidelines, employee workstations should be 6 feet apart to help prevent the spread of COVID-19.
Adapting to changing rules and regulations—Due to the nature of the COVID-19 pandemic, rules and regulations are constantly changing. You should be prepared to change your business practices if needed to maintain critical operations. This could involve identifying alternative suppliers, prioritizing existing customers or suspending portions of your operations.
Managing reputational effects—Given the scope of the COVID-19 pandemic and how much is still currently unknown about the situation, people may have strong opinions about your decision to reopen your business. You’ll need to be prepared for the reputational effects of reopening your business. By taking the steps to keep your employees and customers safe and healthy, you can manage reputational effects of opening after the pandemic.
Remember, reopening your business after the COVID-19 pandemic isn’t as simple as opening your doors. You’ll need to carefully evaluate each step of your reopening and gradually ask employees to return to work.
Continued Safety
The next phase of responding to the COVID-19 pandemic involves reopening your business. While this task may seem daunting, we’re here to help every step of the way. Contact GDI Insurance Agency, Inc. today to learn what actions you need to take to ensure your employees’ return to work is as seamless as possible.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
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