Stay-at-home orders began on March 19, 2020 in America, more than 440 days ago at the time of this post. Since then, nearly every business has had to contend with closures, reduced staff, social distancing implementations, supply-chain interruptions, and much more. Many restaurants became to-go only, and even doctors switched to telemedicine for many routine office visits. While we have endured this for the common good, it’s a safe bet that as we approach summer, most of us are eager to shed the awful memories of the last year and return to normalcy.
As you consider how to do this, please begin with your local and state-level safety recommendations, as protocols differ by area. That said, here are some other considerations:
Return to Normal Activities
The CDC has announced that fully vaccinated people “can resume activities that you did prior to the pandemic.” Additionally, “fully vaccinated people can resume activities without wearing a mask or physically distancing, except where required by state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidance.”
Again, check with your local governance. Also, bear in mind that if you decide you would still like for customers and employees to wear facemasks, even if your area has opened back up, you are still allowed to do so. As more time passes, expectations on this will change, so it’s also a good idea to gauge how the rest of your area is handling this transition.
Indeed, there are certainly areas of the country where it’s almost strange to see someone walking around unmasked. Some unease will abound, of course, but this too shall pass.
Proof of Vaccination
There has been considerable debate about whether a business can legally ask its employees or its customers about whether they have been vaccinated, and whether they can demand proof. Some have even said it would be a HIPPA violation to do so. For clarity’s sake, however, HIPAA Journal states, “HIPPA only applies to HIPPA-covered entities—healthcare providers, health plans, and healthcare clearinghouses—and their business associates. If an employer asks an employee to provide proof that they have been vaccinated in order to allow that individual to work without wearing a facemask, this is not a HIPPA violation as HIPPA does not apply to most employers.”
That said, whether a business should be asking the question is another matter. HIPPA Journal goes on to say that “before asking the question, organizations should be prepared for how they will respond to individuals’ answers, or how they will respond if an individual refuses to answer the question.” Furthermore, the Americans with Disabilities Act (ADA) forbids businesses from refusing service to someone who is unvaccinated. At most, those businesses can simply require that person to wear a facemask as a matter of health and safety. In any case, asking to see vaccine records opens up a big can of worms. As such, businesses wishing to avoid confrontation have opted for an on-your-honor system. Otherwise, they’re simply requiring everyone to wear facemasks regardless of vaccination.
Collaborate
Before making a unilateral decision, you would be wise to check in with your employees, especially if they’re the ones on the front line of sales and customer service. Depending on their comfort level, you may find that they’re either quite eager to shed their masks or still concerned for their safety and want to continue with them. The make-up of an office will vary from location to location, naturally. If your location is almost entirely vaccinated, then perhaps those employees will have no qualms about going back to life as it once was. If your location has employees who aren’t vaccinated, or if you immunocompromised individuals, they might feel differently. As the business owner or manager, you will know your situation better than we do.
As Forbes says in their article about reopening, “Leaders need to listen to employees to make sure policies are tailored to their needs and investigate best practices.” Moreover, “Make sure you don’t force it. Give your employees the choice and personal freedom in their decision to be in the office or continue working remotely,” if that’s applicable to your business. “Strictly follow all of the local safety guidelines and regulations.”
Knowledge is Half the Battle
As you doubtless know, The Brandt Group specializes in helping businesses develop the best customer experiences possible through superior salesmanship, product quality, and customer service. In addition to our world-class mystery shopping services, you might not know that we also do feedback surveys for both customers and employees alike. If you’d like honest answers from the people work and shop in your business, an anonymous survey can do just that. This anonymity will permit everyone the opportunity to disclose how he or she really feels about any of your policies—everything from COVID safety to employee conflict resolution.
As you’ve heard many times now, we’re all in this together. The Brandt Group would be honored to help you create a comfortable and safe working environment. Reach out today to get started.
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