By WK Editorial Staff
Half (55 percent) of employers would provide salary continuation for a median of two weeks if an employee is out of work on self-quarantine due to COVID-19 exposure.
Employers are broadening their efforts to help their workers cope with COVID-19 while at the same time preparing for an eventual return to a stable workplace, according to Willis Towers Watson’s latest survey of employers’ responses to the pandemic. Employers reported a dramatic increase in remote work: 39 percent said over three-quarters of their workers could now work remotely, up from just 14 percent before the pandemic. Almost all employers (97 percent) reported promotion of physical (social) distancing as well as increased cleaning and access to disinfection for those employees who are not able to work remotely.
Wellbeing top priority. Wellbeing—both physical and emotional—remains a primary consideration for employers. Many employers are shaping an effective course of action by increasing employee access to virtual medical care. The survey found that 86 percent of employers are promoting use of telemedicine, a nurse line or virtual visits for medical concerns. Fifty-eight percent are increasing access to telebehavioral health, and an additional 14 percent plan to do so. For those employees who contract the virus, 41 percent report they will waive out-of-pocket costs for treatment.
To encourage access to prescription drugs during the pandemic, 37 percent are relaxing supply limitations for non-specialty drugs (i.e., allowing 90-day supplies of medicines that otherwise are dispensed 30 days at a time); another 7 percent plan to do so.
Salary continuation. Half (55 percent) of employers would provide salary continuation for a median of two weeks if an employee is out of work on self-quarantine due to COVID-19 exposure. Additionally, to help workers deal with challenges when a family member is ill, more than four in five employers (84 percent) have policies that allow flexibility for employees to work from home if they are caring for a sick family member.
Employers often continue to require physician notes for employees for leave (56 percent) or for returning to work (68 percent) after COVID-19 illness even though the Centers for Disease Control and Prevention discourages this practice.
Business planning. Eighty-eight percent of employers reported they have a business continuity plan in place, and 65 percent have an emergency command center. Eighty-seven percent reported they would conduct post-event plan reviews to improve future emergency preparedness. Only 39 percent reported they had already instituted supervisor training specific to COVID-19.
Avoiding discrimination. In an effort to prevent COVID-19 stigma, employers are acting to avoid bias or discrimination associated with the pandemic. Forty-seven percent of employers have organized plans to avoid stigma in the workplace associated with the COVID-19 epidemic, and 21 percent are planning anti-stigma campaigns.
“Protecting the health of employees, customers and the community is a prime concern for all employers,” said Jeff Levin-Scherz, M.D., leader, North American Health Management practice, Willis Towers Watson. “Organizations recognize their employees are going through a difficult period and are taking action to help them manage through the health and economic aspects of this crisis.”
“This is a defining leadership moment for many organizations,” Dr. Levin-Scherz continued. “The employers that take strong action to put people first will be the best positioned to enhance employee wellbeing, restore stability and achieve future business success.”
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