Published 7:00 a.m. ET October 6, 2020 |
SHUT DOWN
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Johnny C. Taylor Jr., a human resources professional, will answer your questions as part of a series for USA TODAY. Taylor is President and CEO of the Society for Human Resource Management, the world’s largest HR specialist society.
Questions are submitted by readers and the following Taylor responses have been edited for length and clarity.
Have a question? Do you have an HR or work-related question that you would like me to answer? Submit it here.
Q: I work for a nonprofit with locations in Florida and Texas where COVID-19 cases are still increasing. Our company has already stipulated that employees must wear masks in the field. However, we have struggled with what the organization can and cannot ask for outside of working hours. Can we limit the travel of personal employees as they work on the front lines? – Anonymous
Johnny C. Taylor Jr .: During the The Centers for Disease Control and Prevention and other health authorities are urging Americans to restrict travelYou must not prohibit employees from traveling within the United States or other countries.
This seems to contradict the guidance many jobs have received from their local and state health departments, but it’s worth breaking down the “why”.
Many states have laws of conduct that are off-duty. Put simply, these prevent employers from restricting an employee’s after-work activities – provided such after-work activities are legal.
Employers should encourage workers to remain cautious and vigilant when traveling during the COVID-19 pandemic. (Photo: andresr, Getty Images)
However, you can and should encourage employees to remain cautious and attentive when traveling. This can be a simple reminder or you might even advise against not necessarily traveling to known COVID-19 hotspots. After all, it’s not just about this one employee, but the rest of the company and maybe your customers as well.
It’s also worth noting that an employer may not be able to prohibit an employee from traveling in person. However, he can establish fixed security guidelines and protocols that must be followed by employees in the workplace. This may include requiring employees to notify an employer of travel plans in a state or city that is considered a COVID-19 hotspot.
When a traveling employee returns from a high risk area, you can quarantine them for 10-14 days before returning to work to keep themselves safe and their coworkers safe from the potential virus. Other options include allowing an employee to work from home or take paid or unpaid vacation until the incubation period has expired.
COVID-19 has certainly created new challenges for employers, but no process or policy can potentially eradicate the risk – at least not entirely. Taking practical measures to protect the workplace and your customers can help prevent exposure without affecting employees’ personal activities outside of work.
I hope this helps and I hope you stay safe!
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Q: My boss is organizing a team building afternoon. The last time she tried, I refused. I didn’t know it was a work thing. I was told that she was disappointed that I wasn’t there. I really don’t want to go. Is there a way to politely decline or can I add this event to my timesheet if I need to attend? – Anonymous
Taylor: Thanks for writing. We all deal with work events we’d rather not attend and instead spend that extra time with family and friends – trust me, I know. However, with more than half of the American workforce at home, many employers are trying to find new and creative ways to engage their employees and ensure teams stay connected.
Here is the short answer: Sure, you might opt out of attending team building events of your work. But what would that say about your attitude towards your job, your boss, and your team? If you say no, it can affect your relationships with your manager or coworkers and you may miss out on an important opportunity for professional growth.
I want to emphasize that your boss is probably not doing this to take time to work or simply to schedule another meeting. Rather, managers put team building activities together to foster a more inclusive environment and create a greater sense of community in your team.
Technically, as an hourly employee who is required to attend meetings or other work-related events, you should be paid – and the wage must be at least equal to the minimum wage. This time would also count for overtime. You may want to review your employee manual or speak to HR to clear up confusion.
If you really don’t want to participate, you can speak to your manager about your feelings in a respectful way. They don’t mention what the team building activity is, but if your reason for not attending is due to a lack of comfort or even a medical reason, they may understand.
Ultimately, it is up to you whether you participate or not. Ultimately, however, these activities are about your own professional development and how you can better work with your team to achieve your goals and improve company bottom line.
Given that 2020 has changed the workplace, it can be difficult to feel motivated and connected at work. I encourage you to consider team building exercises not as a chore or any other item on your to-do list, but as an opportunity to make new contacts, learn more about how your teammates think and work, and even have fun too to have!
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