“ We chose to go beyond the recommended guidelines and protocols .”
complete necessary daily functions , while other staff members worked remotely .
As Massachusetts was being shut down , we were designated an essential business and our headquarters stayed open . How did we manage ? It was truly a concerted effort . It was amazing to see how everyone stepped up to keep things running as smoothly as possible . The onsite “ skeleton crew ” went above and beyond by doing things outside their normal job responsibilities . Led by our Vice President of Operations Abi Troy , this crew of about 20 employees made sure operations kept moving forward , coming in every day , despite the pandemic . From processing mail to making sure our injured workers received their benefits , this group was more than willing to do everything asked of them , and then some . Meantime , the remote staff quickly adapted to this new model . In short , our employees did what it took to keep services on track .
Abi and the in-house group followed CDC and state guidelines to maintain a safe and healthy workplace . Everyone wore masks . We took the temperatures of anyone in the building ( and still do today ), and we moved workstations to ensure physical distancing . Signage throughout the building reminded everyone to keep themselves and others safe . We chose to go beyond the recommended guidelines and protocols . For example , we closed the on-site fitness center , restricted most visitors , and limited the number of people in common areas such as lunchrooms , conference rooms , and restrooms . All the while , we communicated with employees to let them know what was happening and how the company was responding to COVID-19 .
The decision was made to keep employees working remotely through the summer . The employees in the office were comfortable with the protocols in place and the limits on the number of people in the building , while people working from home were adjusting well . Most importantly , safety was paramount and the work was getting done .
MAY 2020 TO PRESENT : TEAM RESPONSE
In late May , Massachusetts released the four-phased reopening plan , allowing us to bring more employees back to the office . We found that we really needed some people to come back for certain functions , and they were receptive . To ensure employees came back to a safe and healthy environment , we documented the safety standard guidelines and posted the attestation checklist as required by the state . Guidelines and protocols to enter the building were also documented , and we communicated our plan in the event an employee were to get ill from COVID-19 at work . All employees , including those not coming back to the office right away , read and acknowledged the guidelines . In addition , I was designated as the COVID Coordinator to manage the protocols and ensure all our employees remain vigilant and healthy .
The feedback from our employees has been extremely positive . Employees feel safe coming to work and are happy that the company has gone to such lengths to ensure their safety and health . Even employees who stop in to pick up supplies or for IT needs comment on how safe they feel in the building . Since our own visitor protocols are still in place , we understand and respect similar policies at our policyholders ’ places of business . Field operations began to use workarounds to sustain key services .
As we move forward , HR and the Leadership team will stay on top of trends , statistics , and guidance from state and federal officials . We underscore the importance of masks , social distancing , hygiene , and our EAP program . Wellness programming is ongoing , with emphasis on stress management , exercise , and nutrition . However , the most important thing is to continue to just be there for each other . The health and safety of our employees and our customers must stay the # 1 priority . That was true even in the old normal .
MARK MILLETT , SHRM-CP , is the Human Resources Manager for A . I . M . Mutual Insurance Companies and has been with the company since 2017 . With 20 years of experience in the field , Mark is responsible for setting and implementing the strategy , design , and delivery of effective HR programs such as recruitment , onboarding , performance management , and learning and development . He has held similar positions with St . Mary ’ s Credit Union and Athol Savings Bank . Mark is a member of the Society for Human Resource Management ( SHRM ) and holds the SHRM-CP designation . He is also a member of the Northeast Human Resource Association and is a past president of the Central MA Chapter of the Association for Talent Development .
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