TELECOMMUTING &
‘ The New Normal ’
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of identity verification . Confidentiality and the privacy and integrity of your information is critical . Currently less than 25 percent of companies actually use MFA , which is critical for many reasons but especially when it comes to eliminating easy access to Office 365 environments , as well as connections within your employees ’ home networks .
• Implement Virtual Private Networks ( VPN ) when connecting to company networks . VPNs provide employees who work from home extra online protection from hackers . The software creates a secure connection with the company network and then encrypts traffic between those two points . It ’ s recommended to invest in a VPN solution that meets the needs of the company versus using a less secure method .
• Deploy cybersecurity training programs for employees . Training programs come in all shapes and sizes – and price points . But a training program can really help educate your employees – especially those working remotely – about cybersecurity risks that may impact them , and ultimately your business and its longevity .
More information and details related to cybersecurity considerations when employing remote workers can be found on this webinar : www . reacpa . com / COVID-Cyber .
By Shawn Richardson , U . S . Army ( Ret .) principal & director , cybersecurity & data protection services shawn . richardson @ reacpa . com ( Wooster & Dublin offices ) _________________________
LIMIT LIABILITIES , EMBRACE OPPORTUNITIES WITH POLICIES FOR TELECOMMUTING
Telecommuting can open your business to a lot of opportunities , particularly when it comes to recruiting top talent . Rather than having to settle for a less-than-perfect fit , you can possibly be more selective about who you hire for certain positions without worrying about geography . But while you may be excited at the prospect of expanding your talent pool , don ’ t forget about your current workforce . The COVID-19 pandemic has presented an opportunity for employers to review their employee handbook and safety policies . How ? Mainly to ensure that they are current and updated to reflect the new regulations . Consistent and current policies assist with administration and ultimately mitigate risk for lawsuits . It also provides your employees with resources regarding company information and expectations , especially as we move forward with new safety policies and PPE requirements .
So what policies should you pay most attention to when reviewing your employee handbook ? Here are a few :
• Emergency Family Leave and Emergency Paid Leave Policy ( s ) – Ensure that the new Families First Coronavirus Response Act ( FFCRA ) requirements are incorporated .
• Pandemic and Emergency Preparedness Policy – Review and update as necessary now that you lived through a pandemic .
• Attendance , Paid Time Off and Payroll Policies – Be sure you are consistent and clear in your expectations and processes .
• Staffing Reduction and Recall Process Policy – Ensuring this policy is consistent will help mitigate legal risks .
• Employee Classification Policy – Regularly review and update how your company defines hourly , salary and salaryexempt employees .
Policies or procedures you may not have in place ( but should ASAP ) might include :
• COVID-19-related CDC Guidelines and Employer Expectations – Consider social distancing requirements , cleaning schedules , location of cleaning supplies .
• Blood-Borne Pathogen Training – Be sure to include personal protection equipment ( PPE ) expectations .
COVID-19 has thrown us all into new territory . And while there are a lot of unknowns , one thing is certain : It ’ s more important than ever to have an updated employee handbook with solid , clear policies to keep your employees informed about your expectations and mitigate legal risk . For more details about what you can do from an HR perspective , check out this webinar : www . reacpa . com / COVID-RestartOhio .
By Renee West , SHRM-SCP , PHR senior manager and lead HR consultant renee . west @ reacpa . com ( New Philadelphia office ) ______________________________
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