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Your Guide to OSHA Compliance as Employees Are Recalled

Your Guide to OSHA Compliance as Employees Are Recalled

Your Guide to OSHA Compliance as Employees Are Recalled

Along with furloughing employees due to a global health crisis, recalling employees to work during a global health crisis is something few employers were fully prepared to do. As more cities and states transition further into reopening phases, you now have to consider how to bring your staff back — and how to stay OSHA compliant while you do it. But what if you aren’t ready to recall every employee? Or what if the only way to rehire your entire workforce is to make serious changes to it? Below are some guidelines to help you recall members of your staff while staying OSHA compliant. 

Selecting Rehires 

Deciding which employees to recall and which employees to recall first may be fairly simple if you have a preestablished set of guidelines to help. If you don’t already have a system in place, however, you’ll need to be a bit more careful with how you approach the rehiring process. Focus on the most objective measurements of an employee’s performance possible rather than rehiring based on factors such as:

  1. Age

  2. Gender 

  3. Health 

To resist subjective rehiring, decide which employees to bring back first by comparing seniority and determining which positions are most essential to your business at this point in time. As you continue to rehire employees, continue to take these factors into account so as to not leave your business vulnerable to legal liability. 

Sending Rehire Letters

You might want to personally welcome back your senior employees with a phone call or keep your other staff members updated with text messages, but it’s most important that you assemble all of the necessary paperwork and deliver it — via mail or email — at least a week in advance. Keep in mind, the contents of rehire paperwork may vary depending on:

  • The length of time an employee was furloughed

  • Job title changes 

  • Salary increases or decreases 

Although there aren’t any legal requirements regarding the contents of rehire letters or when they are distributed, you can better protect your business by carefully classifying employees, detailing what their employment will look like upon return, and sharing this information as far in advance as possible. 

Recall With the Right Partner  

Remotely managing your business while surviving a pandemic may not have been easy — but that doesn’t mean returning to work has to be hard. To help small- to medium-size businesses recall their staff while avoiding legal complications, the team at Professional Employer Resources (PER) offers a variety of human resource services, including federal and state compliance, wage and salary information, and records administration. Contact us today to see how we can help during the rehiring process.  

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