Protect your business
and take care of your employees
Our response to your needs does not waver. Together, we’ll navigate through uncertainty and steer your business toward better days. We’ll help you find the best path forward for your employees, their families and communities.
Protect your business
Insperity teams are keeping an eye on the various natural disasters occurring across the country. During these unusual times we are in, the guidance has changed due to COVID-19. We’ve put together some resources to help you and your employees prepare for a natural disaster. We will continue to update this information as it becomes available.
- CDC: Hurricanes during COVID-19
- CDC: Wildfires during COVID-19
- Insperity Blog: Disaster recovery plan: 5 tips to prepare for a crisis
- Insperity Blog: 8 effective strategies for supporting employees after a disaster
- Insperity Blog: Your 6-step emergency plan for traveling employees
- Insperity Blog: The value of a PEO in a crisis: 9 benefits
Take care of your employees
This is a rapidly evolving situation, and we’re in uncharted territory. Insperity is committed to supporting our clients through this time of uncertainty. Here are some suggestions for actions that you may not have considered yet:
Stay current on the spread of the disease
You can refer to this map that is routinely updated by the Johns Hopkins Center for Systems Science and Engineering: Coronavirus COVID-19 Global Cases by Johns Hopkins CSSE.
Ensure business continuity plans are in place
Employers are advised to develop plans to ensure business operations can continue as the virus expands across the country. These plans should consider scenarios where employee travel within the U.S. is significantly limited and/or restricted and should include strategies which allow employees to work for home for extended periods of time. Employers should also plan for potential increased numbers of employee absences as a result of illness and temporary closures of schools or childcare facilities.
Consider flexible/remote work practices
If you do not already have flexible work arrangements in place for your employees, we recommend that you develop a plan to ensure work can still be completed if travel to the office is restricted due to self-quarantines or for any other reason.
Please see our section on remote work to access articles on the topic in the Insperity blog.
OSHA guidance (California Businesses)
California employers are required to have on file a complete Injury and Illness Prevention Plan (IIPP). This document should include anticipated responses to foreseeable workplace safety and health issues. Insperity recommends your IIPP include a response mechanism to address circumstances in which outbreaks of contagions affect your business.
U.S. Small Business Administration guidance
Check out the U.S. Small Business Administration’s COVID-19: Small Business Guidance & Loan Resources. Learn more about the Economic Injury Disaster Loan Program, guidance for businesses and employers, and more.
See our section on the CARES Act and what it can mean for your business.
The links below offer answers to commonly asked questions, as well as additional information about the evolving COVID-19 situation.
- CDC Guidance for Businesses and Employers
- See the CDC’s resource regarding ways to prevent the spread of the coronavirus.
- OSHA’s information regarding coronavirus
- OSHA Guidance on Preparing Workplaces for COVID-19
- See CAL-OSHA’s Guidance on Requirements to Protect Workers from Coronavirus
- Government travel recommendations
- Fisher Phillips: Comprehensive FAQs for Employers on the COVID-19 Coronavirus
We hold a strong belief that making businesses better also improves our communities. Right now, more than ever, we think it’s time to step up and help our communities so they can thrive now and in the future. We invite you to do the same.
Department of Homeland Security Procurement Action
If you’re interested in supporting the response to COVID- 19 with your company’s goods and/or services, submit an inquiry to the Department of Homeland Security (DHS) Procurement Action Innovative Response Team (PAIR) team at DHSIndustryLiaison@hq.dhs.gov. This will ensure your capabilities are received and reviewed by the appropriate acquisition office.
How can you and your employees help?
The Corporate Citizenship department at Insperity encourages you to be creative with ideas for non-face-to-face or family projects to help others. Here are some ideas:
- Color a Smile – Social distancing affects the elderly particularly. These pages are givens to residents of nursing homes or Meals on Wheels recipients and are truly appreciated. Check the website to learn about getting your cards included in the effort.
- Cards for medical personnel – An encouraging note can brighten a long and stressful day for local hospital personnel and first responders.
- Donations to food banks – As you make our your online grocery order, consider helping a local food bank, since many are providing meals to persons unable to attend work or school.
Employees making 3-D printed mask covers
A group of Insperity employees is helping two local clinics and a nursing home by printing covers for N95 masks used by medical staff. The covers help the masks stay cleaner longer, and they’re easily washed with soap and water. Using four 3-D printers, the group is able to produce a mask every 40 minutes. We salute these employees who are going the extra mile to support our community.
Cancellation of golf tourney doesn’t cancel charitable contributions
When the Insperity Invitational™ presented by UnitedHealthcare®, a PGA TOUR Champions event, was cancelled amid concerns related to the COVID-19 outbreak, Insperity leadership didn’t let that stand in the way of its commitment to the community.
With the cancellation, Insperity plans to make a contribution to the nonprofits supported by the tournament’s proceeds, further extending Insperity’s mission to help businesses succeed so communities prosper, particularly in this time of need.
“We know that the PGA’s decision to cancel the tournament was difficult, but we agree it is the right thing to do in order to protect the health and well-being of the thousands of individuals associated with the tournament, including the staff, volunteers, players, spectators and the community as a whole,” said Paul Sarvadi, Insperity chairman and chief executive officer. “We are strongly committed to this tournament, however, and look forward to being back in 2021.”
Thank you for your support.
Returning to the workplace
We’re steering toward better days, and we’re still with you shoulder-to-shoulder as you work through the three-phase approach recommended by public health experts and President Trump to return America and you to business as usual.
Considerations for returning to the workplace
Your employees are anxious to come back to work to see coworkers, grab lunch and catch up with all the COVID-19 happenings and stories. It sounds great, but as an employer, you have a checklist that may not jive with jumping back into togetherness.
Employer transition checklist
- If your company occupies leased facilities, does your property manager have restrictions or guidelines to returning to work in those facilities? Find out before you determine a return-to-work date.
- Are there state or local regulations in place that could delay your employees from returning when you’d like them to?
- Provide your employees advance notice of their expected return-to-work date, but be aware that employees with childcare or other COVID-related family responsibilities may not be available to return to the workplace on your planned date. They may need some ramp-up time to square away their family care requirements. What leeway and/or adjustments are you willing to make?
Prepare management members who have been on the front lines
Pay special attention to supervisors and managers who have been responsible for responding to employee questions and concerns during the pandemic.
- Conduct training sessions before your workforce returns to update them on any new policies and protocols that will be in place and how to respond to employee concerns about them.
- Emphasize the importance of active listening and two-way communication to quickly identify and resolve employee issues.
- Stress to them the importance of proactively checking in with employees to ensure a positive environment and company culture.
- Share timely updates with managers and supervisors on an ongoing basis regarding impacts of the pandemic with customers, supply chains and staffing.
- Share positive stories about the successes your business and employees accomplish.
Prepare your employees for return-to-work status
It’s a good idea to hold a companywide or teamwide meeting via Zoom to let everyone know about your plans to reopen.
- Begin by telling employees you’re available to discuss any topics individually, should any employee prefer.
- Be prepared with dates and reinstatement plans:
Will work be “business as usual?”
Will new policies or protocols be in place?
What should employees expect when they return to work?
Will they be required to acknowledge their general health condition with a Return to Work Protocol questionnaire, or other means?
Will the company require, or allow, mitigation measures, such as temperature checks, wearing face masks, etc?
- Provide hygiene information on steps taken to ensure the work environment is clean and safe for the employees’ return. Include plans on maintaining a safe environment and steps that will be taken if an employee receives a positive COVID-19 test.
- Reiterate sick leave policies and reinforce requirements for employees who don’t feel well to remain home from work.