This has been a challenging year for running all types of businesses. In these unprecedented times, many organizations are shifting into unfamiliar territory in an attempt to navigate the ever-changing Novel Coronavirus (COVID-19) pandemic.
As your business adapts, it’s likely that some of your existing policies and procedures have to change to meet new work from home (WFH) or social distancing protocols. As these changes occur, it’s also a great time to take a look at your existing code of ethics. In today’s blog, we’ll look at a few reasons that your web company may need to update your code of ethics and conduct.
Reasons to Update the Code of Ethics: Time and Attendance
The first thing to consider about updating your web company’s code of ethics involves the unique situation that COVID-19 has put many organizations into. With so many employees working from home, now is a great time to reiterate and make adjustments to time and attendance policies. Over the last several months, virtually everyone has been learning new ways of adjusting to the unique challenges of a constantly evolving world event.
As we move into Fall 2020, many employees that have been working from home for the past few months will be inserting new challenges into their schedules: getting their children back to school. As these new challenges take effect, it’s essential that business owners and managers use discretion when allowing employees to adjust their working hours to meet family obligations. It is important to consider that many of the larger technology-based companies have not set any hard and fast guidelines for when employees will return to the office. Whenever possible, your code of ethics should maintain a degree of flexibility to accommodate all workers if possible.
On the other hand, it is equally important that employees remain accountable for their official time and attendance hours. If your organization uses a time card system, it’s necessary that employees still meet those clock in and clock out expectations. If your organization works on a project-to-project basis, employees should still be expected to dedicate appropriate amounts of time each working day to producing quality deliverables.
In discussing alternative time and attendance policies, it is important to consider the impact that video conferencing and remote work have had on our working lives in 2020. While searching for a balance between work and family has become more challenging, the majority of WFH employees have found ways to understand and appreciate the “new normal.” Forcing employees to return to a brick and mortar office too quickly may result in negative consequences and a loss of morale.
Reasons to Update the Code of Ethics: Day to Day Operations
The second thing to think about when updating your company’s code of ethics involves more structural functions of your organization. Based upon current Center for Disease Control (CDC) guidelines, maintaining a minimum of 6 feet between employees may require some reconfiguration of work spaces throughout your office. In addition, face masks should be worn when moving throughout the building, but they may not be required when working in a socially distanced area.
Many organizations are using this opportunity to introduce more formal hand washing and self-protection protocols. While these will be difficult to formalize in any long-standing policy, providing visibility and access to such programming will show employees how much they matter to the organization as a whole. One way of completing all aspects of this idea is to provide each employee with their own personal care kits for use in the office. These might include: face masks, hand sanitizer, a personal thermometer, and log for tracking wellness on a daily/weekly timetable. Considerations should also be made for how to adapt working teams, lunch breaks, and other workday activities to meet shifting guidelines.
Reasons to Update the Code of Ethics: Office-Related Health and Hygiene
The third thing to consider when updating your code of ethics involves health and hygiene upon planning to return to the office. This section should go hand-in-hand with your company’s return to work plan. In the event that your business remained open on ground, there are likely a few things that need to be revised. The largest part of this section involves how employees and leadership will keep the office free of COVID-19. Depending on the size of your organization, you may have the bandwidth to be able to manually check employee wellness when arriving at the office.
Regardless of the size of your company, requiring employees to maintain a level of responsibility for their health and wellness will enable your organization to add a level of assurance that everyone shares the same goal of returning safely. Whether employees self-monitor their temperatures and other symptoms or have their temperatures checked upon arrival will vary depending on the guidelines established through the legal department. It is important that expectations be clearly established and displayed in multiple ways to ensure visibility to all employees.
Solar VPS: Helping Your Company Reaffirm Ethics
As our nation and the world at large remain focused on slowing the spread of COVID-19, remaining flexible and proactive in handling changes is essential. No one understands that better than the team at Solar VPS. Our experts have years of experience assisting companies of all sizes in making the right changes for their unique organizations. When you need assistance getting back, contact us to learn more!