How to Navigate the Transition Back to the Workplace

 (5 min read)

As the COVID-19 situation has previously challenged employers to navigate working from home, the call to transition back to the workplace may be just as difficult. However, there are ways to ease the process, allowing businesses to run smoothly and effectively as possible. 

employer compliance
1. Compliance Support

During a time of uncertainty, it is important that employers maintain their practices and regulations to comply with the law. With the help of SWARMHR, our software has rules in place to detect any errors. We also have experienced professionals on site that can tell whoever is using the software if a mistake has been made. In fact, our CEO has been experienced in the HR and recruiting businesses for more than 20 years; he understands the shortcomings that smaller businesses may have. SWARMHR takes care of documentation for payroll, tax, and immigration, including LCAs and PAFs, which are especially useful for companies that hire outside of the USA.

employers hiring back

2. HIRING AND REHIRING

Essential employees should be brought back first because work place safety is a priority. These are often both furloughed and laid off employees that are often rehired. Within three years, former employees are able to refer back to their I-9 forms. According to the Washington Post, 8 in 10 laid-off workers say that it is very likely that they will be rehired by a former employer. This means that maintaining old and new I-9 forms is more important than ever before. SWARMHR maintains all I-9 forms for deactivated employees, and is able to set up forms for new hires as well. Whether employees were laid off or are completely fresh to the company, SWARMHR utilizes a straightforward onboarding process. We include a document template that outside parties can access, encouraging compliance and stable communication between employees and employers. 

navigate the transition
Comparing productivity at the workplace vs at home
 3. Aid in productivity 

There have been wavering social effects of COVID-19, affecting the overall productivity of workers. In fact, disengaged employees cost the United States between $450 billion and $550 billion annually. However, solid management and the encouragement of employee engagement can lower these costs. With some staff being in the office and possibly at home, it can be difficult to know how productive employees are working. SWARMHR incorporates punch-in-punch-out software that clearly indicates when employees are coming in and leaving work. Employers can then see how many hours an employee worked in total. SWARMHR also provides desktop monitoring that connects employers to see how employees are working, what they are working on, and how long it takes for them to finish tasks. 

recruiting
4. Enhanced Recruitment Efforts

Many small businesses seem to be struggling from a large shock in both hiring and marketing efforts. About 84% of HR professionals said they were not prepared to go fully online with recruitment and onboarding programs. SWARMHR has e-Onboarding, I-9 verifications, efficient job ordering, and candidate management, helping small businesses find talented recruits. SWARMHR is also useful for candidate searching through its customization filters and connections with multiple job platforms.

transition back to workplace
Working in a post-pandemic world

As the economy starts to reboot in a post-pandemic world, employers will have to be open to new practices in order to smoothly navigate the transition back to the workplace. With the assistance of SWARMHR’s features, employers can feel more confident in operating their businesses in a different, yet successful way. 

 

Managing Employees Working From Home

Paycheck Protection Program: How to Apply and Prepare

What’s New in Form I9: 2020 I-9 Compliance