It is the beginning of August and what is ahead for employers and employees? The easy answers include: This pandemic will not end with a vaccine for all in 2020. Anxiety and depression will continue to increase for at least a year. Unless all your employees have kids in literally the same school, they will face different decisions, at different times, and that are subject to change. Many more employees than in 2019 now want to work from home.

A few employers are requiring 100% remote work but not most. While many leaders were surprised how well remote work worked, some of the support is waning as early successes are losing ground to the difficulties. Political party leaders cannot get on the same page so neither employer nor employee know if they can expect $600, $200, in between dollars, or no extra unemployment supplement. What is most certain is continued uncertainty.

So let us take a deeper look at a few topics for what employers can do, and employees might consider while working through the pandemic.

Space does not permit being very specific in this article but simply know this truth: if an employee does not feel safe, that person is not functioning at their best. Be gracious. Even so, you will not be able to help everyone be their best. The range or circumstances and reactions are so varied that you will likely have to ask some people to get off the, proverbial, employment bus.

But if you are callous, unkind or casual about this, then you will have earned the social media ratings you are likely to get on Glassdoor and through other employer sites. As the majority of people you want to recruit will read your Indeed, Google and other profiles, do not be surprised that while they may seem interested during the interview, they take someone else’s job offer — or just “ghost” you and don’t show up along the way.

Related, know the law. Do you know which of the Governor’s Executive Orders apply to your organization? Did you know the core EOs that apply to every employer were just updated? They come as an updated pair. Read #160 and #161, then review the titles for what else may be relevant. Are you under 500 people? Do you understand the Families First Coronavirus Response Act (FFCRA) reasons for when your staff are eligible for federally funded pay to not work? Yes, it can be tedious. The Department of Labor is up to 97 FAQs (searching for key words can help you find the right ones). Somebody in your organization has to field the questions and work with payroll so you get reimbursed.

What about testing? In Michigan (check out EO #161) and many other places, you must establish a “daily entry self-screening protocol.” You can use the free MI Symptoms tracker provided by the state or paper and pencil at the door. Read the CDC guidelines for employers. Yes, they sometimes…