Hello,
We are making available the new national sanitary protocol, applicable in companies as part of the new lockdown implemented from October 30, 2020.
For efficiency, we have prepared the summary below of the key measures to implement:
– Remote work must be the rule for all activities that allow it. In this context, the time spent working remotely is set at 100% for employees who can perform all of their tasks remotely.
The Government calls for massive use of remote work 5 days a week. We remind you that, in principle, the terms of remote work execution are set out in a company agreement or a Remote Work Charter. In companies that do not yet have such documents, it is recommended to communicate with the employees concerned to specify the terms for monitoring working time or regulating workload, and the time slots during which the employer may usually contact the employee working remotely.
– In other cases, work organization must allow for reducing home-to-work commutes and arranging on-site presence time to reduce social interactions, and finally to stagger departure and arrival times for employees in order to limit crowding during peak hours.
Companies must also provide employees traveling to their workplace with a professional travel certificate.
– Audio or video conference meetings must be the rule, and in-person meetings the exception.
– The employer must continue to regularly remind employees of the systematic compliance with hygiene and social distancing rules.
– The employer must also inform employees of the existence of the “TousAntiCovid” application and the benefit of activating it during working hours.
– Also remember to liaise with your CSE (Works Council) and to update the Single Occupational Risk Assessment Document! (particularly regarding the prevention of risks related to the isolation of employees working remotely)
Companies are required to update their DUERP (Single Occupational Risk Assessment Document) to account for the risk related to the spread of the SARS-CoV-2 virus, as well as psychosocial risks related to the potential isolation of employees working remotely.
This update will help demonstrate that these risks have been taken into account and will contribute to preventing potential company liability in the event of an action for recognition of inexcusable fault by an employee who is a victim of an occupational disease recognized on either of these two grounds.
Additional information on short-time working:
For companies eligible for the short-time working program, it is now possible to reopen a file effective Friday, October 30, 2020, on the ASP website.
The Minister of Labor announced that the reduction in the standard program’s compensation level, which was initially scheduled to take effect from November 1 (excluding protected sectors), would be postponed and that the current compensation level would be maintained until December 31, 2020.
Companies are currently reimbursed by the government at a rate of 60% of the gross salary of employees placed on short-time working, up to a limit of 4.5 times the minimum wage, and this coverage rises to 100% for sectors subject to specific legislative or regulatory restrictions due to the health crisis. The Prime Minister also indicated during his speech at the National Assembly on Thursday, October 29, that for all sectors subject to administrative closure, “we are implementing short-time working with zero cost to the employer”: the list of sectors benefiting from 100% coverage will therefore be extended.
All the teams at Boost’RH are at your disposal to support you during this difficult and busy period, and wish you the best of courage in this new phase which, we all hope, will be the last!
Take care of yourself and your loved ones
