Are you prepared for the influx of laid off and furloughed employees returning to the workforce? Although it may not seem like it now, eventually things will get back to some semblance of normalcy. It is what we all hope for and what we all must prepare for ...

The Stress of the Pandemic on Employees

The coronavirus pandemic is taking its toll on all of us. Stress levels are running high and to make matters worse, just as we had started to see things open up a little, there has been an increase in coronavirus cases in some areas. Whether physically, economically, or mentally, you and your workforce are facing unprecedented times, the effects of which will change our personal and business lives forever.

We are all being pushed to our limits trying to cope and our employees, whether working in the office or remotely, laid off or furloughed, are undergoing an even greater level of stress. Some businesses have had to close permanently, so there are people who no longer have jobs to go back to – stress. Some employees, who were laid off hoping to be called back, are still waiting for the call even while co-workers are returning to work – stress. Some furloughed employees are seeing extensions of those furloughs – stress. This is not to mention those essential workers who are working on the front lines, fighting the virus and watching out for us every day, facing long shifts and lack of equipment – stress.

Stressful situations and extended periods of time off can result in increased alcohol and drug use and/or abuse with the added stress of funding that use. So, as you start to bring back your laid off and furloughed workers, think about doing your due diligence.

Checklist for the Influx of New and Returning Employees

Here are some questions to ask yourself:

• Do I need to update my Background Check Policy? These are unprecedented times and you may not have envisioned the problems that we are currently seeing.
• Should I run background checks on all new and returning workers? A lot can happen, even in a few months, so think about running a basic criminal background check for all rehires.
• Should I include a drug test in the rehire/new hire policy? If you are currently testing new hires, consider doing the same for rehires, especially if they have been laid off since the beginning of the pandemic.
• What about the Form I-9 and E-Verify? Do I have to have a new I-9 form and create a new E-Verify case for everyone I bring back – laid off as well as furloughed? Check out the guidance available on the USCIS website.

CIC Employment Screening Services

There’s a lot to think about as we open our doors again and return to a fully staffed workforce. CIC can help you move forward with our automated I-9, E-Verify, and Drug Testing services. All three can be ordered separately or in conjunction with your background checks so all of your due diligence for each employee can be captured in one order.

For more information about this article, how to set up a Drug Testing Program, or general Employment Screening Services, please contact us at 1.800.573.2201 / 419.874.2201.