Most Employers Are Conducting Temperature Checks and Asking Employees to Help Clean the Workplace, XpertHR Survey Shows

As employees begin to return to work, most employers are conducting temperature or wellness checks and asking employees to help clean and disinfect the workplace.
However, few are providing hazard pay to compensate employees for their potential increased exposure to the coronavirus (COVID-19).
That’s according to a survey of attendees of a recent webinar hosted by XpertHR.

Temperature and Wellness Checks


When asked if they are conducting wellness or temperature checks, attendees said:

  • Yes, we are conducting on-site temperature wellness or temperature checks before employees are allowed at the worksite (41%)
  • Yes, we are asking employees to take their own temperatures at home, to fill out a questionnaire about COVID-19 symptoms before reporting to work or to conduct some other at-home check (24%)
  • No, we are not conducting wellness or temperature checks (35%)

Employers should consider whether employees should be paid for the time they spend undergoing the screenings.
The webinar discussed practical steps employers can take to help prevent wage and hour claims around temperature screenings.

Cleaning and Disinfecting the Workplace

When asked if they are requiring employees to help clean and disinfect the workplace, attendees said:

  • Yes, all employees will be expected to help clean and disinfect (48%)
  • Yes, but only some employees will be expected to help clean and disinfect (19%)
  • No, but we are using a third-party service to clean and disinfect (33%)

Employers should carefully consider various health and safety issues around cleaning and disinfecting.

In addition, employers who claim a minimum wage tip credit should view the webinar for a discussion about recent developments involving the so-called 80/20 rule, which could limit the amount of time that wait staff, bartenders and other tipped employees may spend on cleaning and disinfecting.

Hazard Pay

When asked if they are providing hazard pay to reward or incentivize employees to return to work, the vast majority of attendees (87%) said no, they are not.

Those who are providing hazard pay said they are providing:

  • An amount tied to hours and shifts worked (9%)
  • A flat-dollar amount (4%)
  • An incentive based on a different formula, such as a percentage of salary (1%)

There are several key wage and hour considerations surrounding hazard pay – such as overtime calculations, the fluctuating workweek and notice requirements – all of which are addressed in the webinar.

 

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