COVID-19: WORKPLACE SAFETY PROTOCOL
On March 14, the protocol shared between trade unions and companies in agreement with the Government, to regulate measures to combat and contain the spread of the Covid-19 Virus in the workplace, was approved.
The protocol contains 13 binding guidelines that employers must follow and adapt to, which can be summarised as follows:
Obligation at home if the fever exceeds 37.5
Obligation for workers to stay at home if they have a fever (over 37.5 ) or other flu symptoms and to call their family doctor and health authority.
Before entering the workplace, staff may be subjected to body temperature monitoring.
Limit contact with external suppliers
For the access by external suppliers, entry, transit and exit procedures must be identified, using predefined methods, routes and timing, in order to reduce the opportunities for contact with staff. Access to visitors should also be reduced.
Cleaning and sanitation
The company ensures the daily cleaning and periodic sanitization of rooms, environments, workstations (including keyboards, touch screens, mouse), common and leisure areas and beverage and snack dispensers.
It is mandatory that people in the company take all hygiene precautions, especially for the hands. The company provides suitable cleaning equipment.
Masks and gloves
If the work requires an interpersonal distance of less than one meter and other organizational solutions are not possible, the use of suitable masks and other protective equipment (gloves, goggles, overalls, overalls) is required.
Common spaces with restricted access (canteens, locker rooms, smoking areas)
Access to common areas, including company canteens, smoking areas and changing rooms is restricted, with the provision of continuous ventilation of the premises, reduced dwell time and the maintenance of a safety distance of one meter between people.
Possible closure of unnecessary and smart working departments
Limited to the period of the Covid-19 emergency, companies may order the closure of all departments other than production or, in any case, those whose operation is possible using smart work, or at a distance.
Remodulation of production levels and shifts
Production levels can be remodeled. It is necessary to ensure a rostering plan for employees dedicated to production to reduce contacts as much as possible and create autonomous, distinct and recognizable groups.
Social shock-absorbers and holidays
Use the social shock absorbers as a priority or if it would not be enough, use of the holiday periods in arrears and not yet taken.
Stop travel and meetings
Suspended and canceled all national and international travel and business trips, even if already agreed or organized. Meetings in attendance are not allowed either (only urgent meetings but with a small number of people and at a distance of one meter between people).
Staggered entry/exit times
Staggered entry/exit times are encouraged in order to avoid as much contact as possible in common areas (entrances, changing rooms, canteen).
Management of asymptomatic case
If a person in the company develops fever and symptoms of respiratory infection such as coughing, he or she must immediately report this to the HR office, he or she must be isolated as well as the other people in the company. The company shall immediately notify the competent health authorities and the emergency numbers for Covid-19, provided by the Region or the Ministry of Health. The company will also cooperate in establishing any close contacts. The company has to set up a Committee for the application and verification of the rules of the regulatory protocol with the participation of the company trade union representatives and the Rls.
IT IS NOTED THAT, ONCE AGAIN, THE NEED FOR THERE TO BE A CONSTANT AND DIRECT CONNECTION AT THESE TIMES WITH THOSE IN CHARGE – INTERNAL AND EXTERNAL – IN CHARGE OF MANAGING THE REGULATIONS ON HEALTH AND SAFETY IN THE WORKPLACE; THE SITUATION IS EXTREMELY DELICATE AND ANY SHORTCOMINGS WILL LEAD TO THE ONSET OF CRIMINAL OFFENCES AS WELL AS THE APPLICATION OF HIGH PENALTIES.
The office remains available for any further clarifications, inviting anyone who believes that they fall within the scope of application of the regulation referred to above to contact us in order to verify the conditions of application and organize the work.
De Carlo Arianna – email@example.com
Head of Payroll Department