Employers need to establish a system to execute these Safe Management Measures to supply a safe working environment and minimise risks of further outbreaks. These steps must be implemented in a sustainable fashion for as long as required. Implement a comprehensive monitoring plan to guarantee compliance with Safe Management Steps and that issues e.g., treatment of non-compliance, risk mitigation are solved in a timely way. Appoint Safe Management Officers SMO to assist in the implementation, coordination and monitoring of the system of Safe Management Steps at the workplace. For unionised companies, union leaders or WSH officers could be appointed as SMOs. The responsibilities of the Officer include. Coordinating implementation of Safe Management Steps: Including identifying relevant risks, advocating and assisting in implementing measures to mitigate the dangers, and communicating the steps to all employees working in the office.
Conducting inspections and tests: Officermust conduct inspections and checks to ensure compliance at all times. Any non-compliance found during the inspections should be reported and recorded. Remedying non-compliance: Immediate action needs to be taken to remedy any non-compliance found during the inspections and tests. Maintaining records of inspections and tests: Records of the inspections and tests conducted and corrective actions taken should be kept and made available upon request by a Government Inspector. Reduce Physical interaction and ensure safe distancing at offices. Where safe management measures can do their work by telecommuting from home, the employer must make sure that they do so. Steps could include reviewing the work procedures, providing the necessary IT equipment to workers and embracing solutions that enable remote working and online collaboration. Employers are invited to leverage technology to guarantee business continuity and secure management.
Conduct all internal and external meetings between workers and with suppliers/contractors virtually where possible: Physical meetings have to be minimised, e.g., by utilizing tele-conferencing facilities. No actions with intimate and prolonged contact: Employers need to cancel or defer all events or activities that involve long and close contact among participants, e.g., conferences, seminars and exhibitions. Special attention ought to be paid to vulnerable workers e.g., older workers, pregnant employees and employees who have underlying medical conditions to allow them to work at home, such as temporarily redeploying these workers to a different role within the company that is acceptable for working from home. Employers must ensure that workers don’t socialise or congregate in groups in the office e.g., at common spaces like staff canteens, pantries, water heaters / vending machines, smoking corners, etc, including during breaks or meals.