Join us for a conversation with 3 CEOs and a Psychologist from organizations that all are approaching the answer to this question differently.
In this webinar, we will explore strategies and considerations to help you find the best path forward for your organization and ease the transition for your employees.Julie Callaway
Julie Callaway is the President and owner of BDN Industrial Hygiene Consultants, a Health and Safety Consulting company located in Portage with offices in Lansing, Grand Rapids and Allen Park. Julie has a Biology degree with an emphasis in Environmental Health from Grand Valley State University. 2021 marks her 30th year working in the Health and Safety field. Julie was prepared to take over ownership on January 1, 2020 not anticipating that on her birthday, March 24 a Global Pandemic would shut down the State of Michigan and challenge her company and test her new leadership role.Bradley P. Casemore, MHSA, LMSW, FACHE
Brad is CEO at Southwest Michigan Behavioral Health (SWMBH) since 2014. SWMBH is a Michigan Medicaid behavioral health services health plan covering eight counties in SW Michigan. Prior to SWMBH he has held executive and management positions in another health plan, hospitals and health systems, behavioral health providers and at a national trade association for healthcare technology vendors and consultants. SWMBH is located in Portage, MI and has 65 professional staff.Elishae Johnson PhD, LPC, CAADC
Elishae Johnson, PhD, LPC, CAADC received her Bachelor of Arts in Communication Studies from the University of Michigan in 2002, Master of Arts in Counseling from Spring Arbor University in 2006, and PhD from Walden University in Counseling Psychology in 2014. She completed her dissertation research on Clergy Attitudes Toward Female Sexual Assault Survivors and Sexual Assault Sensitivity Training. She is also Michigan Certified Advanced Alcohol and Drug Counselor. Elishae is System Director of Business Health Services & Psychotherapist at Bronson Healthcare Group, providing leadership to HelpNet Employee Assistance Program and Sexual Assault Services. She is owner of Eudemonia, PLLC, providing telehealth counseling and consultation. Elishae comes with a strong background in mental health: formerly Community Educator/Therapist at Sexual Assault Services, backup child forensic interviewer for the Child Advocacy Center, Psychotherapist at LifeCoach Psychology, and Substance Abuse Therapist at Psychological Consultants.Rob Hunt
As Principal and CEO of Rose Street Advisors, Rob spearheads the vision, drive for growth, and pursuit of excellence. Rob loves being outdoors with his wife Erin and kids. He has slalom skied for the past 35 years, never missing a season. He also enjoys spending time at the lake and on the golf course.
Looking at options for bringing your team back together? If you’re wondering what could possibly meet the needs of all of the members of your team, you’re not alone. It’s a lot like getting the band together for the first time after a long break and you have to relearn how to play together. Expect some discord.
To help you conduct this, we did some homework on the most frequently asked questions about returning to the workplace. Here’s what we learned:
Can employers ask for proof of vaccination?
Yes, you can ask to see an employee’s vaccination card, but should not engage in actual medical inquiries.
Can we require our employees to be vaccinated?
Yes, especially if your organization is in an industry with a high risk of Covid transmission. Having said that, our recommendation is to encourage but not require vaccinations.
Is it true that unvaccinated employees still need to wear masks in common areas?
Yes, that is the current rule in Michigan although it is subject to change on July 1st.
Can an employee choose to wear a mask even if vaccinated?
Yes, employees can continue to wear masks if they choose to do so.
Can employees wear masks with slogans/political statements?
Maybe. The standards here should be the same as your regular dress code requirements. If you would not let an employee wear a certain statement or image on a t-shirt, you should not allow them to wear it on a mask.
We think we are communicating clearly, but our employees still seem confused. Are we missing something?
Only that this is a major change, and it is one that employees are going to adjust to gradually. Be patient and over communicate using multiple channels, including in writing, in meetings, and one on one conversations to ensure a smooth transition.
We are concerned that the required wearing of masks for unvaccinated employees is going to highlight those employees with medical issues and/or amplify a political divide in the workplace.
This is absolutely a valid concern. While there is no easy answer, we encourage reminding all employees that we expect professional and respectful behavior in the workplace. Demeaning, abusive, or bullying comments are not acceptable and should be addressed accordingly. Likewise, no employee should be asked to share personal medical information with a co-worker.
Years ago, I worked with a consultant/mentor who shared that with a wide variety of ideas, personalities, and activities, even the best organizations never sounded like a symphony. However, the ones who were successful getting their diverse teams on the same page could create some really cool jazz.
Getting through this past year has required a significant amount of improvisation. As much as we’d like to put that behind us, we still have a ways to go.
Let’s encourage our musicians to be creative, play their best, and trust that it’s going to come out sounding cool.
