PC or “Pre-COVID” as the history books may call it, those were the good old days. Back when cleaning aisles weren’t regulated and coughing in public wasn’t a death sentence (Side Note: If you ever happen to be “that” coughing person, I feel for you. It’s a no-win situation in which you’ll likely lose a friend either way). As more states begin to decrease their COVID-19 safety measures, it’s only a matter of time before remote life for many in the workforce comes to an end.

What this means is that our morning routines and #WorkLife photo opts may never operate the same. Replace that plant on your desk with hand sanitizer, and make sure to grab your mask and Clorox wipes on the way out the door. Also plan to arrive a few minutes early for a temperature check and to also sanitize your desk, wash your hands and say a prayer COVID-19 never arrives at your cubicle, all before the 10AM team meeting.

Sounds like a lot? It is. For many these new safety measures may trigger anxieties and fears we never knew we had. According to a recent survey conducted by Mercer, of 735 U.S. employers surveyed, more than 45 percent admitted to struggling with workers who are reluctant to return to their workplaces because of fear of getting sick. Have coworkers taken the same safety precautions to protect themselves others? Maybe you saw on Facebook Karen attended a cook-out last weekend. Could she have contracted the virus, and should a supervisor be notified? Has the office cleaning schedule been increased and is this a fair question to ask your boss?

If you happen to be among the 45 percent, you’re not alone. In fact, you’re likely in the majority. To help navigate these new waters and also communicate COVID-19 concerns to your supervisors, we sat down with Sarah Morgan, Chief Excellence Officer of BuzzARooney LLC, a community dedicated to improving workplaces thru practical, progressive approaches to managing people.

What are a few fair questions to ask your employer before returning to the workplace, specifically questions to provide employees clarity without insinuating an employer may not be taking the necessary precautionary measures?

These questions are all fair and reasonable to ask before returning:

What additional cleaning measures are being taken to prevent spread of coronavirus both before and after our return to the workplace?
What changes will be made to our office layout, our seating and cubicles, our break rooms, and our meeting rooms to ensure we can maintain proper physical distance?
What guidelines will there be for headcount and time in our meeting spaces and private offices?
What PPE (personal protection equipment) will be provided in the office — i.e., masks, hand sanitizer, gloves, wipes, etc.? What PPE will I need to provide for myself?
Will there be daily health screenings before we can enter the workplace? What will the screening entail?
Will there be any changes to our office hours and schedule to maintain physical distancing?
What are my options to continue working virtually if me or someone in my family is a high-risk?

Your employer should be providing this information to you, freely and transparently. If they are not, you have every right to ask! They should in no way be upset or offended by you wanting clarity if they fail to provide it.

Who should these questions be directed to — a supervisor, HR or senior leadership?

Ask your direct supervisor who is best to answer your questions about the reopening and allow them to direct you. If you don’t get an answer from them within two days, reach out to HR and then senior leadership [if needed].

Should employees request sick leave, adjusted hours or explore permanently working from home if they are dealing with high anxiety directly related to returning to the workplace?

Absolutely. Anxiety is a disability covered by the American Disabilities Act and it is not unusual for it to be triggered due to a global pandemic. [It is very reasonable to] ask for an accommodation to allow you to take leave or continue to work from home based on this. Be prepared to provide a note from your doctor as support for your request, as your employer has the right to ask for this.

Sarah Morgan, Chief Excellence Officer of BuzzARooney LLC.

Is it professional to raise concerns about working in close proximity to co-workers who may have recently traveled or been around large groups of people? Who in management should these questions be directed toward?

As long as you ask respectfully and privately, it is professional. You don’t want to ask these kinds of questions in open spaces like a breakroom or in a meeting because you don’t want to cause embarrassment or breach confidentiality. However, you can speak privately with your direct supervisor or with HR about your concerns. An email or a chat-type message is another option for communicating. You can follow up in 3 - 5 days if you don’t hear back from them to close the loop. Remember, there may be confidential health information about your co-worker that you aren’t allowed to know. But they should at least be able to tell you that the situation has been addressed and you are not at risk.

Any low-barrier, tangible ways to manage anxiety when returning to the workplace during and post-pandemic?

Yes! Make time to clean. Wipe down your area with disinfectants and keep a few cleaning items in your work desk or car so you can wipe down again as necessary so you feel comfortable. Consider wearing a mask, too, if it helps you. The more you can do to feel in control of your environment and risk, the lower your anxiety will generally be.

Also, make time for exercise. Take a walk outside or do an exercise video. Make time for joy. Find things you can do or content you can consume that makes you feel happy. [If needed], make time for therapy. Therapists are still taking patients thru video appointments. Consider increasing your visits and perhaps medication or over-the-counter herbs/minerals. Also look into meditations and affirmations to help keep your mind in a healthy space.

If your employer is not taking your concerns seriously, is it appropriate to mention to their respective leader?

If you are not getting responsiveness after at least one follow-up attempt, it is ok to escalate your concern to the next level of leadership. Keep in mind that health information about your coworkers is confidential so there may be limits on what can be shared. However, you should get a response to let you know that your concern was received and addressed, even if they cannot share all of the specifics.

Sarah Morgan has been a practicing HR Executive for 20 years. She currently the Chief Excellence Officer of BuzzARooney LLC, a leadership, management and human resources consulting boutique, and the Senior Director of Human Resources for SafeStreets USA, an international home security dealer headquartered outside Raleigh NC.

In 2011, Sarah burst on the social media scene as “Buzz Rooney,” with her blog, The Buzz on HR. Nearly 8 years later, the pen name is gone and her blog posts reach over 10,000 readers each month. She has amassed more than 20,000 followers across LinkedIn, Twitter, Instagram and Facebook. She has been named to the Best HR Practitioner Blogs, the Top Women in HR Tech and the Global Voices of HR lists for consecutive years.

How to Talk to Your Boss About COVID-19 Concerns in the Workplace