Dear ASG Staffing Employees, Vendors and Clients:
The health and safety of our employees is our top priority, and we are writing to update you on the most current recommendations of local, state, and federal health authorities regarding health risks associated with Coronavirus Disease 2019 (COVID-19).
Based on what we’ve seen in affected countries, COVID-19 can cause mild to severe respiratory illness and younger healthy people seem to be less likely to become ill. The virus appears to be transmitted through person-to-person contact and health authorities expect more cases may occur in Chicago-land area and the United States. Practicing basic hygiene such as washing your hands regularly with soap is the best way to stop the transmission of the virus.
If you’re sick, stay home.
·Employees who have traveled to a location with widespread community transmission of COVID-19 should stay home for 14 days after their return date.
·Search COVID-19 risk assessment by country at https://www.cdc.gov/coronavirus/2019-ncov/travelers/
·Employee absences related to COVID (actual or cautionary) will be marked as excused.
·For more information, please see this fact sheet from the Centers for Disease Control and Prevention: “What to do if you are sick”.
·All sick employees (with symptoms of respiratory illness such as fever, cough, or shortness of breath) should consult their health care provider and stay home work until their symptoms resolve. Employees who are sick will be sent home immediately.
Practice good hygiene.
·Washing your hands with soap and water for at least 20 seconds is best, especially if they are visibly dirty. An alcohol-based hand sanitizer that contains at least 60% alcohol is a suitable alternative.
·Avoid touching your eyes, nose, and mouth with unwashed hands.
·Avoid close contact with people who are sick.
·Cover your cough or sneeze with a tissue, then throw the tissue in the trash and wash your hands.
·According to local health authorities, no special disinfection products or methods are recommended at this time.
As testing of COVID-19 becomes more widely available, we may begin to see new cases in the coming days and weeks. CPDH along with state and federal authorities may issue new guidance, and we will keep you updated on changes and its impact on our business. At this time, we are not considering ceasing operations s based on the recommendation of local health authorities.
Finally, COVID-19 does not distinguish between race, nationality, or geographic borders. Stigma and discrimination against the afflicted discourages early reporting of symptoms and further perpetuates community spread. If you believe you have been the victim of discrimination, harassment or retaliation, please contact our Human Resources Department at 630-787-6169 or [email protected] .
For the most reliable information, please visit www.chicago.gov/coronavirus or www.cdc.gov/coronavirus .
Thank you.
Sincerely,
Bethany Drucker – General Counsel
ASG Staffing is committed to working with and providing reasonable accommodations to job applicants with disabilities, including but not limited to, providing access and accommodations to all individuals who are seeking to use our online application resources. For applicants with a disability who require reasonable accommodation for any part of the application, interview, or hiring process, please contact us by sending an e-mail to [email protected] . As an equal opportunity employer, ASG Staffing does not discriminate on the basis of (perceived or actual) race, color, religion, national origin, age, sex (including pregnancy), physical or mental disability, medical condition, genetic information, gender identity or expression, sexual orientation, marital status, protected veteran status, or any other legally protected characteristic.
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
ASG Staffing will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with a legal duty to furnish information.