Precautions being implemented in response to Coronavirus
Our goal is to sustain business operations during these challenging circumstances whilekeeping the health and safety of our employees and customers in mind. We want to share with you the following decisions as we continue to monitor the latest developments regarding COVID-19.
We understand this is a difficult and uncertain time, and will work with Alamo Group leadership in all locations as the situation unfolds.
Alamo Group does not rely on media or unsubstantiated reports to make informed decisions on how the outbreak will impact the workplace. Informed decisions will be made based on substantiated evidence from the World Health Organization, the Center for Disease Control (CDC) in the U.S., and local health departments.
Leadership and Employees are asked to cooperate with the following directives so that we can all get through the current pandemic with minimal disruption. These directives are based on currently available information, and will be updated as necessary by the leadership team.
Business Travel by Air – all Alamo Group employees are asked to report the destination(s) of any future business travel to their supervisor immediately. The supervisor will then report the destination(s) to the Unit Company President and the HR representative, so that a pre-planned quarantine may be imposed if it is deemed necessary based on travel alerts.
The following travel directives are immediately effective through April 17, subject to change:
• International Travel – All business travel by air between continents must be cancelled or postponed until further notice.
• In-Country / In-Continent Travel – before proceeding with planned business travel by air, discuss with the Unit Company President or the Officer for your Corporate function. Any business travel by air must first be deemed essential and most will be banned or restricted until further notice.
Personal Travel – Employees are strongly encouraged to weigh their own health, as well as the health of their family, friends, and co-workers before proceeding with travel even on personal time.
• If any employee and/or a member of their household travels outside of their home country, the employee may be required to self-quarantine for 14 full calendars days after their return before reporting to work.
• The decision to self-quarantine must be evaluated on a case-by-case basis with the Unit Company President and Corporate Human Resources in consideration of travel health notices by the World Health Organization and the U.S. Center for Disease Control.
If an Employee is in Quarantine – If the employee is not working they must utilize their available sick pay and/or vacation pay during the absence, or the time away from work will be without pay. If eligible, the employee may also be placed on FMLA leave.
• Only with approval of the Unit Company President or Corporate Officer may Salaried Employees make arrangements to work remote during the quarantine; their position must be deemed suitable to remote work during this period, and the necessary technology must already be in place; otherwise they must utilize sick pay and/or vacation pay during quarantine and if those benefits are not available the time away will be without pay.
• Hourly employees are not eligible for remote work arrangements.
Meetings and Group Events – Utilize technology (phone /conference calls and email) to hold “virtual” instead of in-person events for discussions, planning and presentations.
Restricted access to building(s) / plant(s) –
• Interviewing candidates – Phone interviews and technology such as Skype should be utilized as much as possible to limit candidates from coming to the building until the final interview. When scheduling the final interview, inform each candidate regarding visitor protocols (ex: reschedule if they have symptoms of cold or flu, wash hands upon arrival, no shaking hands, etc.). Avoid panel interviews so that if the first interviewer observes any
symptoms they can excuse the candidate and reschedule the remaining for a later date.
• Visitors and suppliers – All planned visits with suppliers and vendors involving travel will be cancelled and replaced by electronic communications (phone/ conference calls and emails).
Note: If approved in advance, an exception to the travel directives or visitor restrictions above might be a customer who insists a salesperson visit them to work through a problem and the sale person is volunteering to go see the customer in person. Exceptions should be rare and you are encouraged to discuss them with your manager (Group VP, EVP, or Corporate Officer) before approving. There are no exceptions to requests for international travel between continents.
Our policies are not changing at this time – Current paid time policies such as sick and vacation pay remain unchanged. Contact your local unit company for any changes in call-in or attendance procedures established by your unit company.
Employee Preparedness Tips – Please refer to March 9, 2020 email sent from Corporate Human
Resources to Alamo Group Employees:
• Know where to get tested if you decide it is necessary.
• Know where to find information on COVID-19; check your local health department for information in your surrounding area.
• Know the signs and symptoms of COVID-19 and how the virus is transmitted.
• Continue to practice personal protective measures.
• Clean and disinfect frequently touched surfaces daily at home, your vehicle and at work.
• Employees and family members on the Alamo Group U.S. health plan can use MDLive to seek early medical care (refer to March 11 email with flyer and instructions to register).
• Create a back-up plan now in case you have young children and the local schools and/or child care facilities in the area close. If possible, plan for a family member or friend to take care of children who cannot stay home without an adult. If schools and/or child care facilities are closed by the local government and employees who are the primary care giver do not have necessary back-up, the employee may take a leave of absence (FMLA or Personal), and if eligible for sick pay and/or vacation may use those benefits. If not eligible the time will be unpaid.
Alamo Group will continue to monitor and update our employees on COVID-19 developments as needed. If you have questions, please use the Open Door policy to discuss them with your supervisor, your HR representative or your Unit Company President. We hope your efforts to follow these directives will assist you, your family, friends and co-workers to stay healthy.