COVID-19: Practical guide on safety rules for employees and employer obligations in the financial sector - OGBL

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COVID-19: Practical guide on safety rules for employees and employer obligations in the financial sector - OGBL
COVID-19:
Practical guide on safety rules for
employees and employer obligations
in the financial sector

             FINANCE SECTOR
Practical guide on safety rules for employees and
employer obligations in the financial sector
On April 17th, 2020, the Luxembourgish government published a regulation introducing a series of health
and safety measures for workers. The OGBL has actively participated in the discussions between the go-
vernment, trade unions, employers, ITM and the occupational medicine service, in order to protect emp-
loyees as much as possible.
We would like to highlight, that according to articles L. 312-1 and 312-2 of the Labour Code, the employer is
obligated to ensure the health and safety of their employees in regard to all work-related matters. As part
of their responsibility, the employer is required to take the necessary measures to protect the health and
safety of employees, including occupational risk prevention, information and training activities as well as
the organization of the work place.
In accordance with article L. 313-1 of the Labour Code, it is also the responsibility of each employee to
safeguard their own health and safety within their own means, as well as that of other people in the work-
place, in accordance with the training and the instructions provided by the employer.
The above-mentioned regulation is applicable from April 17th, 2020, and thus completes the provisions of
the Labour Code and other regulations already adopted in this regard.
Since the beginning of the health crisis, the public authorities have issued a number of health regulations
in order to contain the epidemic and avoid further spreading. This guide explains a number of these provi-
sions with regard to the financial sector.
The temporary health recommendations for employers and employees of financial and insurance instituti-
ons, drafted by the health department.

Teleworking should remain a priority.
If employees can work from home and their presence on company grounds is not essential, they are re-
quested to work from home where possible.
Only in cases where telework is not possible and the presence on the premises is required to provide an
essential service, employees can be present at the workplace, in strict compliance with the health and
safety instructions.
For cases where working from home is not possible, the following instructions must be followed:
   Distancing measures which need to be adopted by employees and employers
   Ensure a physical distance of 2 meters (offices, elevators, kitchen area)
   If a 2-meter distance cannot be kept, facial protection, such as masks covering the mouth and nose,
    must be worn. Masks are mandatory for businesses that welcome the public;
    Regularly disinfect hands and wash them with soap and water, at least at the beginning and the end of
    the shift;
   Cough or sneeze into the elbow or into a handkerchief;
   Use disposable tissues and dispose of them in covered bins;
   Greet people without shaking hands;

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   Avoid physical meetings as much as possible and use audio/video conferencing;
   Air the offices regularly;
   Do not share material or equipment (tablet, pencils, communication devices etc.);
   Limit outings and travel as much as possible.

Measures which need to be adopted by the employer
Companies are required to adopt an infectious diseases prevention policy, including measures such as:
   Provide access to running water, soap and paper towels; if the employer is unable to provide access to a
    water point, the employer must provide employees with a hydro-alcoholic disinfectant;
   Put up a notice on effective handwashing, such as the one provided by the World Health Organization
    (https://www.who.int/gpsc/tools/Five_moments/fr/); posters reminding employees of the importance of
    hand hygiene, respiratory etiquette and social distancing should also be strategically placed throughout
    the company;
   Avoid physical meetings as much as possible and use audio/visual conferencing;
   Reorganize workstations and relocate employees in order to ensure the 2-meter safety distance;
   Ensure that if queues form in shared spaces, a distance of two meters is kept;
   During meal times: In general, canteens should be closed. A meal distribution service may be organized
    by the canteen. Employees are invited to eat in their office;
   If it is not possible for employees to have their meal in their office, they are allowed to go to a designated
    dining area, provided that a distance of two meters is kept;
   Ensure that hands are washed with soap and water before and after meals or ensure the installation of a
    sanitizer dispenser at the entrance to the area where employees can collect their meals;
   Delivery personnel and suppliers should drop off goods at the entrance of the company, avoiding out-
    siders on the premises. If this is not possible, the company should consider deliveries outside office
    hours;
   Keep material handling operations away from other areas of the company as much as possible;
   Whenever possible, use electronic signatures for documents and in any case, do not share pens.

Surface cleaning
   Clean offices, sanitary facilities and shared spaces at least once a day with an appropriate cleaning
    product;
   Regularly clean frequently touched surfaces (desks, tables, door handles, telephones, computer acces-
    sories, pencils etc.) with an appropriate cleaning product;
   In buildings with older ventilation systems and which do not automatically operate with 100% fresh air, it
    is recommended to change the setting to 100%. This setting change should be done by a technician.

Personal protective equipment (PPE)
   Protective masks
    The employer is obligated to provide employees with sufficient facial protection. Please note that facial
    protection and even surgical masks do not protect the wearer himself but protect other people from

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the droplets emitted by the wearer of the mask (coughing, sneezing). If a distance of at least two meters
    cannot be kept between employees, masks must be worn. If the employer cannot provide masks, the
    service must be reorganised so that the physical distance of 2 meters is respected.
    Hydro-alcoholic solution
    The employer must make sanitizer products available to their employees at several distribution points
    throughout the company.
    Wearing gloves
    Wearing gloves may result in a false sense of security and contamination through contact with multiple
    surfaces without changing gloves is possible. Wearing gloves does not eliminate the need to wash hands
    regularly.

Employee safety in case of serious danger (Art 2 of the April 17th, 2020 regulation)
In the context of the health crisis caused by COVID-19, the OGBL demanded that every employee should
have the right to safety in the event of danger to their health and safety. Following negotiations with the
government and employers and thanks to the efforts of the OGBL, the regulation foresees this right!
The regulation of April 17th, 2020, states in article 3, that an employee who, in case of serious, immediate
and unavoidable danger, moves away from their work station or a dangerous area, cannot be penalized.
The termination of an employment contract by the employer in violation of this provision would thus be
considered as abusive.
We invite each employee who finds themselves in a dangerous situation, to first of all, bring themselves
and their colleagues to safety and to immediately contact his superior and his OGBL delegates so that the
situation can be resolved effectively.
The protection of health and safety is the primary objective during the health crisis. The OGBL and all its
delegates remain at your disposal in case of questions or problems.
Do not hesitate to contact your OGBL delegates or the OGBL HOTLINE at +352 2 6543 777 or by e-mail
info@ogbl.lu.

Useful Numbers		 HOTLINE OGBL                   +352 2 6543 777
		 ITM			                                       +352 24 77 61 00

Useful Links		 Regulation of April 17th, 2020
		http://legilux.public.lu/eli/etat/leg/rgd/2020/04/17/a304/jo
		 Ministry of Health – information on COVID-19
		https://msan.gouvernement.lu/de/dossiers/2020/corona-virus.html

The OGBL Financial Sector is at your disposal:
+352 26 49 69 – 420 or +352 26 49 69 – 421       secfin@ogbl.lu                                Not yet a
                                                                                               member?
                                                                                                Register on
                                                                                              hello.ogbl.lu

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Attachment 1

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O G B L

   COVID-19: Grand-ducal regulation of 17 April 2020

On 17 April 2020, the Luxembourg government              Art. 1
published a Grand-Ducal regulation that introduces
                                                         (1) Throughout the duration of the state of crisis as
a series of measures regarding employees’ health
                                                         fixed by the law of 24 March 2020 extending the state
and safety. The OGBL actively participated in these
                                                         of crisis declared by the grand-ducal regulation of 18
discussions between government, unions, employ-
                                                         March 2020 introducing a series of measures in the
ers, ITM and occupational health, with the objective
                                                         fight against Covid-19, and without prejudice to the
to protect employees.
                                                         provisions of Book III of the Labor Code, the employer
                                                         must:
As a reminder and in accordance with Article L.
312-1 and 312-2 of the Labor Code, the employer          1.   take appropriate measures to protect the safety
is obliged to ensure the safety and health of em-             and health of employees referred to in article L.
ployees in all aspects related to work and, within            311-2, point 1 of the Labor Code, ensure that these
the framework of his responsibilities, he must take           measures are adapted to account for the excep-
the necessary measures to protect the safety and              tional circumstances linked to the COVID-19 epi-
health of employees, including: preventing risk,              demic and contribute to the improvement of exist-
providing information, offering training and provid-          ing situations to deal with this COVID-19 epidemic;
ing the necessary organization and means.                2. avoid the risks and assess any risk to the safety
                                                            and health of employees which cannot be avoided
In accordance with Article L. 313-1 of the Labor            in these exceptional circumstances linked to the
Code, it is the responsibility of each employee             COVID-19 epidemic;
to take care, as far as possible, of his safety and
                                                         3. regularly renew the assessment referred to in point
health as well as of those of the other persons con-
                                                            2 and in any event when any change occurs in the
cerned as a result of his acts or omissions at work,
                                                            conditions related to the COVID-19 epidemic;
in accordance with his training and the instructions
of his employer.                                         4. determine, on the basis of this assessment re-
                                                            ferred to in point 2, the measures to be taken in re-
The grand-ducal regulation is applicable from 17            lation to these exceptional circumstances linked
April 2020 and supplements the provisions of the            to the COVID-19 epidemic;
labor code in this area and the grand-ducal regula-
                                                         5. limit, if necessary, the number of employees ex-
tions already adopted in this field.
                                                            posed to risks or likely to be in relation to these
                                                            exceptional conditions linked to the COVID-19 epi-
                                                            demic;

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ogbl.lu                   ogbl.lu                info@ogbl.lu
6. inform and train, in collaboration with the staff       (2) The employer shall take the appropriate measures
   delegation, the employees on possible risks for         to ensure that the employers of employees of outside
   safety and health, the precautions to be taken,         companies or establishments working in their com-
   the wearing and use of protective equipment and         pany or establishment receive adequate information
   clothing as well as on the prescriptions with re-       concerning the points referred to in paragraph 1, in-
   gard to hygiene which were taken in the context         tended for the employees in question.
   of these exceptional circumstances linked to the
                                                           (3) When, in the same workplace, the employees of
   COVID-19 epidemic and give them the appropriate
                                                           several companies are present, employers must co-
   instructions;
                                                           operate in the implementation of the provisions re-
7. post signs indicating the risks and the preventive      ferred to in paragraph 1 relating to occupational safety
   measures taken in relation to these exceptional         and health and, given the nature of operations, coor-
   circumstances linked to the COVID-19 epidemic;          dinate their activities for the protection and preven-
                                                           tion of professional risks, inform each other of these
8. set up workplaces and other spaces or work sta-
                                                           risks and inform their respective employees or their
   tions in which employees are likely to exercise
                                                           representatives.
   their professional activity according to these ex-
   ceptional circumstances linked to the COVID-19          (4) The measures concerning occupational safety and
   epidemic;                                               health referred to in paragraph 1 must in no case entail
                                                           financial charges for the employees.
9. supply collective protection equipment which en-
   sures the protection of employees in relation to
   other people;
                                                           Chapter 2: Rights and obligations of employees
10. provide employees with personal protective equip-
                                                           Art. 2.
    ment, including appropriate protective clothing,
    adapted to the exceptional circumstances linked        (1) During the period of the crisis, and without preju-
    to the COVID-19 epidemic;                              dice to the obligations referred to in article L. 313-1 of
                                                           the Labor Code, employees must:
11. ensure that protective clothing and equipment
    are:                                                   1.   correctly use the protective equipment and pro-
                                                                tective clothing made available to them within the
    – placed correctly in a specific place and stored
                                                                exceptional circumstances linked to the COVID-19
      away from other clothing,
                                                                epidemic and apply the required hygiene meas-
    – cleaned after each use, or, if necessary, de-             ures;
      stroyed;
                                                           2. report immediately to the employer and / or desig-
12. provide employees with appropriate sanitary fa-           nated employees and safety and health delegates,
    cilities, allow them access to a water point, soap        any work situation which they have reasonable
    and disposable paper towels or provide them with          grounds to believe it poses a serious and imme-
    disinfectant products;                                    diate danger to safety and health in the context of
                                                              the COVID-19 epidemic.
13. ensure that employees respect an appropriate
    physical distance and, failing this, that employees    (2) Without prejudice to Article L. 312-4 of the Labor
    wear a mask or any other device allowing the nose      Code, an employee who, in the event of a serious, im-
    and mouth of a natural person and, if necessary,       mediate danger which cannot be avoided, leaves his
    other personal protection equipment;                   workplace or a dangerous area, cannot be prejudiced
                                                           by it. The termination of an employment contract
14. ensure that spaces and floors are regularly
                                                           made by an employer in violation of the provisions of
    cleaned;
                                                           this paragraph is abusive.
15. ensure that work surfaces are cleaned and disin-
    fected.

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ogbl.lu                    ogbl.lu                 info@ogbl.lu
Chapter 3: Control and sanctions                           pational health and environment division are exer-
                                                           cised in accordance with the provisions of the amend-
Art. 3.
                                                           ed law of 21 November 1980 on the organization of the
Violations of the provisions of Articles 1 and 2 are       directorate for health.
investigated and registered by the members of the
                                                           The occupational health and environment division
Labor and Mines Inspectorate as well as by the occu-
                                                           jointly ensures with the Labor and Mining Inspector-
pational doctors of the occupational health and envi-
                                                           ate, each in its own way, the application of the provi-
ronment division.
                                                           sions of this Grand-Ducal Regulation.
The powers of the Labor and Mining Inspectorate are
                                                           Violations of the provisions of Articles 1 and 2 are pun-
exercised in accordance with Articles L. 612-1 to L.
                                                           ishable by the penalties provided for in Article L. 314-4
615-2 of the Labor Code.
                                                           of the Labor Code.
The powers of the occupational doctors of the occu-

SYNTHESIS
Obligations of employers
•   take appropriate measures to protect employees
•    limit, if necessary, the number of employees exposed to the risks linked to the COVID-19 epidemic
•   inform and train, in agreement with the staff delegation, the employees on the risks linked to the COV-
    ID-19 epidemic
•   display signs indicating the risks and protective measures to be observed
•   accommodate workplaces
•   provide personal protective equipment to employees (respiratory protection, protective clothing, etc.)
•   provide water points, soap and disposable paper towels or provide disinfectants (hydro-alcoholic gel
    etc.)
•   provide masks or other respiratory protection devices
•   ensure regular cleaning of spaces and floors
•   ensure the cleaning and disinfection of work surfaces
Rights and obligations of employees
•   correctly use protective equipment and clothing and apply the required hygiene measures
•   report immediately to the employer and / or designated employees and to the safety and health dele-
    gate, any situation which they have reasonable grounds to believe that it poses a danger to their safety
    and health
Ensure the safety of the employee in the event of serious danger (Art 2 of the GDPR of April 17, 2020)
In the context of the health crisis caused by COVID-19, the OGBL claimed that each employee may, in the
event of danger to his health and safety, be entitled to a right to ensure his safety in the event of danger to
his health.
Following negotiations between the unions, the government and the employers and also thanks to the ac-
tion of the OGBL, a grand-ducal regulation reflects this measure.

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ogbl.lu                    ogbl.lu                 info@ogbl.lu
The grand-ducal regulation of April 17, 2020 provides in article 3 that an employee who, in the event of se-
rious, immediate danger and which cannot be avoided, leaves his workplace or a dangerous zone, cannot
suffer any prejudice. The termination of an employment contract made by an employer in violation of the
provisions of this paragraph is abusive.
We invite each employee who finds himself in a dangerous situation, first of all to put himself and his col-
leagues in safety and to immediately contact his immediate supervisor as well as his OGBL delegates so
that the situation can be resolved.
Control and sanctions
Violations can be investigated and registered by the ITM, the occupational doctors of the occupational
health and environment division.
Violations of the provisions of the RGD are punishable by the penalties provided for in Article L. 314-4 of the
Labor Code.
Any violation, ..., of the regulations and decrees adopted in their execution is punishable by imprisonment
of eight days to six months and a fine of 251 to 25,000 euros or one of these penalties only.
Any violation of the provisions of article L. 313-1, of the regulations and decrees adopted in their execution
is punished with a fine of 251 to 3,000 euros.
Health and safety protection is the primary issue in this health crisis situation. The OGBL and all of its
delegates are at your disposal for any questions or problems. Do not hesitate to contact your OGBL dele-
gates or the OGBL HOTLINE at +352 2 6543 777 or by email info@ogbl.lu.

USEFUL NUMBERS
HOTLINE OGBL            +352 2 6543 777
ITM                     +352 24 77 61 00

USEFUL LINKS
Grand-ducal regulation of 17 April 2020
http://legilux.public.lu/eli/etat/leg/rgd/2020/04/17/a304/jo
COVID-19 website of the ministry of health
https://coronavirus.gouvernement.lu

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ogbl.lu                    ogbl.lu                 info@ogbl.lu
Attachment 2

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O G B L

Finance Sector                                                                                           03/20

Telework and the right to disconnect                       2. Define the working hours:
during COVID-19                                            It is not always possible to stick to a fixed schedule
Currently, the Coronavirus (COVID-19) has a signif-        when working from home.
icant impact on the professional life of all employ-       Clear communication and the definition of trans-
ees.                                                       parent rules concerning the regulation of working
Many companies in the financial sector have closed         time are therefore essential. Employees must be
their offices and ask their employees to telework.         able to distinguish between connection time and
                                                           disconnection time.
In this crisis situation, telework is therefore an ap-
propriate instrument which enables employees to            As a reminder:
get the job done from their home.                             The full wage and the terms of the employees’
If, before the crisis, the use of telework was very            employment contract are maintained throughout
limited, in particular because certain tax aspects             this period.
did not allow cross-border employees to do so, an             A teleworker must respect his normal working
agreement could be reached between Luxembourg,                 time as defined in his employment contract. In
Belgium, France and Germany in order to remedy                 principle 8 hours per day and 40 hours per week.
this problem.
                                                              He is not allowed to work more than 10 hours a
Thus telework has become an essential tool for                 day and 48 hours a week.
managing the crisis and for at least partially ensur-
ing that the country’s economy does not collapse.
It is therefore very important to follow certain rules
in order to avoid abuse and to guarantee the safety
and health of all employees.

1. Recognize the importance of disconnection,
while stressing aspects of health and safety at
work:
The right to disconnect is a major aspect of tele-
work. It ensures a certain balance between work
and private life.
It is important to prevent anxiety, depression and
burnout, especially in times of confinement, that
we currently experience.

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                                                                                                                    11
   An employee is entitled to an uninterrupted daily      4. Risk of tax increases for cross-border workers
    rest time of 11 hours between two working days
                                                           Agreements have been found with French, Belgian
    and 44 hours of uninterrupted weekly rest.
                                                           and German governments, which allow cross-bor-
   An employee who works outside the normal               der workers to work from their home during the
    working hours fixed in his employment contract,        crisis without the related remuneration to be taxed
    performs a service for his employer. He is then        in their country of residence.
    entitled to the payment of overtime and/or a sup-
                                                              Belgian and French cross-border workers: from
    plement for work performed on Sunday or a pub-
                                                               Saturday 14 March 2020, the days of teleworking
    lic holiday (as appropriate). The time during which
                                                               are not taken into account in the calculation of
    the employee is at the disposal of his employer/s
                                                               the 24-day threshold for Belgium and 29 days for
    is to be considered as working time.
                                                               France.
   An employee cannot be penalized because he
                                                              German cross-border workers: an agreement
    cannot be contacted outside of his working hours
                                                               has been reached between the Luxembourg and
    (rest time, paid holidays, weekends, evenings,
                                                               German government to exempt telework days
    non-worked statutary holidays, etc.);
                                                               due to COVID-19 of the 19-day countdown. The
   The right not to connect to professional digital           conditions application of this decision, will be
    tools, allowing to be contacted in a professional          specified later.
    context outside of working time, must be guaran-
    teed to the employee;                                  5. IT security
   Clear rules concerning the definition and taking       Considering the risks in terms of IT security, for
    into account of working time in the event of tele-     the employer, it is his responsibility to set the
    work must be set in order to guarantee a balance       conditions, under which he authorizes one or more
    between private and professional life.                 employees to work at home. These risks are largely
                                                           linked to access rights, in particular with regard to
3. Meal vouchers                                           the duration of these accesses and the sensitivity
                                                           of the data to which the employee has access.
As in practice, meal vouchers can be used for the
purchase of a wide range of convenience goods,             The employer must therefore ensure that the IT
which is not limited exclusively to food products or       hardware installed in the employees’ homes allows
the services of a catering service, they are consid-       them to do their job in accordance with the compa-
ered to be a benefit in kind like all the others. This     ny’s internal security procedures.
advantage is part of the employee’s remuneration
                                                           Employees cannot, in no way, be penalized, because
package and must therefore be considered as
                                                           the unsuitable technical means at their home, do
vested salary right, which cannot be linked to the
                                                           not allow them to work in accordance with the se-
employee’s presence in the company.
                                                           curity procedures.
Some companies have a canteen at their head-
quarters, and only give meal vouchers to their staff       6. Communication and training
working in the branches. As, during the period of          In order to guarantee continuous training for
confinement, these people continue to receive              employees, it is important that the employer also
meal vouchers, while their colleagues, who work            shares distance training offers with all teleworkers.
at the head office, cannot benefit from the can-
teen, the latter are injured in their acquired rights      Together, let’s stay strong for our future!
compared to their colleagues. In the interests of          Stay healthy
non-discrimination, it is desirable that the employer      OGBL Finance Sector is at your disposal:
provides compensation to the injured parties.              +352 26 49 69 - 420 or +352 26 49 69 – 421
                                                           secfin@ogbl.lu

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Attachment 3

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SECTEUR ADMINISTRATIF
          RECOMMANDATIONS SANITAIRES TEMPORAIRES
         DE LA DIRECTION DE LA SANTÉ À L’ATTENTION DES
         EMPLOYEURS ET SALARIÉS DANS LE CADRE DE LA
                CRISE SANITAIRE LIÉE AU COVID-19

                                           version du 29/4/2020

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Conformément à l’article L. 312-1 et 312-2 du Code du travail, l’employeur est obligé d’assurer la sécurité
et la santé des salariés dans tous les aspects liés au travail et, dans le cadre de ses responsabilités, il est
tenu de prendre les mesures nécessaires pour la protection de la sécurité et de la santé des salariés, y
compris les activités de prévention des risques professionnels, d’information et de formation ainsi que
la mise en place d’une organisation et de moyens nécessaires.
Conformément à l’article L. 313-1 du Code du travail, il incombe à chaque salarié de prendre soin, selon
ses possibilités, de sa sécurité et de sa santé ainsi que de celles des autres personnes concernées du
fait de ses actes ou de ses omissions au travail, conformément à sa formation et aux instructions de son
employeur.
En cas de non-respect des recommandations indiquées ci-dessous, les salariés peuvent contacter le tra-
vailleur désigné qui est en charge de la mission de protection des salariés, en son absence le médecin du
travail dont dépend leur entreprise et en cas de problèmes persistants la Division de la Santé au Travail
et de l’Environnement de la Direction de la Santé sous le numéro : 247-85587.

SECTEUR ADMINISTRATIF
Ces consignes s’adressent aux salariés d’institutions financières et d’assurance, ainsi que tous les autres
domaines du secteur administratif. Cette fiche présente les mesures de prévention à appliquer par les
employeurs et salariés de ces secteurs afin de protéger la santé des employés et de ceux qui fréquentent
le milieu de travail.

Si les employés peuvent faire du télétravail et si leur présence sur les lieux de l’entreprise ne sert pas à
assurer un service essentiel, l’option du télétravail est à privilégier.
Pour les cas où le télétravail n’est pas possible, il s’agit de respecter les consignes suivantes :

GÉNÉRAL : LES GESTES BARRIÈRE À ADOPTER PAR EMPLOYEURS ET SALARIÉS
                        • Appliquer les principes de « social distancing » : les salariés sont invités à
                          respecter une distance d’au moins deux mètres entre eux (bureaux, espaces de
                          repas, ascenseur etc.) ;
                        • Si une distance de deux mètres ne peut être respectée, le port de masques ou
                          de tout autre dispositif permettant de recouvrir efficacement le nez et la bouche
                          est obligatoire. Le port est obligatoire en toutes circonstances pour les activités
                          qui accueillent un public ;
                        • Se désinfecter régulièrement les mains respectivement se laver les mains à l’eau
                          et au savon, au moins avant la prise de service et à la fin du service ;
                        • Tousser ou éternuer dans son coude ou dans un mouchoir ;
                        • Utiliser des mouchoirs à usage unique et les jeter dans une poubelle à commande
                          non-manuelle ;
                        • Saluer sans se serrer la main ;
                        • Eviter, dans la mesure du possible, l’organisation de réunions physiques et
                          privilégier les audio/visio-conférences ;
                        • Aérer régulièrement les bureaux ;
                        • Ne pas partager de matériel ou d’équipements (tablette, crayons, appareils de
                          communication etc.) ;
                        • Limiter les sorties et les déplacements au strict nécessaire.

                                                       2
ogbl-finance.lu   ogbl.secteur.financier    ogbl-secteur-financier   secfin@ogbl.lu                               15
MESURES À ADOPTER PAR L‘EMPLOYEUR
Les entreprises sont encouragées à adopter une politique de prévention des maladies infectieuses pou-
vant inclure des mesures telles que :

                        • Permettre l’accès à un point d’eau, à du savon et à des serviettes en papier
                          jetables afin que les salariés puissent se laver les mains ; si l’employeur se trouve
                          dans l’impossibilité d’offrir un accès à un point d’eau, il doit fournir des solu-
                          tions hydro-alcooliques aux salariés ;
                        • Afficher une méthode efficace pour le lavage de mains comme celle prescrite par
                          l’Organisation mondiale de la santé (https://www.who.int/gpsc/tools/Five_
                          moments/fr/) ; des affiches rappelant l’importance de l’hygiène des mains, de
                          l’étiquette respiratoire et de la distanciation sociale devraient être installées aux
                          endroits stratégiques ;
                        • Eviter, dans la mesure du possible, les réunions physiques et privilégier les
                          audio/vision-conférences; ;
                        • Réorganiser les postes de travail et répartir les employés, dans la mesure du
                          possible, dans différents bureaux ou du moins de telle manière qu’une distance
                          d’au moins deux mètres les sépare ;
                        • Garantir que si des files de personnes se créent dans des espaces partagés, une
                          distance de deux mètres entre chaque personne soit respectée ;
                        • Pendant les périodes de repas :
                                o De manière générale, les réfectoires des cantines sont à fermer.
                                    Un service de distribution de repas (take away) peut être organisé par
                                    la cantine. Les salariés sont invités à prendre leur repas de préférence
                                    dans leur bureau ;
                                o S’il n’est pas possible pour les salariés de prendre leur repas dans leur
                                    bureau, ils peuvent se rendre dans un espace de repas à condition
                                    qu’une distance de deux mètres puisse être respectée entre chaque
                                    personne ;
                                o Assurer un lavage des mains avant et après le repas ou mettre en place
                                    un distributeur de solutions hydro-alcooliques à l’entrée de l’espace où
                                    les salariés peuvent retirer leur repas;
                        • Organiser les tâches de sorte que les livreurs et fournisseurs puissent déposer
                          les marchandises à l’entrée de l’entreprise pour éviter les allées et venues de tra-
                          vailleurs d’autres entreprises dans les locaux ou, si cela n’est pas possible, envis-
                          ager l’intervention des livreurs et fournisseurs en dehors des heures de bureau ;
                        • Tenir les opérations de manutention à l’écart des autres aires d’activité de
                          l’entreprise dans la mesure du possible ;
                        • Dans la mesure du possible, limiter au minimum les échanges de papier
                          moyennant signature électronique et ne pas partager de stylo.

                                                       3
ogbl-finance.lu   ogbl.secteur.financier    ogbl-secteur-financier   secfin@ogbl.lu                               16
NETTOYAGE DES SURFACES
                        • Nettoyer les bureaux, sanitaires, espaces partagés au moins une fois par jour
                          avec un produit d’entretien habituel ;
                        • Nettoyer les surfaces fréquemment touchées (bureaux, tables, poignées de
                          porte, téléphones, accessoires informatiques, crayons etc.) avec un produit
                          d’entretien habituel ;
                        • Comme mesure technique préventive il est recommandé dans les bâtiments
                          fonctionnels qui sont équipés de systèmes de ventilation (VMC) plus anciens,
                          c.-à-d. qui ne fonctionnent pas d’office avec 100% d’air frais, de changer la con-
                          signe pour passer à 100% d’air frais (ce changement de consigne est à faire par
                          le technicien de maintenance).

ÉQUIPEMENT DE PROTECTION INDIVIDUELLE
                        • Masques de protection : notons que les masques ou tout autre dispositif per-
                          mettant de recouvrir le nez et la bouche ne protègent pas le porteur de manière
                          efficace mais protègent les autres personnes des gouttelettes émises par le
                          porteur du masque (toux, éternuement). Si une distance interpersonnelle d’au
                          moins deux mètres ne peut pas être respectée, le port d’un masque ou de tout
                          autre dispositif permettant de recouvrir le nez et la bouche d’une personne phy-
                          sique est obligatoire. Le port est obligatoire en toutes circonstances pour les
                          activités qui accueillent un public.

                        • Solution hydro-alcoolique : dans la mesure du possible, l’employeur devrait
                          mettre à disposition de ses salariés des solutions hydro-alcooliques (plusieurs
                          points de distribution à travers les entreprises) ;

                        • Port de gants : le port de gants risque d’entraîner un faux sentiment de sécurité
                          et la contamination par le contact avec de multiples surfaces sans que les
                          gants ne soient changés. Le port de gants n’élimine pas la nécessité de se laver
                          régulièrement les mains.

                                                      4
ogbl-finance.lu   ogbl.secteur.financier   ogbl-secteur-financier   secfin@ogbl.lu                             17
EN PRÉSENCE DE SALARIES CONSIDÉRÉS COMME PERSONNES VULNÉRABLES :
Les personnes de plus de 65 ans ou celles qui souffrent déjà d’une des maladies listées ci-après présentent
un risque accru de développer des complications sévères. Les maladies concernées sont:

                        • Le diabète: les diabétiques insulinodépendants non équilibrés ou présentant
                          des complications secondaires à leur pathologie ;
                        • Les maladies cardiovasculaires : antécédents cardiovasculaires, hypertension
                          artérielle compliquée, antécédents d’accident vasculaire cérébral ou de corona-
                          ropathie, chirurgie cardiaque, insuffisance cardiaque stade NYHA III ou IV ;
                        • Les maladies chroniques des voies respiratoires : les personnes présentant une
                          pathologie chronique respiratoire susceptible de décompenser lors d’une
                          infection virale;
                        • Le cancer : les malades atteints de cancer sous traitement ;
                        • Les personnes avec une immunodépression congénitale ou acquise :
                                o médicamenteuse : chimiothérapie anticancéreuse,
                                   immunosuppresseur, biothérapie et/ou une corticothérapie à dose
                                   immunosuppressive,
                                o infection à VIH non contrôlé ou avec des CD4  40 kg/m2).

Les salariés considérés comme des personnes vulnérables peuvent travailler, mais leurs employeurs sont
tenus de les protéger particulièrement sur le lieu de travail p.ex. en les éloignant le plus possible des autres
collaborateurs. L’employeur invite les personnes vulnérables à se manifester auprès de leur médecin du
travail pour définir ensemble une solution protégeant au mieux la santé des salariés concernés.

                                                        5
ogbl-finance.lu   ogbl.secteur.financier     ogbl-secteur-financier   secfin@ogbl.lu                               18
EN PRÉSENCE DE SALARIÉS PRÉSENTANT DES SYMPTÔMES D’INFECTION
                        • Appliquer de façon stricte l’exclusion du milieu du travail des personnes
                          présentant des symptômes d’infection ;
                                 o Le salarié doit rester à son domicile. En cas de persistance des
                                    symptômes, il doit consulter un médecin par téléconsultation ou se
                                    rendre dans l’un des Centre de soins avancés le plus proche.
                                 o L’employeur doit suivre le protocole d’isolement recommandé par la
                                    Direction de la santé avant de réintégrer un employé présentant un ris-
                                    que de contagion à son poste de travail.
                        • Si un salarié commence à ressentir des symptômes sur son lieu de travail,
                          l’employeur doit disposer d’une procédure pour l’isoler dans un local ou lui
                          faire porter un masque chirurgical jusqu’à ce qu’il soit évacué du lieu de travail ;
                        • Les personnes ayant été en contact avec une personne testée positivement au
                          COVID-19 sont prises en charge de la manière suivante:
                          Exposition à haut risque (= contact face-à-face pendant plus de 15 minutes
                          et à moins de deux mètres sans port correct de masque OU contact physique
                          direct OU contact dans un environnement fermé avec un cas COVID-19 pendant
                          plus de 15 minutes, sans port correct de masque et sans respecter une distance
                          minimale de deux mètres): les personnes seront contactées par la Direction de
                          la santé pour être mises en quarantaine pendant 7 jours avec réalisation d’un
                          test de dépistage à partir du 5e jour. En cas de négativité du test, la quarantaine
                          sera levée à la fin du 7e jour et la personne continuera une auto-surveillance
                          pendant 7 jours supplémentaires et portera un masque pendant cette période
                          lorsqu’elle sera en contact avec d’autres personnes. Au besoin, un certificat d’ar-
                          rêt de travail sera délivré par l’Inspection sanitaire pour la première semaine
                          de quarantaine. Une reprise des activités sera possible dès le 8e jour. En cas de
                          refus de se soumettre à un test au 5e jour, la durée totale de quarantaine sera
                          de 14 jours. Si la personne présente des symptômes évocateurs d’une infection
                          COVID-19 à n’importe quel moment, elle devra passer en isolement et un test à
                          la recherche du virus sera immédiatement réalisé.
                          Exposition à faible risque (= contact face-à-face à moins de deux mètres pen-
                          dant moins de 15 minutes (avec ou sans masque) ou pendant plus de 15 min-
                          utes avec port correct de masque OU contact dans un environnement fermé
                          pendant moins de 15 minutes (avec ou sans masque) ou plus de 15 minutes
                          avec port de masque correct) : auto-surveillance pendant 14 jours avec prise
                          de température deux fois par jour et prise en compte d’éventuels symptômes.
                          En cas de symptômes compatibles avec une infection COVID-19, un test à la
                          recherche du virus sera immédiatement réalisé.
                        • Réintégration de salariés ayant été testés positivement au COVID-19 : le salarié
                          peut réintégrer son poste de travail 14 jours après avoir été testé positivement à
                          condition qu’il ne présente plus de symptômes depuis 48 heures.
                        • S’il continue à présenter des symptômes, il doit impérativement
                          consulter son médecin ou un autre médecin via téléconsultation, car il a possi-
                          blement des complications de son infection ;

                                                       6
ogbl-finance.lu   ogbl.secteur.financier    ogbl-secteur-financier   secfin@ogbl.lu                              19
• Il est déconseillé de tester à nouveau les personnes en fin de période
                          d’isolement. Une personne qui a suivi le protocole d’isolement ne présentant
                          plus de symptômes depuis 48 heures, elle peut réintégrer son poste de travail
                          peu importe le résultat d’un éventuel deuxième test.

                                                      7
ogbl-finance.lu   ogbl.secteur.financier   ogbl-secteur-financier   secfin@ogbl.lu                        20
Attachment 4

ogbl-finance.lu   ogbl.secteur.financier   ogbl-secteur-financier   secfin@ogbl.lu   21
Attestation	
  de	
  vulnérabilité	
  
                     A	
  remplir	
  par	
  le	
  médecin	
  traitant	
  et	
  à	
  renvoyer	
  au	
  Service	
  de	
  Santé	
  au	
  Travail	
  Multisectoriel	
  
                                          Cette	
  attestation	
  sans	
  diagnostic précis ni détail du traitement ne sera pas recevable 	
  

                     Nom	
  de	
  naissance	
  :	
  	
  
                     	
  
                     Prénom	
  :	
  
                     	
  
                     Matricule	
  :	
  
                     	
  
                     Nom	
  de	
  l’entreprise	
  pour	
  laquelle	
  travaille	
  le/la	
  p atient(e)	
  :	
  

              Pathologies	
  causant	
  une	
  vulnérabilité	
  accrue	
  chez	
  votre	
  patient(e)	
  
              	
  	
  	
  (Cochez	
  les	
  cases	
  et	
  le	
  cas	
  échéant,	
  préciser	
  obligatoirement	
  le	
  diagnostic)	
  

              □	
  Diabète	
  insulinodépendants	
  non	
  équilibré	
  ou	
  présentant	
  des	
  complications	
  secondaires.	
  
                     (Veuillez	
  nous	
  préciser	
  le	
  type	
  de	
  complications)	
  

              □	
  Maladies	
  cardiovasculaires	
  :	
  	
  
                            o         hypertension	
  artérielle	
  compliquée,	
  
                            o         antécédents	
  d’accident	
  vasculaire	
  cérébral,	
  
                            o         coronaropathie,	
  
                            o         chirurgie	
  cardiaque,	
  
                            o         insuffisance	
  cardiaque	
  stade	
  NYHA	
  III	
  ou	
  IV.	
  

                                (Le	
  cas	
  échéant,	
  veuillez	
  nous	
  préciser	
  la	
  fraction	
  d’éjection	
  ou	
  le	
  stade	
  NYHA)	
  

              	
  □	
  Maladies	
  chroniques	
  des	
  voies	
  respiratoires	
  susceptibles	
  de	
  décompenser	
  lors	
  d’une	
  infection	
  virale.	
  
                            (Veuillez	
  préciser	
  le	
  type	
  de	
  pathologie	
  et	
  le	
  cas	
  échéant,	
  nous	
  préciser	
  la	
  fonction	
  respiratoire	
  et	
  la	
  
                            saturation)	
  
                            	
  
              □	
  Cancer	
  :	
  les	
  malades	
  atteints	
  de	
  cancer	
  sous	
  traitement	
  .	
  
              □	
  Immunodépression	
  congénitale	
  ou	
  acquise	
  :	
  
                             o	
  médicamenteuse	
  (chimiothérapie	
  anticancéreuse,	
  immunosuppresseur,	
  biothérapie	
  et/ou	
  une	
  
                                 corticothérapie	
  à	
  dose	
  immunosuppressive),	
  
                             o	
  infection	
  à	
  VIH	
  non	
  contrôlé	
  ou	
  avec	
  des	
  CD4	
  	
  40	
  kg/m2).	
  
              	
  
              Traitement	
  actuel	
  :	
                                   	
  
              	
  
              Nom	
  du	
  médecin	
                            	
             	
         	
             	
        Signature	
  du	
  médecin	
  

                                              A	
  renvoyer	
  au	
  STM-­‐	
  32,	
  rue	
  Glesener	
  L-­‐1630	
  Luxembourg	
  -­‐	
  secretariat.dir@stm.lu	
  
FO	
  n°	
  38	
  version	
  B	
  du	
  27/04/2020	
  -­‐	
  Le STM garantit la protection de vos données à caractère personnel - Politique RGPD consultable sur www.stm.lu
                                   	
  
       ogbl-finance.lu                          ogbl.secteur.financier                           ogbl-secteur-financier           secfin@ogbl.lu                                                  22
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