24th Collegium Ramazzini Statement: Prevention of Work-Related Infection in the COVID-19 Pandemic

Background: Workers whose occupations put them in contact with infected persons and the public are at increased risk of coronavirus disease (COVID-19) infection. Recommendations: The Collegium Ramazzini calls on governments at all levels to protect worker health by strengthening public health systems;maintaining comprehensive social insurance systems;establishing policies that presume all COVID-19 infections in high-risk workers are work-related;enforcing all occupational health standards;and developing pandemic preparedness plans. The Collegium Ramazzini calls on all employers-large and small, public and private-to protect the health of all workers by developing disease preparedness plans;implementing basic infection control measures;establishing disease identification and isolation policies;reducing hazardous exposures;supporting personal protective equipment (PPE) programs;and restricting unnecessary travel. Conclusion(s): Governments and employers have legal obligations to protect worker health. They are not relieved of these duties during pandemics.Copyright © 2020 American College of Occupational and Environmental Medicine.

Workplace attachment: Perceived employee support and commitment: A qualitative, descriptive, phenomenological study

The purpose of this qualitative phenomenological descriptive study was to understand how employees perceive the level of support received from their employers in the workplace. The study encompassed employees with both secure and insecure attachment style types from across the entire State of Maryland. The study collected data via interviews from the participants, taking note of their perceptions of how they felt supported in the workplace. Twelve participants with varying occupations were selected and completed the following: a qualifying questionnaire, a workplace attachment questionnaire (Self-Reliance Inventory), and a personal semistructured, open audio interview with the researcher. Data was analyzed using the Braun & Clarke 6 Step Thematic Analysis Approach. As a result of the analysis, five themes emerged: Workplace, Work, Agency, Job & Organization;Management;Colleagues & Coworkers;Support & Commitment;and COVID-19. There is a research gap on this topic in workplace studies and employee attachment. By conducting this study, future researchers would be able to build upon this research to continue improving relationships in the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Enhancing Employer Attractiveness: The Impact of COVID-19 on Generation Z

This paper investigates how employer attractiveness has been affected by developments in the attitudes, values, and goals of Generation Z (born between 1995-2010) due to the COVID-19 pandemic. Research shows the challenging environment for employers who are increasingly facing a 'war for talent' and the need to focus on generational needs and expectations. Work concepts in many cases have been adapted to Generation Y, but a revision of strategies is needed for the newest generation on the labour market. The insurance industry has long struggled to attract young talent and along with retail, logistics, tourism, and banking has been ranked the lowest in employer attractiveness by Generation Z. This is corroborated by the fact that larger corporations are also often perceived as unattractive by young people. While many industries have struggled with the consequences and challenges of the pandemic, the insurance sector can be seen as having mastered the crisis comparatively well. This paper questions whether the relative job security offered by the insurance sector, can be increasingly influential in post pandemic job choices. Since Generation Z was already described as securityoriented before the pandemic, this is expected to have increased as a result of COVID-19 and be reflected in their career and employer choices. The perspectives of Generation Z and employers from the German insurance industry are compared through survey and interview data. The young cohort suspects a worsening of their situation particularly in job offerings and security. At the same time, the insurance industry positions itself well in exactly these areas. Furthermore, the aspirations and expectations of Generation Z towards the professional world coincide strongly with the offerings of insurers as employers. However, the respondents see the sector's image as a deterrent. Although this paper focuses on the insurance industry, strategic recommendations given on how the sector can position itself, are relevant for other sectors facing the challenge of attracting Generation Z employees. © 2022 Authors. All rights reserved.

Methodology for Calculating the Job Loss Insurance Rate

The relevance of the research topic is confirmed by the fact that in the context of globalization, job search and job loss have become rather common. Therefore, the working-age population needs to be protected from job loss when looking for a new job. The purpose of the article is to develop a methodology for calculating the job loss insurance rate for citizens. The methodology is based on an actuarial approach that allows a comparison of the net rate and the gross rate paid by the insured. The scientific novelty of the study lies in the consideration of the net rate based on the reasons for employee termination, and the analysis of the possibilities of distributing the net rate between the employee and the employer. Main research methods include tabular and graphical methods, analysis and synthesis, comparison, induction, and deduction. As a result of the introduction of job loss insurance, the social protection of the population in the context of COVID-19 is being strengthened, and opportunities for temporary coverage of expenses during the job search period are being increased. The author concludes that this type of insurance is promising in a market economy and may become not only a new and interesting insurance product but also an effective tool for the social protection of the population in regions with high labor market turbulence. © Bandurin A. V., 2023.

All the King's Horses and All the King's Men: Falling Into Moral Injury, During the COVID-19 Pandemic

Health care providers who experienced giving care or abbreviating those services, during the COVID-19 pandemic, risked experiencing a sense of moral injury. Moral injury is a term to describe incidents where a health care provider knows the right thing to do, but constraints make it exceedingly difficult or impossible to execute the right course of action. These incidents likely also were present for sonographers and vascular technologists, and it is vital that these compromises for patients are recognized, and healing strategies offered to those suffering from moral injury. Some suggestions for treatment of moral injury are to recognize these experiences, seek solutions, provide empathy for patients and resources for health care providers. It may also be beneficial to allow employees and employers to forgive the mistakes made during the pandemic and focus on solutions to prevent future incidents of moral injury.Copyright © The Author(s) 2023.

Employer branding orientation: effects on recruitment performance under COVID-19

In this study we examined the impact of employer branding orientation (EBO) on recruitment performance. The study is based on a sample of 153 knowledge-intensive firms operating on the Russian labor market. Partial least squares structural equation modeling was used to test the research model. Our results revealed that EBO positively related to employer branding strategy and employer value proposition (EVP) which, in turn, impact the recruitment performance. We also identified the moderating effect of COVID-19 influence on employer branding programs. This study contributes to the debate on the role of EBO in HRM practices of companies and provides practitioners with evidence on importance of EVP formulation.

Are we nearly there yet? New technology adoption and labor demand in Peru

Forecasts about the effects of new technologies on labor demand are generally pessimistic. However, little is known about the current level of technology adoption and its effect on labor demand, particularly in developing countries. This paper exploits a national representative employer survey and administrative data from Peru to offer empirical evidence in this regard. Our results show that the adoption of new technologies by firms is still incipient in the country. However, when adopted, they slightly reduce the demand for workers in the medium term, particularly those in high-skilled and non-routine occupations, with a temporary job contract, and during the COVID-19 pandemic.

Addressing employee turnover in retail through CSR and transformational leadership

PurposeEmployee turnover, a reality that Indian retail organizations cannot ignore, is the central theme of this paper. The authors have aimed to empirically establish corporate social responsibility initiatives (CSRI) and transformational leadership (TL) as rather unconventional predictors that can potentially influence retail employees' intention to stay (ITS) through sequential mediation by employer branding (EB) and organizational identification (OI).Design/methodology/approachData collected using a structured questionnaire from three hundred and five frontline employees working with twenty-nine Indian retail outlets in the Delhi-National Capital Region (NCR) region was tested using structural equation modelling.FindingsFindings confirmed the impact of both CSRI and TL on ITS, with sequential mediation by EB and OI. While OI partially mediated the effect of EB on ITS, TL exerted more influence than CSRI in enhancing EB.Originality/valueThis study enhances retail literature by empirically testing a unique fusion of organization and individual-level predictors that influence ITS as an individual-level outcome. Having TL and a firm corporate philosophy of CSR spending can enhance a retailer's image as a preferred employer brand and generate OI to successfully address employee turnover

Is my employee still attracted to me? Understanding the impact of integrated communication and choice of communication channels on employee attraction

Purpose: The study attempts to extend the current scholarship in the field of employer branding. Integrated communication is about consistent communication that is synergistic through multiple communication channels. Employer branding activities that involve multiple internal communication channels aim to attract employees. The study proposes that the perceived impact of effective integrated communication in employer branding shapes employee attitude and hence employee attraction. Employee perception of the choice of communication channels is also proposed to have an impact on employee attraction. Design/methodology/approach: An exploratory qualitative study in the form of interviews and a preliminary survey was conducted in the first phase. The main study involved a questionnaire survey to empirically test the proposed hypotheses. The respondents were information technology-business process management (IT-BPM) employees (n = 520) in India. Findings: The direct and interaction effects of integrated communication and usefulness of communication channels on employee attraction within the organization were empirically validated to suggest a positive impact on employee attraction. Originality/value: The study extends the current body of knowledge on talent attraction to include present employees. Similarly, the study on integrated communication and its impact on employee attraction is an important addition to the literature on employer branding, internal communication and talent management, given the present coronavirus disease 2019 (COVID-19) situation. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

A qualitative perspective of construction site migrant workers' plight during COVID-19 lockdown in Bhavnagar (western India)

Introduction: Coronavirus disease-2019 (COVID-19) is a global pandemic. Nationwide lockdown was one of the preventive measures enforced, that led to travel and work restrictions internationally and domestically. India has a large population of migrant workers. A large proportion of this population was stranded on foreign lands due to the sudden and mismanaged lockdown imposed during early 2020. Objective(s): To identify the impact of the lockdown on the economical, psychological and social life of migrant workers in Bhavnagar city (western India). Material(s) and Method(s): In-depth interviews (IDIs) were conducted among twelve construction-site migrant workers in Bhavnagar city of western India. Data saturation was attained after ten interviews. Additional two interviews were taken to confirm the saturation. All interviews were audio-recorded after obtaining written informed consent, transcribed in English, and analysed in the form of codes and categories. Result(s): The migrant workers in our setting perceived unemployment, monetary problems, and difficult subsistence as the pertinent economic issues. Mismanaged migrant exodus, discrimination, mistreatment, lack of social assistance, inability to fulfil their family's expectations and callousness of the authority were perceived as the social concerns. The psychological impact was described by various words like 'fear', 'worry', 'loneliness', 'boredom', 'helplessness', and feeling 'trapped'. Monetary compensation, job opportunities at the native place, and a well-managed migrant exodus were the key expectations from the government. Good employer support, help from government agencies, and a positive attitude during the lockdown period were perceived as the enablers. Lack of facilities to address common ailments, substandard care, and frequent COVID-19 tests before their travel were reported as healthcare issues during the lockdown. Conclusion(s): COVID-19 lockdown had detrimental effects on the economic, social, and psychological well-being of migrant workers. During such testing times, a few good Samaritans and employers, rather than the government, played the role of being the messiah. Adequate rehabilitation mechanisms should be in place before imposing a lockdown. 'Targeted' cash transfers, ration kits, and a well-managed migrant exodus might mitigate the plight of migrant workers in any such future lockdowns. Future studies can evaluate the feasibility, impact, and cost-effectiveness of such interventions on the lives of migrant workers.

Internal communication and employer branding within a humanistic model – a case study of IKEA (Spain, 2019–2021)

PurposeThe study aims to establish that a humanistic model is a necessary context for efficient employer branding (EB) and to identify the characteristic features of a humanistic model in IKEA.Design/methodology/approachThis study included a review of the scientific literature and a narrative case study via semi-structured interviews with top management leaders and middle managers.FindingsThe research demonstrates that the effectiveness of EB depends on the implementation of a humanistic model and that IKEA uses a business paradigm that involves EB through a humanistic management model. In addition, the pandemic has enhanced prosocial management and revealed the need for this model in companies. Through the analysis of the humanistic model used by IKEA, the authors provide an example of how other organizations and business leaders can develop communities and society not based on profit maximization. However, further research is needed to contrast the quantitative information provided by the company itself and by external sources. What is offered in this article is the starting point for future studies on this topic.Originality/valueThis is one of the first studies on EB in the context of a humanistic model and the first to use IKEA as a paradigmatic example.

An evolving engagement programme for patients with photodermatoses

We previously reported on our experience of an in-person Scottish Photobiology Service (SPS) patient engagement event in 2019 and of its utility in defining what matters to patients with photosensitivity. We identified key issues with delays in referral from primary care, lack of availability of peer support and a need for disease-specific information to raise awareness of photosensitivity for family and employers. Through a follow- up workshop, we identified a workstream of activities planning to address these issues, which were modified by the subsequent COVID-19 pandemic. However, we successfully moved our programme to a virtual platform, and we report on our progress. Twice-yearly virtual TEAMS patient engagement half-day events, attended by patients and staff, provided patients with a forum to discuss with each other issues that they have identified as being important to them. These ranged from the isolation, anxiety and embarrassment associated with photosensitivity, dealing with friends who do not understand their condition, through to coping mechanisms and practicalities, such as sourcing sun protective clothing, dealing with sports activities and photoprotective measures in schools. The virtual events have received extremely positive feedback both in terms of content and utility for patients, as well as the convenience of the virtual format. To supplement these activities, we have also distributed twice-yearly SPS newsletters since 2020, initiated at the start of the COVID-19 pandemic, to ensure our patients knew we were there for them, despite the challenges of the pandemic and, again, this was most positively received. Regarding delays in referral from primary care, patient feedback indicated that this was mainly due to not being taken seriously, possibly due to a lack of understanding of photosensitivity in community care. We are addressing this by developing a 'photosensitivity red flag' poster for distribution throughout primary care in Scotland to raise awareness of the symptoms to look out for in photosensitivity conditions. Finally, we have also embarked on creating a series of diseasespecific podcasts. These involve an informal discussion between a patient with photosensitivity and a consultant photodermatologist, with a mediator present, to raise awareness of the true impact of a range of photodermatoses on many aspects of life. We demonstrate this ongoing programme of diverse patient engagement and educational activities in photodermatology, to highlight the model of a multifaceted hybrid approach to provide additional support for patients with photodermatoses. Acknowledgments: we wish to acknowledge all our SPS patients, their families and staff for their invaluable contributions.

Why are they still here: A look at employee retention amidst the COVID-19 pandemic

The purpose of this mixed methods study was to examine the impact of unplanned change, driven by the COVID-19 pandemic, on organizational culture and employee retention among essential workers in a growing healthcare organization. The research addresses the importance of employee retention, including factors related to retention, consequences of retentions, and the financial impact of employee attrition. Additionally, the research addresses employer strategies to increase retention, such as organizational culture, job satisfaction, employer brand, and generational differences in the workplace. The conceptual framework used for this research is an adaptation of the Burke-Litwin model of organizational performance and change (BLMOPC). The study sought to examine the change to the organization caused by the external environment factor of the COVID-19 pandemic by exploring the transactional factors of work unit climate and individual needs and values. Data collection consisted of a survey instrument and interviews with survey participants. The findings and results support the conceptual framework suggesting that the transformational factor of organizational culture is influenced by the transactional factors which can be leveraged to inform leaders and turn the COVID-19 crisis into an opportunity to create a stronger organizational culture. Recommendations to address the impact of the COVID-19 on organizational culture and employee retention are discussed and include a quantified and transparent approach to compensation and developing an organizational culture that promotes work-life balance and leadership presence. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

'I have enough pressure as it is, without the worry of doing something wrong because of ignorance': The impact of Covid-19 on people who employ social care personal assistants

People with care and support needs were often badly affected by Covid-19, although the impact on people employing Personal Assistants (PAs) has not been addressed. We aimed to explore the experiences of people employing PAs during the pandemic to inform care systems and social work practice. Remote qualitative interviews were conducted with seventy PA employers across England in 2021–2022. Data were analysed thematically to explore salient themes. The Covid-19 pandemic elucidated role tensions of PA employers: Navigating care arrangements during a time of unprecedented uncertainty reinforced participants' role as an employer, but exposed some aspects of employment responsibilities and legal obligations that participants felt ill-equipped to manage. Reports of contact with or by social workers were few and not perceived as helpful. The often-informal nature of PA arrangements and its blurred relational boundaries affected participants' expectations of their PAs. PA employers would welcome support from social workers in their employment role and flexibility with care plans, albeit with greater autonomy over their Direct Payment (DP) budget to enhance the potential of this arrangement. In the context of declining DP uptake in England, our study offers some potential explanations for this, with suggestions for systemic change and social work practice.

Individual differences in reactions to work location decisions

Purpose: The purpose of this study is to apply reciprocity theory to understand how hypothetical work location decision outcomes and individual differences affect employees' trust in their employer and willingness to engage in organizational citizenship behaviors (OCBs). Design/methodology/approach: Three vignettes were used to manipulate work location decision outcomes and hypotheses were tested using Hayes' (2008) PROCESS in a sample of 378 adults who worked in the USA during the first six months of the COVID-19 pandemic. Findings: Participants reported greater OCB intentions through higher trust in the employer when given their hypothetical choice of work location compared to being assigned one, and when assigned to their preferred compared to nonpreferred location. External work locus of control (EWLC) moderated the effects of work location on trust in the employer. The relationship between trust and OCB intentions was weakened when employees perceived greater difficulty in leaving their jobs. Originality/value: This study examined the roles of felt reciprocity, individual differences, choice and hypothetically receiving one's preferred work location, on trust in the employer and willingness to engage in OCBs during the COVID-19 pandemic. © 2022, Mee Sook Kim, Kaumudi Misra and Jean M. Phillips.

Mind the Gap: Providing Transferrable Skills Training for Nhs Pathology Apprentices

Apprenticeship programmes allow employers to grow their own talent and support progression for their employees. In NHS pathology services, healthcare science apprenticeships give staff the opportunity to complete BTECs in healthcare science, a BSc in biomedical science and gain HCPC registration. The education and technical components of apprenticeships are covered by the education provider and employer respectively, however, some transferrable skills are not easily supported in the workplace. This has been exacerbated during the COVID-19 pandemic when pathology laboratories have experienced a significantly higher workload. A funding proposal was successfully submitted to NHS England - London for a 19,000 grant to run three free training days for pathology apprentices in London. These sessions were mapped to the healthcare science apprentice standards and focussed on providing apprentices with evidence for their portfolios and networking opportunities with other apprentices from different Trusts. The three training days were*Science Communication: covering the science of storytelling and patient experience.*Leadership: covering leadership pathways and inclusive NHS healthcare.*Professional Practice/Research & Innovation: covering constructive feedback, research questions and duty of candour. Training days were well attended by level 2, 4 and 6 apprentices, with two of the three fully booked. In the evaluation 89% of respondents were happy with the structure of the day and all reported that the sessions fulfilled their expectations. Attendees left positive comments about the ability to network with other apprentices. Strong themes throughout the feedback were the commitments of attendees to apply the skills they'd learned in their workplace, but also a lack of prior awareness of these skills. This shows the vital importance of courses like these and providing leadership and communication training to healthcare scientists at all stages of their career.

Impact of the Covid-19 Pandemic in Patients Attending Renal Clinic at Kingston Public Hospital, Jamaica

Introduction: Early in the pandemic various lockdown measures were implemented to decrease spreading of Covid-19. This resulted in many clinics and hospitals observing a decrease in the usual numbers of patients accessing care. Patients have also expressed fears and challenges with accessing care at health clinics and hospitals during this time. Since May 2020, there has been a gradual decrease in the restrictions and stay at home orders for Covid-19 by the government in Jamaica and more persons have begun to access care again at health facilities. The impact of the Covid-19 pandemic in patients with chronic kidney disease especially those who were not admitted with Covid-19 is limited. This study seeks to determine why patients were not accessing care early in the pandemic and the possible longer-term impact of the Covid-19 pandemic on the care and prognosis of patients with chronic kidney disease. Method(s): All patients who attended Renal clinic, Kingston Public Hospital (KPH) from April 20th to July 14th 2021 were eligible for inclusion in the study. Those who consented to participate in the study had an interview with the researcher at the Renal clinic where a questionnaire was administered. Demographic data was collected as well as whether they were a new or follow-up patient and number of appointments missed was noted. Their renal diagnosis and labs were obtained from their dockets by the researchers. The data was analysed using Microsoft excel and Epi info software Results: There were 185 participants. 45.7% of the participants were 51 to 70 years old. 61.1% were females and 38.9% were males. Follow-up patients accounted for 76.2% of the participants whilst 23.8% were new patients. 92.2% of the follow-up patients reported attending clinic in the past year. 15.1% of the participants reported missing at least one appointment in the past year. Most common reasons given for missing appointments were forgot date of appointment, afraid of coming to hospital, was sick at home or admitted to hospital. 2.7% of the participants reported having had Covid-19. Only 7.0% of the study participants were on dialysis. 76.9% of those receiving dialysis were started on haemodialysis since March 2020. 93.0% reported receiving all or most of their medications through the free public health care system during the pandemic. 44.3% of the participants reported working in the past year. Most common reasons given for not working in the past year were medical condition, receiving family support or retired. Only 3.6% reported being sent home by an employer due to the pandemic. The most common renal diagnoses were diabetic nephropathy and hypertensive nephrosclerosis followed by lupus nephritis and sickle cell nephropathy. 49.2% were CKD stage 3b to Stage 5. 14.6% of those who were CKD stage 3 near to March 2020 progressed to CKD stage 4 or 5 by a year later. Conclusion(s): During the pandemic, attendance of patients at Renal clinic, Kingston Public Hospital and their access to medications remained high. Approximately 15% of those with CKD stage 3 near the onset of the pandemic progressed to CKD stage 4 or 5 by a year later. This warrants further study. No conflict of interestCopyright © 2023

The role of CSR in high Potential recruiting: literature review on the communicative expectations of high potentials

PurposeThe purpose of this paper is to identify what attention science pays to CSR communication for the process of career orientation and employer decision-making by the critical sought after top talent.Design/methodology/approachThe review is structured as a systematic literature review of the CSR–HRM intersection. In 11 EBSCO online databases one of several "CSR-terms” was combined with one of several "HRM-terms”.FindingsAlthough CSR has long been recognized as a relevant factor for organizational attractiveness (Greening and Turban, 2000) and talent attraction and its importance is reflected in the ongoing "war for talent” (Chambers et al., 1998) in which (prospective) leaders are considered a critical human resource for corporate success (Ansoff, 1965), few contributions are focusing on successfully recruited future leaders/high potentials.Practical implicationsThere is a knowledge gap about the importance of CSR in high potential recruiting, which influences both resource-strong decisions on the company side and the communication behavior of applicants. Companies only know about a general CSR relevance for employees and applicants. Accordingly, no attention-optimized CSR communication can take place. In the highly competitive battle for the attention of high potentials, this leads to undifferentiated communication formats. At the same time, high potentials may not receive the CSR information of interest to them from an employer at the relevant time and therefore cannot present an optimal fit in the cover letters and thus cannot prove themselves as ideal candidates.Originality/valueCSR is not only an obligatory field of communication for companies, but also a special opportunity in recruiting the young value-oriented generations Y and Z. The research on CSR communication in the course of their career decision has not been covered in a review so far, the research situation is thus explicitly addressed for the first time and practical implications for the post COVID-19 employer brand and recruiting communication are addressed.

The relations between resilience and self-efficacy among healthcare practitioners in context of the COVID-19 pandemic - a rapid review

Purpose: The purpose of this rapid review was to present current evidence on relations between resilience and self-efficacy among healthcare practitioners in the context of COVID-19 pandemic. Design/methodology/approach: Literature searches were conducted in February/2022 in the online database MEDLINE EBSCO and not date/time limited. Eligibility criteria were as follows: population - healthcare practitioners, interest - relations between resilience and self-efficacy and context - COVID-19. Finding(s): Six eligible studies from Italy, China, United Kingdom, India, Pakistan and Spain, published between 2020 and 2021 were included in the review. All studies used quantitative methods. The relations between resilience and self-efficacy were identified in contexts of resilience programs, measuring mental health of frontline nurses, measuring nurses' and nursing students' perception of psychological preparedness for pandemic management, perception of COVID-19 severity and mediating roles of self-efficacy and resilience between stress and both physical and mental quality of life. Findings indicated limited research on this topic and a need for more research. Practical implications: Broader understanding of the relations between resilience and self-efficacy may help healthcare organizations' leaders/managers aiming to support resilience of their employers under challenging circumstances such as future pandemic. Originality/value: The latest COVID-19 pandemic presented the opportunity to research relations between resilience and self-efficacy and enrich existed research in a new and extraordinary context.Copyright © 2023, Joanna Barbara Baluszek, Kolbjorn Kallesten Bronnick and Siri Wiig.

COVID-19 workplace adaptation and recovery in the resort municipality of Whistler, BC, Canada

Purpose: The COVID-19 pandemic changed how many of us work, where we work and what we need and expect from the workplace. In this paper, the researchers sought to describe how employers and employees experienced their changing workplace environments in the early days of the pandemic, with a focus on adaptation and recovery in Whistler in British Columbia, Canada. In addition, the authors aimed to develop a new model to inform other organizations undergoing the consequences of major catastrophes. Design/methodology/approach: Applying a qualitative approach, the authors gathered data in a total of seven focus groups. Employer focus groups were held in June 2020, and employee focus groups were held in November 2020. A thematic analysis was completed by three researchers. Findings: After completing an analysis of the employer focus group transcripts, the authors identified the themes of staffing and coordination, adaptability and connection, uncertainty, communication and community and strategies. The employees' concerns and experiences related to the themes of challenges, changes and community, communication, involvement in decisions, future employment and support and connection. Originality/value: This study captured descriptions of workplace adaptation and recovery for employers and employees during the pandemic, generalizability is limited by the number of participants. These accounts depicted a period of significant change in working conditions, communications, and employment practices. This paper offers a new conceptual model, C4AR, exploring the role of communicate, coordinate, connect and community in supporting workplace adaptation and recovery. (PsycInfo Database Record (c) 2022 APA, all rights reserved)