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
FINANCE SECTORPractical 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;
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 2 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
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 3the 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
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 4Attachment 1 ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 5
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;
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 6
ogbl.lu ogbl.lu info@ogbl.lu6. 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.
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 7
ogbl.lu ogbl.lu info@ogbl.luChapter 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.
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 8
ogbl.lu ogbl.lu info@ogbl.luThe 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 ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 9 ogbl.lu ogbl.lu info@ogbl.lu
Attachment 2 ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 10
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.
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu
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
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 12Attachment 3 ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 13
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
ogbl-finance.lu ogbl.secteur.financier ogbl-secteur-financier secfin@ogbl.lu 14Conformément 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 15MESURES 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 16NETTOYAGE 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 17EN 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 18EN 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 20Attachment 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 22You can also read
