Next, we will analyze the reality of the Mexican company at the time of COVID-19 in the application of NOM-035-STPS-2018, psychosocial risk factors at work, Identification, analysis and prevention.
The current situation derived from the COVID-19 pandemic has forced most of the companies that do not belong to the “essential companies” sector to operate remotely in the home office format.
This type of work, although it can increase productivity levels, has a negative side effect over time. The lockdown factor has been causing an increase in levels of stress, anxiety and depression. THEREFORE, it is time to evaluate the scope and impact of these points and take measures to improve working conditions, avoiding a drop in productivity, non-conformity and even breaking point.
To all this, it is important to know and make sure that all employees are in a favorable organizational environment, even when their work environment is their own home.
In accordance with the provisions of article 3, section Xl, of the Federal Regulations on Safety and Health at Work, a favorable organizational environment is one in which:
The sense of belonging of the workers to the company.
Training for the proper performance of the assigned tasks.
The precise definition of responsibilities for workers in the workplace.
Productive participation and communication between workers.
The adequate distribution of workloads, with regular working hours in accordance with the Federal Labor Law.
Performance evaluation and recognition.
On October 23, 2019, the Official Mexican Standard 035 (NOM-035-STPS-2018) came into force, much has been said about it and this has created endless doubts on the part of employers and confusion on the part of the workers about what this standard actually means.
The first thing to clarify is that NOM-035 does not measure stress, its only objective is for employers to identify and analyze psychosocial and occupational risk factors that are directly related to the health of employees, such as: an environment dangerous or unsafe work, unhealthy working conditions or a fast pace of work, which ends up deteriorating the health of the employee.
For this reason, it is important that business owners or the human resources area are clear about the factors that NOM-035 seeks to regularize, which are listed below:
Factors specific to the activity: evaluate how are the workloads ?; if there is a lack of control at work or there is a possibility of development.
Organization of working time: evaluate if the working hours are long or if there is interference in the work-family relationship.
Leadership and work relationships: identify what social relationships are like at work and if there is workplace violence.
Organizational environment: evaluate if there is a sense of belonging, feedback at work, if there is recognition or compensation towards collaborators and constant training.
To identify these risk factors it is necessary to meet certain requirements that are stipulated in NOM-035 and their compliance for 2020 will depend on the number of workers the company has.
For this reason, we tell you a brief guide to implement NOM 035 in your company or any other SME in your environment:
I.- In the first place, they should sensitize workers about what the NOM-035 is, what it consists of, what it is for and what its benefits are, emphasizing that it is to prevent.
II.- Apply to workers the REFERENCE GUIDE I that is included in NOM-035 and that can be consulted at the following link: https://www.dof.gob.mx/nota_detalle.php?codigo=5541828&fecha= 10/23/2018
Note: the guide brings a questionnaire with which workers who have suffered traumatic events can be identified, so it is important that when asking these questions, continuous monitoring is carried out to explain or support them in any doubt or situation.
III.- After completing the questionnaires, the results must be collected and a record of evidence must be made.
IV.- When the results are obtained, a review of the positions should be carried out and see if the personnel that is assigned is adequate or it is necessary to make changes to improve.
V.- The company must carry out a psychosocial risk prevention policy, which specifies that it is working on the prevention of psychosocial risk factors, that there is zero tolerance for workplace violence and commitment to achieve a favorable organizational environment.
VI.- In addition to this, an effective communication channel must be established where collaborators can ask for help or report
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