En enero de 2020 la alama Las empresas afrontan la pandemia ocasionada por la COVID-19 desde su inicio con incertidumbre, decir, sin una alternativa que les permita reducir el peligro para sus empleados y trabajadores. El 10 de enero de 2020 se tuvieron los primeros anuncios de la Organización Mundial de la Salud (OMS) sobre el tratamiento y prevención del contagio de la enfermedad ocasionada por el SARS-CoV-2, el 30 de enero se declaró la Emergencia de Salud Pública de Importancia Internacional (ESPII) y, finalmente, el 11 de marzo de 2020 se declaró la COVID-19 como pandemia. tvnoticiascol TVNOTICIAS.COM

En enero de 2020: la alama

Actualidad Ciencia / Tecnología

Por Carolina Cendales B.

La Historia

Las empresas afrontan la pandemia ocasionada por la COVID-19 desde su inicio con incertidumbre, decir, sin una alternativa que les permita reducir el peligro para sus empleados y trabajadores.

El 10 de enero de 2020 se tuvieron los primeros anuncios de la Organización Mundial de la Salud (OMS) sobre el tratamiento y prevención del contagio de la enfermedad ocasionada por el SARS-CoV-2, el 30 de enero se declaró la Emergencia de Salud Pública de Importancia Internacional (ESPII) y, finalmente, el 11 de marzo de 2020 se declaró la COVID-19 como pandemia.

Por su parte, en Colombia el 6 de marzo de 2020 se confirmó el primer caso de COVID-19 en una persona de 19 años procedente de Milán, Italia.

Toda esta evolución que ha tenido la pandemia estuvo acompañada de una avalancha de normativa en todos los sentidos; algunos lineamientos iniciales restringían el uso de tapabocas únicamente para el personal de salud y en casos especiales; posteriormente, se exigió que en todo momento se hiciera uso de este elemento, se asegurara el distanciamiento físico y se realizara un frecuente lavado de manos, como medidas de prevención mínima frente ante el contagio de la enfermedad.

En enero de 2020 la alama Las empresas afrontan la pandemia ocasionada por la COVID-19 desde su inicio con incertidumbre, decir, sin una alternativa que les permita reducir el peligro para sus empleados y trabajadores. El 10 de enero de 2020 se tuvieron los primeros anuncios de la Organización Mundial de la Salud (OMS) sobre el tratamiento y prevención del contagio de la enfermedad ocasionada por el SARS-CoV-2, el 30 de enero se declaró la Emergencia de Salud Pública de Importancia Internacional (ESPII) y, finalmente, el 11 de marzo de 2020 se declaró la COVID-19 como pandemia. tvnoticiascol TVNOTICIAS.COM
Nuevas modalidades de trabajo, innovación y tecnología, turnos de trabajo, horarios flexibles y alternancia, y vigilancia de la salud de los trabajadores, son algunos temas claves para las empresas en esta nueva realidad y a los que tendrán que apostarle de manera técnica y aplicada. Foto: Consejo Colombiano de Seguridad.

A partir del 24 de abril de 2020, con la resolución 666, se inició la apertura de algunas actividades económicas, lo que generó la expedición de más de 57 Resoluciones relacionadas con bioseguridad. Por su parte, desde el inicio de la pandemia, el Ministerio de Salud emitió 59 lineamientos en diferentes temas, 20 orientaciones, 10 guías y otros 45 documentos con contenido que guiaba la prevención del contagio y el manejo de la enfermedad. Recientemente, se publicó la Resolución 777 de 2021 que derogó todas las resoluciones anteriores.

La protección de los trabajadores y sus familias se convirtió en un pilar fundamental para la continuidad de las operaciones en tiempos de pandemia y las empresas han tenido que hacer inversiones conscientes sobre temas que no estaban dentro de sus matrices de peligros, como el riesgo biológico.

Por lo anterior, el panorama de la seguridad y salud ha cambiado en forma importante como consecuencia de la pandemia y es por esto que este tema se discutirá en el marco del 54 Congreso de Seguridad, Salud y Ambiente del Consejo Colombiano de seguridad. Este encuentro reúne a más de 60 expertos en seguridad, salud, trabajo y ambiente (SSTA), de los cuales 20 son representantes internacionales de Alemania, Argentina, Brasil, Canadá, Chile, España, Estados Unidos, Ecuador, México y Uruguay.

Diez desafíos en seguridad y salud en el trabajo para el segundo semestre de 2021

La agenda académica del 54 Congreso de Seguridad, Salud y Ambiente del Consejo Colombiano de seguridadsocial se desarrollará del 23 al 25 de junio, a través de 6 ejes temáticos, que buscan responder a las necesidades, novedades y herramientas prácticas para gestionar la nueva realidad, con tendencias digitales y su contribución a la seguridad y la salud en el trabajo, modelos estratégicos para un liderazgo sostenible, y visión estratégica de líderes en SSTA.

Puede interesar: En peligro la prima de servicios

“En un escenario actual, con el pico más alto de la pandemia, en el que se han sumado fenómenos sociales, económicos y de salud, es necesario visibilizar el contexto que el futuro próximo nos plantea, con la posibilidad de generar más interacción social, mayor apertura de actividades económicas, eventos sociales y culturales, pero con la imperiosa necesidad de fortalecer las medidas de protección de la seguridad de los trabajadores. Por esto, desde el Consejo Colombiano de Seguridad planteamos diez aspectos clave que desde la seguridad y salud en el trabajo se deben fortalecer en el segundo semestre de 2021, con miras a un 2022 con mejores perspectivas”, afirma Adriana Solano Luque, presidenta del Consejo Colombiano de Seguridad.

  1. Innovación y tecnología

La tecnología ha sido un compañero ideal para las empresas durante la pandemia. Aquellas que habían emprendido el camino de la transformación digital vieron cómo sus esfuerzos dieron fruto rápidamente durante las épocas de confinamiento. Hoy sigue siendo una herramienta por excelencia para mantener las actividades productivas y promover el distanciamiento y la protección de los trabajadores.

Es necesario continuar innovando en materia de seguridad y salud; las estrategias de formación, entrenamiento y capacitación de los trabajadores deberán seguir evolucionando para hacerlas más efectivas; así mismo, el diseño de las instalaciones y la implementación de medidas de control se deberán ajustar mucho más a las nuevas formas de trabajo, en el que el uso de la tecnología facilita tener un contacto permanente con los trabajadores.

  • Nuevas modalidades de trabajo

Una de las respuestas que se dio para mantener las actividades productivas fue el trabajo en casa, que en el marco de la pandemia se determinó como una modalidad en la que no se requería el cumplimiento de las obligaciones del teletrabajo. Esto motivó la expedición de la Ley 2088 de 2021 sobre el trabajo en casa, como una alternativa ante situaciones ocasionales, excepcionales o especiales.

Esto representa un reto para los responsables de seguridad y salud, con el fin de poder monitorear de manera permanente las condiciones de trabajo de todos los colaboradores y tener definidos con claridad los lugares y horarios, a la hora de determinar la ocurrencia de un accidente o enfermedad laboral.

Así mismo, la empresa tendrá que empezar a tomar decisiones sobre los trabajadores que están bajo la modalidad de trabajo en casa: si se quedarán permanentemente como teletrabajadores, dando cumplimiento a la Ley 1221 del 2008 y el Decreto 884 del 2012, o retornarán a las instalaciones al finalizar la emergencia sanitaria.

  • Turnos de trabajo, horarios flexibles y alternancia

Adicional a las medidas de trabajo en casa y teletrabajo, las empresas que no contaban con este esquema empezaron a definir turnos de trabajo, con el fin de controlar el aforo; se establecieron horarios de ingreso de acuerdo con la dinámica del proceso productivo y se facilitaron espacios de encuentros presenciales y virtuales para la coordinación de las diferentes actividades.

Otra alternativa fueron los horarios flexibles, ajustando las jornadas a los días de restricción vehicular (pico y placa) para que los trabajadores pudieran utilizar su vehículo particular y reducir la exposición; del mismo modo, se aplicó alternancia para que algunos días se desarrollara trabajo en casa y otros en las instalaciones de las empresas.

El ajuste de horarios, jornadas y flexibilidad es una medida que puede seguir aportando para el control del aforo y el distanciamiento en las empresas y en espacios, como el transporte público.

  • Vigilancia de la salud de los trabajadores

Las empresas venían acostumbradas, antes de la pandemia, a realizar exámenes médicos de ingreso, periódicos y de egreso; adicionalmente, en algunos casos se hacían chequeos posincapacidad y algunos específicos, como los deportológicos, para los trabajadores que practican algún deporte, y los exámenes a los miembros de la brigada de emergencia.

La pandemia modificó un poco el alcance de la vigilancia de la salud de los trabajadores, teniendo que hacer encuestas diarias de condiciones de salud y monitorear sintomatología, incluso de los familiares. Actualmente, las empresas se enfrentan a un panorama que las va a llevar a modificar sus programas de vigilancia epidemiológica y replantear sus perfiles de cargo y los llamados profesiogramas.

Sumado a esto, la vacunación de los trabajadores ya sea de acuerdo con las fases definidas en el plan nacional de vacunación o a través de privados deberá ser una prioridad dentro de las acciones de la gestión de la salud de los trabajadores.

  • Reincorporación laboral post COVID-19

Es sabido que la COVID-19, adicional al riesgo de ser una enfermedad grave, incluso mortal, también puede dejar en el trabajador una condición de salud compleja debido a las secuelas. Los Centros de Control de Enfermedades de los Estados Unidos (CDC)[1] han señalado algunos síntomas prolongados, como: cansancio o fatiga, dificultad para pensar o concentrarse (a veces denominada «neblina mental»), dolor de cabeza, pérdida del gusto o del olfato, corazón que late rápido o muy fuerte (conocido como palpitaciones), depresión o ansiedad, entre otros; así mismo, los CDC señalaron que existe la posibilidad de presentar efectos multiorgánicos, como el síndrome inflamatorio multisistémico (MIS) y afecciones autoinmunitarias, así como los efectos de la hospitalización o tratamiento por COVID-19, que pueden incluir el síndrome post cuidados intensivos.

Todo esto hace que, a la hora de reincorporarse un trabajador que ha tenido COVID-19, es posible que no pueda desarrollar sus funciones y actividades laborales de la misma manera que lo hacía antes de la enfermedad; por ello, durante un periodo de tiempo será necesario readaptar su trabajo y sus labores para que se ajusten a su condición de salud. Es así como las empresas, dentro de sus programas de rehabilitación y reincorporación laboral, deberán establecer los criterios para la realización de exámenes médicos posincapacidad de COVID-19 y la determinación de las debidas recomendaciones o restricciones laborales aplicables en cada uno de los casos.

  • Salud mental

Se ha hablado en varios escenarios sobre los efectos de la carga de trabajo en el personal de salud, pero debemos adicionar la carga mental y los riesgos psicosociales asociados que pueden experimentar los trabajadores que están retornando al trabajo.

Por un lado, se tiene a los trabajadores que no han sido diagnosticados con la enfermedad y que deben regresar a sus labores, enfrentando el miedo de infectarse, ya sea en el transporte público o directamente en sus empresas; a esto se suma el posible riesgo de contagiar a sus familiares y allegados.

Por otro lado, debido a las secuelas o por el impacto mismo en la salud mental que puede acarrear haber vivido una situación traumática como enfermar por COVID-19, los trabajadores que regresan a sus labores después de la enfermedad van a tener que ser tenidos en cuenta a la hora de gestionar la salud mental en la empresa.

Finalmente, los factores psicosociales asociados a tener que modificar nuevamente los hábitos de vida y las dinámicas laborales y familiares, cambiar las condiciones de trabajo en casa para hacer el trabajo en las instalaciones de las empresas puede generar estrés y otras afectaciones intra y extralaborales a los trabajadores, situación que debería tenerse en cuenta a la hora de tomar la decisión de volver a la presencialidad.

  • Ventilación para prevenir el contagio

A inicios de la pandemia se debatió en diferentes escenarios académicos y políticos los mecanismos de contagio y la posible transmisión aérea de la COVID-19. Recientemente, los CDC han definido que los modos de transmisión del SARS-CoV-2 se clasifican como inhalación de virus, depósito de virus en las membranas mucosas expuestas y tocar las membranas mucosas con las manos sucias contaminadas con virus. Así mismo, los CDC[2] señalan que puede ocurrir la transmisión del SARS-CoV-2 por inhalación del virus en el aire a más de seis pies (1,8 m) de una fuente infecciosa; este riesgo se ve incrementado por circunstancias como la exposición en espacios cerrados que no tengan una ventilación o manejo de aire adecuados, por la mayor exhalación asociada a actividades como el ejercicio físico, cantar o gritar y la exposición prolongada a estas condiciones por un tiempo mayor a 15 minutos.

La OMS y las autoridades nacionales y locales han hecho énfasis en que la ventilación es una medida de prevención del contagio; es por esto que resulta de gran importancia que las empresas identifiquen las condiciones de puertas y ventanas en sus instalaciones, así como el funcionamiento de los sistemas de ventilación, de tal manera que permitan que, al menos, se tenga un flujo de aire equivalente a cuatro veces el volumen del espacio a ventilar cada hora, de acuerdo con lo definido en la Resolución 777 de 2021.

Desde la academia y diferentes organizaciones, incluyendo al CCS[3] han recomendado la medición de dióxido de carbono (CO2) como un indicador indirecto de la ventilación, señalando que la mayor concentración de este gas exhalado por la respiración de las personas puede indicar que la ventilación no es adecuada y se debe mejorar el recambio de aire o disminuir la cantidad de personas.

  • Control de aforo

Dadas las necesidades de garantizar el distanciamiento físico y la adecuada ventilación en las áreas de trabajo, controlar el aforo de las personas es un reto de gran importancia en las organizaciones. Se podrán seguir aplicando medidas como el trabajo en casa, el teletrabajo, turnos, horarios flexibles y demás medidas que eviten la concentración de trabajadores en las instalaciones de la empresa.

Este control del aforo se hace más complejo en las organizaciones que atienden público y usuarios, ya sean organizaciones públicas, donde se realizan trámites que requieren la asistencia directa de una persona para su plena identificación, transporte público y los establecimientos educativos, entre otros. De acuerdo con los lineamientos del Ministerio de Salud, los porcentajes de aforo en diferentes establecimientos varían según el Índice de Resiliencia Epidemiológica Municipal[4].

Las empresas requieren, entonces, mantener el monitoreo de este índice en cada uno de los municipios, para determinar la capacidad máxima de ocupación que podrán tener en sus actividades; así mismo, establecer mecanismos para el registro del volumen de usuarios que ingresan y salen, tener en lugares visibles el porcentaje de ocupación para que las personas que desean ingresar identifiquen la capacidad y tomen la decisión de entrar o esperar, diseñar sus procesos e instalaciones para evitar la aglomeración de personas y, en la medida de lo posible, simplificar las actividades que realizan los usuarios en sus instalaciones, para que el periodo de permanencia sea el mínimo posible.

  • Movilidad

Un punto crítico de riesgo de contagio puede ser el servicio público, sobre todo cuando hay sobreocupación y malas condiciones de ventilación. Aunque se han definido unos porcentajes de aforo para los servicios de transporte, la realidad es que su control resulta difícil, sobre todo en época de apertura de las actividades económicas donde aún las empresas se están acoplando a la nueva realidad y sus trabajadores asistirán en horarios habituales, lo que genera mayores aglomeraciones en las horas pico.

Algunas empresas han optado por disponer de servicio de transporte, lo cual, asegurando el aforo y la ventilación, puede ser una medida de mayor comodidad para los trabajadores y menor riesgo de contagio. Aquí la empresa debe tener claro que los accidentes que se presenten durante el traslado de los trabajadores serán considerados accidentes de trabajo y deberán entrar en cobertura de la ARL. La empresa deberá hacer la gestión correspondiente para asegurarse de que la compañía de transporte y sus vehículos cumplen con las normas correspondientes y garantizan la seguridad vial.

Otra estrategia que se ha promovido es el uso de vehículo particular, lo que minimiza el riesgo de contagio durante el traslado del trabajador de la casa al trabajo y del trabajo a la casa, sin embargo, esto tiene mayores impactos sobre la movilidad en las ciudades y mayor huella de carbono por el uso de combustibles fósiles en los vehículos.

Finalmente, promover el uso de medios alternativos de transporte puede ser una medida que fomenta la movilidad sostenible, los hábitos de vida saludable y disminuye el impacto sobre la movilidad de la ciudad. Para estos casos, es importante, no solo promover el uso de estos medios de transporte, sino el cumplimiento de las normas de tránsito y de seguridad, el uso de casco y elementos reflectantes y, en lo posible, diseñar rutas seguras y grupos de trabajadores para prevenir el riesgo público.

  1. Gestionar la información

La pandemia de la COVID-19 estuvo acompañada, no solo de nueva normativa como se mencionó anteriormente, sino de la infodemia, las noticias falsas, desinformación y malas interpretaciones de los datos. Distintas organizaciones nacionales e internacionales se han encargado de generar información para mantener a los ciudadanos actualizados sobre el contagio, los estudios científicos sobre la enfermedad, las vacunas y un sinfín de aspectos cargados de información técnica y académica que no estaba en el conocimiento y la cotidianidad de las personas.

Todo esto, sumado al papel que han jugado las redes sociales, ha permitido que personas desinformadas o mal intencionadas aprovechen la democratización de la información que ha permitido el internet, para promover contenidos que pueden no ser correctos e, incluso, generar riesgo para las personas; por ejemplo, llevarlos a ingerir productos químicos peligrosos con la promesa de la prevención o tratamiento de la enfermedad. A los responsables de seguridad y salud en el trabajo se les plantea un reto enorme, de estar continuamente informados a través de las fuentes oficiales, así como mantener un monitoreo permanente sobre estas posibles noticias falsas para ayudar a que los trabajadores puedan tomar mejores decisiones.


[1] https://espanol.cdc.gov/coronavirus/2019-ncov/long-term-effects.html

[2] https://www.cdc.gov/coronavirus/2019-ncov/science/science-briefs/sars-cov-2-transmission.html

[3] https://ccs.org.co/articulos-tecnicos/la-ventilacion-como-una-herramienta-en-la-prevencion-del-contagio-de-la-covid-19/

[4] https://www.minsalud.gov.co/salud/publica/PET/Paginas/indice-de-Resiliencia-Epidemiologica-Municipal.aspx

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