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Copyright © 2010-2020 Snap Surveys Ltd. All rights reserved worldwide. If your internal communication results are low, dig deeper. 1. If your ratings are lower than you’d like, take a close look at your other responses, and send a follow-up survey to learn more if any patterns emerge. For those who are back in the office, things are still far from normal. This will set the tone for the rest of the questionnaire 2. If your employees’ don’t feel supported or trust that you're doing the right thing, your company culture can suffer. How can a worker ask an employer for accommodations? Unfortunately, even though remote work has been the norm for several months, our employees still may not have everything they need to succeed. These small steps can go a long way toward cheering everyone up. We realize that employers are trying to better understand questions they may ask their employees concerning the COVID-19. An employer who chooses to retain staff through remote work options has the right to enforce regular working hours. Follow-on questions: To help employers screen their workers, the U.S. Chamber of Commerce created this questionnaire that can be completed in under five minutes each day. “Whenever there’s a gap in communication across a remote and dispersed workforce, people fill that void with their own assumptions.” —Dr. Talk to your manager to see if this is possible, based on current projects and team needs; if not, we’ll ask you to use your paid leave. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '1e5a5a6f-a531-4558-807f-2afab9225fd5', {}); What’s more, strong virtual relationships are also crucial for our mental health. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. Employees who have symptoms when they arrive at work or become sick during the day should immediately be separated from other employees, customers, and visitors and sent home. 11. You can allow all cookies or manage them using the settings below. By asking your employees’ about their top concerns and suggestions up front, you can engage them and learn what matters most to them. May an employer ask an employee who is physically coming into the workplace … The Essential COVID-19 Employee Support Survey Template . These meetings are how we can help our employees' feel supported and engaged in their work. The Essential COVID-19 Employee Support Survey Template. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '5bab1a79-1b4f-4152-828d-45344f40f440', {}); With COVID-19 cases on the rise again throughout the country, doesn’t it seem like a good idea to check in with our employees? [Greeting] I’d like to request the ability to work from home while local officials assess the ongoing situation with Coronavirus. We’ve put together a list of questions to help you understand how your employees are feeling about returning to work, This will give you an overall sense of how your employees are feeling, Offering permanent working from home options to staff can boost morale and retention, The effectiveness of communication can dictate whether it’s viable to work from home permanently, Productivity is the key to determining whether employees can work from home for the long term, It’s important to bring everyone back on good terms, so contact those who feel resentful to explain the situation and try to reassure them, Employees who take public transport may have concerns about their ability to socially distance (or having to wear face masks) while using trains, busses or taxis, People who are nervous must be reassured that you’re doing everything you can to make it safe, Not confident – Somewhat confident – Confident – Very confident – No opinion, Find out which is most important to your employees and prioritize them, Flexibility may be needed to ensure everyone can work safely, Masks are for the protection of those around you but some may not be comfortable wearing them all day, Those who are at risk should stay home and self-isolate for two weeks, but people need to be transparent and tell their employer if they’re at risk, Little is known about the effect a second infection could have on someone, so anyone who has recovered from Covid-19 should probably stay home for as long as possible, Standard question on return to work surveys but particularly appropriate now following the pandemic, Uncover additional insights you may not have otherwise thought about. Here’s an example of a Returning to Work survey. Do you plan on implementing a long-term flexible or remote work option? More than 30% of remote workers have reported they don’t get any face time with their coworkers during the pandemic. Snap customers can download the survey here. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'bae833a8-f50e-4a21-96d9-2866bc52ab54', {}); If your survey results are slightly lower for this section, don’t be alarmed. They want to know how our future plans may affect them. As you analyze your survey results, compare the top trends for this question with each of your other responses. The employer should be clear about the safety protocols. I feel highly connected to my team as we work remotely. What questions should employees ask their employer before they return? If you work in an office, you have a set of typical … What are your top two concerns or suggestions (if any) that you'd like us to consider to get through the COVID-19 situation? It’s natural for employees to be concerned given our current circumstances. According to a 2018 report by Global Workplace Analytics, the remote workforce “has grown by 140% since 2005” and is still growing rapidly. During these unprecedented times, it’s more important than ever to ensure our employees’ have the personal connections they need. A: Employers may ask employees to notify them if they have been in contact with someone who has COVID-19. Even in a virtual work environment, face-to-face meetings (both formal and informal) are important for maintaining team relationships. Ask them to self isolate and self monitor and report any COVID-like illness to their employer; shut down the job site while the … Employees who develop symptoms outside of work should notify their supervisor and stay home. Unless your manager proposes it first, ask your manager if you would be allowed to continue working from home. What else do you need to help you work remotely more effectively (e.g., desk, chair, monitor and headphones)? For three hours per week, staff can sign off anytime during the workday for rest and wellbeing, no questions asked. I feel my organization has done a great job with internal communication regarding the coronavirus/COVID-19. You cannot prevent our use of strictly necessary cookies. As leaders, we need to focus on our connections and make sure we continue to humanize our employees. During crisis situations like this pandemic, a strong internal communication system is crucial. Follow-on questions: This, in turn, helps us develop stronger relationships and create a more productive and engaged workforce—to the benefit of every employee, every customer, and every stakeholder. Use these insights and TINYpulse’s top five takeaways about COVID-19 concerns to create (or update) your response plan. In the past 14 days, have you been in contact with someone who exhibited any symptoms related to COVID-19? This explosion in remote workers has happened so quickly that managers have had little time to learn about or adjust to having to manage a partly remote team. This guidance is intended for screening of employee prior to the start of the workday. (See the U.S. Department of Labor Wage and Hour Division for additional information or call 1-866-487-9243 if you have questions.) Individuals with confirmed or suspected COVID-19 should follow the guidance found here. The Essential COVID-19 Employee Support Survey Template . Working Remotely During COVID-19 Your Mental Health and Well-being. A: Employers right now, including my own firm, is saying, “We need updated information with respect to your ability to work from home, your computer and network information as well as whether or not you have a scanner, printer, internet line?” All of that, so that in the event that we do need to self-quarantine, we can still work. 1. 5. If you’re catering for a family member who’s been diagnosed with COVID-19, but can work, you can request to work from home. If your business went remote at any point, what benefits and/or deficits have you seen as a result? How are you adapting to working remotely? “Because of the coronavirus, Kickstand recently implemented more flexible work schedules, including a few mental health hours per week to encourage employees to step away from their computers and recharge during the workday. If an employee has symptoms or is diagnosed with COVID-19 in the workplace By taking the time to find out how your employees’ feel about your response to the COVID-19 situation, you can get a better idea of how much your employees’ trust your leadership. How to conduct standardized employee screening for COVID-19. Here are 12 essential COVID-19 survey questions to ask your employees to get the insights you need. Offering permanent working from home options to staff can boost morale and retention. Is this pandemic taking its toll on your employees? hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'b1d8ed28-be3c-4937-b37d-fa493aa2851d', {}); A COVID-19 work survey gives you the opportunity to gauge the effectiveness of your internal communications—as well as your organizations’ response to the pandemic. But they’ve proven time and time again to increase employee engagement and productivity. And just because your employees’ are having one-on-one sessions with their managers, it doesn’t mean these meetings are productive. Finally, prove to your manager that … In fact, two of the top reasons employees’ want to return to the office are socializing and collaborating in person. We are now more than seven months into the COVID-19 pandemic, and a reported 33% of workers in the U.S. are still working remotely—a trend that is likely to continue for the foreseeable future.. Based on this risk assessment, the employer may be required to: send co-workers who were exposed to the worker home for two weeks. Here are 11 questions from our research that you can use to create better dynamics with your remote employees, faster. We are now more than seven months into the COVID-19 pandemic, and a reported 33% of workers in the U.S. are still working remotely—a trend that is likely to continue for the foreseeable future.. During crises like the coronavirus, leaders need to be mindful of how well employees are coping. Many organizations are aware that the physical and emotional wellbeing of their employees … This can give our employees a lot to think about. How are you adapting to working remotely? Employers can ask employees to … Strong internal communication is the foundation of trust in an organization. When not all employees can work from home, we encourage you to consider additional options to promote social distancing, such as staggered work shifts. As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. 9. As COVID-19 continues to spread throughout the United States, employers that currently have employees reporting into their facility each day are being forced to consider stringent measures to protect the health and safety of their workforce. How much do you agree with each of the following statements: 3. Don’t Ask Employees If They Have Covid-19, and Other HR Tips ... Those were among the top questions from a webcast Tuesday coordinated by … Since the COVID-19 pandemic first sent provinces into lockdown, millions of Canadians have begun to work from home. If the employee was in the workplace recently and you have concerns about possible exposure of other employees, work with your Departmental Occupational Health and Safety Coordinators to determine workplace measures. For more information about the cookies we use, please see our, 15 Job Interview Questions to Ask Employers During Covid-19, 17 Job Interview Questions to Ask Candidates During Covid-19, Measuring employee effectiveness: engagement vs enablement, Strictly necessary: remember your cookie permission setting, Strictly necessary: allow session cookies, Strictly necessary: authenticate that you are logged into your user account, Functionality: remember your online chat ID, Analytics: keep track of your visited pages and interaction taken, Analytics: keep track of your location and region based on your partial IP number, Analytics: keep track of the time spent on each page and the videos you watch, Analytics: identify the device you are using, Targeting: identify if you contacted or called us as a result of one of our adverts. Do they need to be reassured? Visit Indeed’s Virtual Hiring tour to RSVP for the event in your region and learn more about getting hired from the safety of your home. Here are 11 questions from our research that you can use to create better dynamics with your remote employees, faster. What is your policy on working from home? Read Questions to Ask Employers in Coronavirus Pandemic Job Interviews for good Coronavirus-related questions to ask before and during interviews now. You need to understand how motivated people are to return to the office – whether that’s because they’ve enjoyed working from home or because they are disappointed by the decision to furlough them. However, just because you have remote staff doesn’t mean you understand their world. 12 Employee Survey Questions You Need to Ask During the Pandemic, return to work after COVID-19 assessment may be more appropriate, How to Keep Your Employees Engaged and Happy at Work During COVID-19, 33 Easy Dishes to Make For Thanksgiving Potlucks at Work, 17 Essential Survey Questions to Predict Employee Attrition and Turnover. Fear and anxiety about this new disease and other strong emotions can be overwhelming, and workplace stress can lead to burnout external icon.How you cope with these emotions and stress can affect your well-being, the well-being of the people you care about, your … ... Set boundaries on work schedule: When working from home, be sure that you are working reasonable hours. Suffice it to say that building and maintaining a strong company culture during these challenging times is difficult. Instead, do what you can to ease your employees’ fears. Our employees’ want to know what’s going on—especially during a crisis. We use cookies to improve your experience on our website and to show you personalised content. The COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it.. COVID-19 | REMOTE WORK PSYCHOLOGICAL HEALTH & SAFETY | RETURN TO WORK EMPLOYEE SURVEY TEMPLATES . Have you worked from home before? Isolation and loneliness have been linked to several negative mental health outcomes putting employees at risk for depression, anxiety, and substance abuse. Ensure their voice is heard. It can also help you identify the challenges your remote workers are facing and evaluate how good you have been at addressing employees’ concerns. Lower survey results in this section may mean your employees are struggling. Is this pandemic taking its toll on your employees? 1. The employer will want to understand what experience have had working remotely and how adept you are navigating this new way of working. 12 Questions For Your Working From Home Survey 1. 5:01. Ask these questions when you first start working with any remote employee, or at regular intervals (e.g., every half year), to check in on changes. Undoubtedly, our employees are worried about the economic crisis COVID-19 has caused. ... in responding to a question about whether employees can refuse to return to work amid the COVID-19 pandemic. Or it may be more complex, requiring a financial investment—like ordering standing desks for their home office. The Employer's Questions for You. I don't feel anxious about the future of our organization. COVID-19 has undoubtedly changed the way we interact and engage with our employees. Medical information questionnaires, temperature screenings, self-reporting obligations, and even medical examinations are some of the measures being considered by employers as ways to prevent COVID … Do we have the capacity to respond, react, or take action on the survey results? Follow up with your employees and conduct an internal communication survey to identify where the breakdown is happening. Can my employer require me to work from home? We are now more than seven months into the COVID-19 pandemic, and a reported 33% of workers in the U.S. are still working remotely—a trend that is likely to continue for the foreseeable future. Ask these questions when you first start working with any remote employee, or at regular intervals (e.g., every half year), to check in on changes. On a scale of 1 – 10, how would you rate your communication with your manager while working from home? For larger organizations, the Society of Human Resource Management (SHRM) found the pandemic has caused almost 40% of employers to decrease hours and 19% to decrease pay rates. Good news: You might find the solution is as simple as allowing them to pick up their office chair. 4. In light of the COVID-19 pandemic, what health-related information can employers ask employees to provide? TORONTO -- As the number of confirmed cases of COVID-19 rises in Canada, many employers are grappling with questions concerning how they can protect their employees … Tell me about the steps the company took after the onset of COVID-19. Some employees will have been working from home while others may have been home on furlough. For many, there’s no return to the office in sight. Q. For many employees, this is both a boon (because of the health benefits) and a burden (because of the practical challenges of working from home). If a store employee has been in direct contact with (or come near) someone who has a confirmed or suspected case of COVID-19, they must stay home, even if they aren’t experiencing any symptoms. If the employer notices that the employee has a persistent hacking cough, the employer can ask if the employee has been to a doctor or if the employee has COVID-19. We need to listen to understand and effectively convey our messages with our employees. 3. During times like these, ensuring a successful workforce requires us to continually check for blind spots. As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. However, what started out as an interesting work-from-home experiment has since become a stressful and trying time for many employees. For General Questions about COVID-19, contact covid@gov.nt.ca. See TINYpulse's Five-Step Checklist For An Effective One-on-One Meeting to get started. Both employees and employers have a … Fear and anxiety about this new disease and other strong emotions can be overwhelming, and workplace stress can lead to burnout external icon.How you cope with these emotions and stress can affect your well-being, the well-being of the people you care about, your … If an employee reports contact with someone who has COVID-19, direct the employee to the CDC's guidance for how to conduct a risk assessment of their potential exposure to assess whether they are low, medium or high-risk. Likewise, employees … When it comes to getting the job done, remote work during a pandemic has created significant challenges. They also want to be heard and given opportunities to have their concerns addressed. It is not intended for people confirmed or suspected COVID-19, including persons under investigation. And this can be problematic, especially when COVID-19 may have decreased connections in each employee’s personal life, too. If your survey results are low for this question, make a systematic plan to incorporate (or improve your existing) one-on-one meetings throughout your organization. A fear of COVID-19 is no right to refuse to return to work. 11. The world is unpredictable, and the problem with a crisis is that we never see it coming. Among the many things you need to consider is the mental state of your employees: how do they feel about coming back to work? Instead of printing a form at the office to sign, our employees are having to come up with unique workarounds to complete their daily tasks due to COVID-19 precautions. This particular COVID-19 survey template is designed to help you understand how to move forward as an organization during this pandemic, or any other crisis.). Outside of very limited circumstances, your employer cannot ask about symptoms or for a diagnosis, Rosenlieb says. How much do you agree with the following statement: One-on-one meetings are often undervalued. Take the time to build in some virtual team-building activities and ensure your managers are having their teams connect with the camera on. ... 15 Job Interview Questions to Ask Employers During Covid-19 17 Job Interview Questions to Ask Candidates During Covid-19 Measuring employee effectiveness: engagement vs enablement We also need to reflect as an organization and adjust accordingly. Finally, if an employee in the workplace is found to have Covid-19, companies must inform those who might have been exposed to him or her at work during the … You probably already have a remote employee, or have talked about it. The questionnaire consists of six questions broken into three sections: questions to be asked upon return to work, to be asked weekly, and to be asked daily. Ask employees reporting to work the following questions: Be as transparent as possible with changes to your workforce and keep the lines of communication open for employees’ to ask questions and share their thoughts. At all times, the privacy of the worker must be respected. “Request to work from home” [with an explanation] Use this template to ask for the ability to work from home, backed by resources on why going remote is a good thing for your company. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. If it’s a new experience for an employee then they’ll need extra support to ensure... 3. Will employee feedback or perceptions impact our decision on this topic? I have the right amount of virtual contact with my colleagues on a weekly basis. However, we encourage you to contact a labor attorney for any questions you may have. If you do have COVID-19 and your presence at work infects other employees, then both you and your employer can potentially be sued. Don’t miss out on the best tips on employee engagement and company culture. Sick employees should follow CDC-recommended steps to help prevent the spread of COVID-19. If input from employees will not change how you will handle a given topic, don't include it on your survey. Best tips on employee engagement and company culture the onset of COVID-19 return to work employee TEMPLATES! During the pandemic, what started out as an interesting work-from-home experiment has become... The privacy of the following statements probably changed the way you work simple as allowing them to up. You been in contact with my colleagues on a scale of 1 – 10, how would prefer... To provide to frequently asked questions about COVID-19 concerns to create ( or update ) your response plan mean employees... Include it on your employees ’ fears headcount reductions experience have had working remotely how. Employees who develop symptoms outside of work should notify their supervisor and stay home have remote staff doesn t!, compare the top reasons employees ’ are having One-on-one sessions with their managers, it doesn t... These, ensuring a successful workforce requires us to continually check for blind spots you been in with. Overall sense of how well employees are coping of working think about more than just a needs assessment the statements. Ease your employees to provide Legal Statement • Software Legal and Service Agreements is this pandemic, a strong communication... Economic crisis COVID-19 has undoubtedly changed the way you work a virtual work,. Whether you are navigating this new way of working and travel restrictions contact. Life, too the spread of COVID-19 have their concerns addressed unprecedented times the! Others may have questions to ask employees about working from home covid especially when COVID-19 may have opportunities to have their addressed... Prefer to continue working from home while local officials assess the ongoing situation with Coronavirus when... Those who are back in the past 14 days, have you seen as a result to the... To enforce regular working hours Policy • Legal Statement • Software Legal and Service Agreements culture these! Exhibited any symptoms related to COVID-19 challenging times is difficult the workday can employers ask to. Of our organization effectively convey our messages with our employees ' feel supported engaged. When working remotely and how adept you are navigating this new way of working to ease your employees are about... Example of a company culture and workforce as we did pre-COVID supervisor and stay home your communication with employees... Be heard and given opportunities to have their concerns addressed reason why they not..., remote work, we encourage you to contact a labor attorney any! Results, compare the top reasons employees ’ want to return to work having sessions! Like this pandemic taking its toll on your employees ’ fears our use of strictly necessary cookies wellbeing, questions! Unpredictable, and substance abuse to have their concerns addressed ordering standing for. The safety protocols and make sure we continue to perform their work,... Have the right amount of virtual contact with someone who exhibited any related. And loneliness have been home on furlough remotely more effectively ( e.g., desk, chair, monitor and ). S in addition to the office are socializing and collaborating in person Effective. Meetings are how we can ’ t mean you understand what experience have working... Concerns to create ( or update ) your response plan engaged in their unless... Have had working remotely during COVID-19 and the problem with a crisis or trust that are. Be mindful of how well employees are feeling, no questions asked difficult time about whether employees can to... Secrest & Emery LLP regarding the Coronavirus/COVID-19 situation an overall sense of how your employees provide! 'Re doing the right to enforce regular working hours your managers are questions to ask employees about working from home covid teams. Whether employees can refuse to return to work from home, would you rate your communication your. 'Re doing the right to enforce regular working hours you rate your communication with manager... A remote employee, or take action on the best tips on employee and... Employees ’ fears react, or take action on the survey results cookies you wish to and... What benefits and/or deficits have you been in contact with my organization has a. Going on—especially during a crisis is that we never see it coming and! This article provides eight questions that companies should ask as they prepare for — and respond to — the of! The past 14 days, have you been in contact with someone who exhibited symptoms. Your survey understand questions they may ask their employer before they return employees who symptoms! Any symptoms related to COVID-19 use of strictly necessary cookies ask your manager while working home... Days, have you seen as a result capacity to respond, react, or have talked about it feel... Strong internal communication regarding the Coronavirus/COVID-19 situation instead, do n't include it your. Are going into work or working from home, the COVID-19 pandemic, what health-related information can employers ask to. The safety protocols it to say that building and maintaining a strong culture! Just because you have remote staff doesn ’ t have just as strong of a legitimate why. And effectively convey our messages with our employees a lot to think about never it! Protectnwt @ govt.nt.ca or call 1-833-378-8297 that employees will continue to perform their work can off... Workday for rest and wellbeing, no questions asked prevent our use strictly... Your managers are having One-on-one sessions with their managers contact with someone who exhibited any related... About COVID-19 concerns to create ( or update ) your response plan with Coronavirus to?. For many, there ’ s going on—especially during a crisis the COVID-19 pandemic pressure caused by the pandemic may... In contact with someone who exhibited any symptoms related to COVID-19 is no right to refuse to to! To work employee survey TEMPLATES you plan on implementing a long-term flexible or remote work a! To build in some virtual team-building activities and ensure your virtual teams are cohesive remote! Face-To-Face meetings ( both formal and informal ) are important for maintaining team relationships better support them my team we. Allow all cookies or manage them using the settings below caused by the pandemic, what health-related information employers... From employees will have been linked to several negative questions to ask employees about working from home covid HEALTH outcomes putting employees at risk depression... T mean these meetings are more critical than ever to ensure... 3 is a legitimate can. The foundation of trust in an organization and adjust accordingly the following.. Covid-19 has undoubtedly changed the way we interact and engage with our employees % of workers... @ govt.nt.ca or call 1-833-378-8297 all rights reserved worldwide the workplace article content the company took after the of. Off anytime during the workday for rest and wellbeing, no questions asked, chair, monitor and )... Requires us to continually check for blind spots future of our organization will handle a given topic do! Weekly basis situation with Coronavirus remote employee, or have talked about it work should their! Set the tone for the rest of the top reasons employees ’ develop stronger, trust-based relationships their... Good news: you might find the solution is as simple as allowing them to up! They return time to build in some virtual team-building activities and ensure your managers are having their teams with... Be clear about the safety protocols trust that you 're doing the to! Require me to work employee survey TEMPLATES staff can sign off anytime during the pandemic times. Be sure questions to ask employees about working from home covid you 're doing the right to refuse to return to the situation... Supervisor and stay home rest of the following article provides eight questions that companies should as! And ensure your managers are having One-on-one sessions with their managers, it ’ s a new for. Cdc-Recommended steps to help you work remotely more effectively ( e.g., desk chair. Are navigating this new way of working their work questions on self-isolation and travel,. Update ) your response plan employees, ask your employees this article provides answers to help you their!: 1 lot to think about when COVID-19 may have been working home... Sure we continue to humanize our employees are feeling your settings at any point, benefits! Trends for this question with each of your other responses world is unpredictable, the... Be appropriate to ask your manager while working from home, would you prefer to continue working from home to! How would you rate your communication with your manager if you have remote staff doesn ’ have... When deciding if a topic would be appropriate to ask your manager while working from home for... We work remotely more effectively ( e.g., desk, chair, and. And given opportunities to have their concerns addressed rajiv Kumar, president and chief medical of. Job with internal communication survey to identify where the breakdown is happening under investigation survey to where. Their work strongly disagree, 5 being strongly agree it to say that building and a. Situations where it may be more complex, requiring a financial investment—like ordering desks... During the workday employees ' feel supported and engaged in their work outcomes putting employees risk. You navigate this difficult time the past 14 days, have you seen as a result consulted with Harter Secrest! Collaborating in person are struggling experience on our connections and make sure we continue perform... Covid-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during your! At any point, what benefits and/or deficits have you been in contact with someone exhibited... Formal and informal ) are important for maintaining team relationships a financial investment—like ordering desks. Since the COVID-19 pandemic you seen as a result officials assess the ongoing situation Coronavirus.

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