Posts Tagged ‘HR’

Managing Covid-19 from a HR Perspective

March 12, 2020
Laura powney

Laura Powney, HR & Employment Law Consultant, HR for Better Workplaces

 

We just received an ezine on advice for businesses on how to manage Covid-19 from a HR Perspective from our great friends in HR for Better Workplaces and wanted to share it with you .   It’s written by two well respected HR Professionals, Frank Scott Lennon who has over 40 years experience in HR and is a well renowned author on the subject of HR, and his colleague Laura Powney, who has vast experience as a HR and Employment Law Consultant across a wide range of sectors.

Practical Preventative Advice

  • Produce & display signage encouraging all to wash hands in the correct manner
  • Produce & display signage for the signs and symptoms of corona virus and practical advice on how to limit spreading and contracting it
  • Please ensure any signage you begin to use is from a reputable source, i.e. HSE or WHO
  • Provide sanitizer all around the workplace
  • Nominate a coronavirus (Covid19) Go-to-Person as the link person for your organisation
  • Identify any employees who might be ‘high-risk’ and therefore vulnerable, and put specific plans in place for protecting them

 

Business Continuity Plans

  • Ensure that you have an assigned a Steering Group to develop or oversee a plan for the business in all possible scenarios.
  • Now is the time to begin stress testing plans instead of perhaps waiting until forced to put plans into action and then not being able to fix the issues that arise.
  • A good example of this is perhaps stress testing working from home on a rotational basis by staggering groups of employees now, this to assess the effectiveness and to control the amount of people who remain in contact within the business.  It is also a good rule of thumb to assign these groups so they have a good mix of skills and relevant decision makers in each group.

 

Coronavirus and Illness Benefit Temporary Changes

COVID-19, also known as coronavirus, is a new illness that can affect your heart lungs and airways.

The Government has announced that the rules for Illness Benefit and Supplementary Welfare Allowance will be changed to help prevent the transmission of coronavirus. The changes mean that if you are diagnosed with COVID-19 or are suspected of having COVID-19 and are medically required to self-isolate, you can get income support. 

Legislation is required to implement these changes and emergency legislation is being prepared.

The main changes are:

  • You will not have to wait 6 days before you can apply for Illness Benefit. This means Illness Benefit can cover the first week of a COVID-19 diagnosis (or medically-required self-isolation) and any subsequent weeks.
  • The personal rate of Illness Benefit will increase from €203 to €305 per week for up to 2 weeks if you are medically required to self-isolate, or for the duration of your medically-certified absence from work with a COVID-19 diagnosis.
  • The normal social insurance requirements for Illness Benefit will be waived, if you are medically required to self-isolate or diagnosed with COVID-19.
  • You can get Supplementary Welfare Allowance without having to pass a means test, if you don’t qualify for Illness Benefit and you are medically required to self-isolate or are diagnosed with COVID-19.

The Government has also stated that self-employed people will be able to get either Illness Benefit or Supplementary Welfare Allowance.

If you have coronavirus symptoms or you have been medically required to self-isolate, you should not visit an Intreo Centre or local Social Welfare Branch Office. You can get information about applying for social welfare payments through My Welfare and you can call 1890 800 024 or (01) 248 1398.

If you are already getting a social welfare payment or you are on an employment programme such as Community Employment (CE) and Tús or a funded training and education programme, you do not need to apply for Illness Benefit. Your existing payment will continue to be paid if you are affected by COVID-19. 

You can find information for employees and employers and income supports on gov.ie.

 

Payments relating to coronavirus (Covid-19)

Employee self-isolating by their own choice and not government guidelines or medical requirement:

No payment is required by law as this is the employee’s own choice

Employee self-isolating by government guidelines or medical requirement:

Illness benefit would be payable to the employee from day 1

Government have now urged all employers to support national public health objectives by continuing, as a minimum, to pay employees who cannot attend work due to Covid-19 illness or self-isolation the difference between the special Illness Benefit rate and their normal wages. This may be achieved through the employer considering a range of flexible working arrangements with their employees such as:

  • compassionate leave
  • allowing the employee to work remotely
  • allowing the staff member to ‘work-up’ any time taken at a future date 
  • allowing the employee to avail of annual leave entitlements
  • rearranging parental leave

A number of income supports are available from the Department of Employment Affairs and Social Protection for people whose employers do not continue to pay them during a COVID-19 (coronavirus) related absence or temporary lay-off from work.

Employee self-isolating because employer requests when government guidelines or medical requirements do not exist

Full payment to the employee would be required by the employer

 

Other methods of Leave

If you are considering the option of lay-off or short-term working please observe all points below and consider carefully:

  1. It may not be seen as the most supportive measure
  2. It has to exist as a policy in employees signed contract or handbook
  3. If it exceeds a 4-week period an employee can apply to seek redundancy

This measure is a little less appealing in our opinion and should only be used as a last resort when the organisation has explored all other options.

HR for Better Workplaces provides a bespoke consultation service, with over 50 years combined industry experience. They specialise in practical advice and offer a wide range of HR and well-being services.  Both Laura and Frank have been great friends of Fuzion, supporting and working in partnership on many projects and we couldn’t recommend them highly enough.   Laura or Frank can be contacted through their website https://www.hrforbetterworkplaces.ie/

 

 

Motivating the boss!

March 2, 2011
Happy Boss

Give your boss a hug!

I was working on employee contracts lately, which I really hate because you get into this formal, “what happens when things go wrong” world.

You suddenly go from the niceties of the interview and the informal job offer to the “legal contract“, which at the end of the day is a vital legal document protecting you and your staff members in the event of any issues arising.

I know it has to be written in a particular way but I really try and keep it as “real” as possible capturing the essence of the agreement and the spirit of the working arrangement and our organisation. Even with our very best efforts the contracts still carry some of those awful formal bits.

Before I put the latest offer in the post I have one last glance over it and I realise that I have left something out that is really vital to me, I have actually quite carelessly left it out of all the contracts I have ever issued.

Here goes with the missing clause – In the course of your duties you must motivate the boss!

I can’t ever recall seeing something like this in an employee contract and I’m sure it would be a difficult issue to review if there were ever an issue or dispute but I do think it would be a great thing to put in there.

Like most bosses today I am juggling a million things and so many different roles. I work really hard, I try to make sure our team are motivated and happy (despite tax increases reducing their income), I make sure that our working conditions are comfortable, I make sure we stay up to date on all the latest trends and technology, I make sure that we bring in enough business to pay the bills, I make sure that we collect on time (or as best as possible) from our clients, I make sure that we pay our bills, I make sure that we pay our taxes and most of all I make sure that we deliver the magic that makes all of this happens; satisfied clients – we make sure together that we consistently deliver great results for them.

I don’t expect a medal or anything for the really long hours, effort, endurance and 24/7 focus but at times this can be really stressful and quite exhausting, particularly now when the rewards can be as simple as just staying in business, which I do fully appreciate. While I am normally really upbeat and will gladly take on the role of motivating the others at times I do slump a little – it’s at these times that I really need one of my crew to spot the “dip” and say those few words, give me a motivational pep talk, take me for a coffee or whatever it takes.

Thankfully my crew are good at spotting the dip and aren’t shy at offering a “lift” at the right time – that is one of the most valuable things they could do for me. Probably more valuable that all the other stuff that is required of them – After all there is no jurisdiction or hierarchy over motivation.

How about putting that clause in the contracts? Not so crazy after all ..

Greg Canty is a partner of Fuzion Communications.


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