To my fellow HR professionals,
Most organizations worldwide have rapidly responded to the COVID-19 pandemic in various ways. Yes, organizations have come up with the Working from Home Strategy. A nice one indeed. However, come to think of the following:
1. Do we have policies in place that define what happens in the event of a pandemic or disaster? How comprehensive is it?
2. How do we hold employees to account while working from home? What mechanisms have we put in place to monitor hours of work for equal pay? Have we re-defined a workplace in our employee contracts large enough to encompass our homes?
3. If we happen to hold any employee to account, what measures have we put in place to ensure we provide them with the right working tools to enable them work from home?
4. How do we deal with contracts that are likely to be ending during this period of working from home?
5. Some positions do not require working from home and yet the employer must keep on paying, nobody knows for how long eg Office Assistants/Cleaners/ drivers. How do we cushion the employer not disregarding the wellbeing of such employees?
6. How do we treat staff who may tender their resignations for greener pastures during this working from home period? What about if the employee resigning is a critical staff in core business area? If it is not a critical position, should the employer pay for the notice period if the employee falls in the category mentioned in number 5 above?
7. Now that we do not incur expenses on fuel or bus fares, inconveniences of waking up early and hustles in traffic jams, is the employer justified to call for salary cuts? Those contracts that have inbuilt commuter allowances, is the employer justified to vary this clause? Will it be legal?
8. This is the time for the fittest to survive according to Charles Darwin. How unique are our skills to warrant our retention as we continue working from home?
The writer is a Senior Human Resource Consultant with over 10 years' experience in senior management.
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