Pandemic Preparedness in the Workplace – Are you Ready?

March 13, 2020
Kerri Klassen

The World Health Organization (WHO) has officially declared the Covid-19 a pandemic. What now?

As HR Professionals we need to not only be prepared and proactive to assist Employees with their concerns, but also ready for Covid-19 to hit our workplaces – despite all our best preventative efforts.

Nothing will change in the way of our current efforts already in practice, such as posting and updating the latest news from public health authorities, including municipal, provincial, and federal public health agencies – We know this will provide us with objective information about the virus on an ongoing basis, and Employers should refer Employees to these as their main source of information.

Therefore, we’re focusing in on other HR-related issues that have surfaced in the workplace that are also important in our Covid-19 communication.

Internal Policies & External Announcements:

Let Employees know what they are entitled to if the virus is contracted can reduce confusion and frustration. Remind Employees of your internal policies to do with paid and unpaid sick leave entitlements, including STD if applicable. Be aware of all eligibility requirements for STD however, as STD will usually not be provided unless Employees have been confirmed to have a positive test result for Covid-19.
Review and update your policy/policies to do with addressing communicable illnesses, and to clarify the protocols that apply to Covid-19. Generally, these policies should address protocols for disclosure and for staying at home, and guidelines for work-related travel, and available workplace resources.
Keep up to date with the external changes to do with our Government, such as the one (1) week waiting period getting waived for EI, and enhancements of doubling the work-sharing program from 38 to 76 weeks.

Emergency Preparedness – New Policies, Absences, Roles

In order for Human Resources to be ready for a potential outbreak, here are other practical measures:

Develop a broader policy to address how business operations will continue in the event of a more serious outbreak and outline how main business functions and how protocol for decision-making will be maintained in such a situation.
Depending on an organization’s business operations, emergency plans may include succession plans for defined roles in the event of Employee’s absences, communication protocols for internal and external groups, and operational measures for dealing with departments/areas that are directly affected.

In Conclusion

Ultimately, it is important to be prepared for such a potential crisis, while continuing to exercise caution and preventative measures. There will always be unknown and uncontrollable factors that could spread the infectious illness, so what is most important at this stage is if you are ready or not.

For any questions or assistance to do with planning for a pandemic or other Human Resources related activities, please contact us.

Resources:

Emergency preparedness: https://www.fasken.com/en/knowledge/2020/01/the-novel-coronavirus-preparing-employers-to-respond

Government of Canada: https://www.ontario.ca/page/2019-novel-coronavirus