COVID-19 Scare: Factors to Consider When Requiring Employees to Work Remotely

Apparently, businesses and/or firms are some of the most severely affected since the whole world faces the unceasing spread of coronavirus disease, also known as COVID-19 pandemic.

One by one, countries and/or communities take action to help control the outbreak [of the pandemic] by implementing home quarantine, partial isolation, and even a total lockdown.

With that, a great majority of companies were forced to suspend work and daily business operations which is also in accordance with the strong advice of social and physical distancing.

Fortunately, the idea of working remotely gave a pinprick of hope to companies who may be able to still tend to their normal business operations and/or processes with the mighty help of technology.

On that note, this article gathered some of the major factors that companies or employers must consider as they call for their employees to work remotely. Read and find out. 

A Brief Introduction: 

Work from home or remote work has always been a big factor of companies’ contingency plans for handling business risks and threats that may occur at any time of the day.

This concept pertains to the system wherein the employees comply with their usual tasks from home or away from the actual workplace.

Considering that governments urged companies to put the health and safety of their employees a big priority amidst the COVID-19 outbreak, work from home can now be considered as part of HR support as well.

Also, Read This: COVID-19 Lockdown: 7 Super Foods To Stock In Your Fridge During Home Quarantine

Since HR support is also responsible for compliance with the integrated government advice and regulations.

Today, working from home is seen as an effective initiative of companies to keep their employees and/or staff as safe and secured as possible during the COVID-19 scare.

Concerning that, here are the factors to take into account when implementing the work from home scheme. 

  • Clarifications Regarding Work From Home Policies

Suspending the daily and normal business operations in light of the coronavirus disease outbreak may put companies in a critical situation.

Since implementing work from home as part of the contingency plan may affect the usual human resource policies.

With that, companies are strongly advised to put clarifications concerning the work from home policies since poor supervision may worsen the situation.

Employers must be clear and precise on requiring their employees to deliver the same level of work output despite the fact that their time will be divided between work and domestic errands.

Aside from that, daily report submissions may also help to clearly monitor the employees’ day-to-day accomplishments.

However, work from home policies shouldn’t only be applied and implemented for the employees but as well as for the managers and/or supervisors.

In this critical situation, team leaders, department managers, and even employers themselves must be virtually present and visible to maximise the guidance or supervision that the workforce might need. 

  • Employees Queries Regarding Expenses

One of the biggest subjects of debates in relation to the implementation of work from home schemes is the employees’ additional expenses.

Since it’s expected that employees will have increased costs on electricity bills, employers or companies are encouraged to compensate with the additional expenses.

Companies may give remote work allowance to their employees as a means of compensation. 

  • The Extension of Company’s HR services

Another factor that employers shouldn’t overlook upon calling for their employees and staff to work remotely is the extension of the company’s HR services.

HR services such as payroll management, which includes check production, management of taxes, and handling sick leaves and vacation leaves.

Aside from that, HR services also involve the employees’ benefits like health, life, and medical insurance or assistance.

Employers must guarantee that such services that might be needed by their remote workers are available as much as possible – particularly the monthly salary and/or wages.

It’s because consistency in providing the employees with the necessary HR services may help employers to retain and recruit more excellent employees in the future. 

  • How to Build an Employee Self Treatment Portal

Companies are so laser-focused on their customers’ journey that they forget about the employees working behind the curtains and getting things done.

Like customers, employees too, form the heartbeat of an organization. It’s their right to enjoy a pleasant work experience that helps them give their cent percent to the tasks at hand.

Technical roadblocks, administrative bumps, and complex workflows affect employee productivity and eventually the work they deliver.

An employee self-treatment system is a centralized hub for internal communication and team collaboration. Employees can use this company-wide platform to get a peek into your work policies, payslips, employee directory, internal departments, employee benefits, and much more.

  • The Necessities: Tools or equipment, Technology, & More

One of the big factors that companies must consider when implementing the work from the home scheme is the tools or equipment that are needed for the employees to comply with their tasks without a hassle.

Companies must initiate to provide their employees with the necessities such as computer equipment, internet access, telephone or other secured devices, an LMS system with the top reporting features every LMS should have, and other office equipment like a printer, scanner, papers, and a shredder if needed.

These should be provided independent of the working arrangement implemented. For example, whether a company opts for a fully remote working arrangement; a remote in office set-up if they desire to be flexible and allow their employees to work from home, the office, or another accessible co-working space; or a safe in-office arrangement, all staff must be provided with necessary physical equipment and comprehensively informed of any relevant safety measures (particularly when working onsite).

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