Coranavirus Part 2: Employers, Employees, Staffing - What do we do now????
Two Part Episodes Today. Part 1 focuses on Drug Shortages, Supply Chain and Financial Markets; Part 2 focuses on Employers, Employees, and Staffing
Coronavirus is impacting the globe in many facets. In this episode we will look at three major areas: How Employers need to prepare, what employees/candidates/households should consider when they do their day to day, and how staffing may be impacted and ways to prevent delays.
Breakdown of Episode:
EMPLOYERS
- Get guidance from HR and Legal on ways to handle processes related to coronavirus and how it could cause discrimination in the workplace
- Sick Employees - Lifting PTO policies
- Work from Home - IT Stress Tests
- Strategies related to absenteeism and shift responsibilities
- Free up capital and liquidity
- Strain on resources including public utilities
- Understand how shortages in the supply chain will negatively impact processes
- Be aware of discrimination caused by the virus
- Setup a hotline for employees
EMPLOYLEES
- Hygiene is Critical
- FDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf
- Be aware of what you touch or come in contact with
- School closings, strain on child care, and transmitting virus to loved ones
- Work from home is not a free pass to be lazy. Your lack of performance negatively impacts other people
- Industries where work from home isn't possible, please be aware of your physical interactions with coworkers, employees, and even customers.
STAFFING
- Focus on critical need hires first
- Establish clear lines of communications with suppliers and customers
- Have a critical plan and backup options when critical positions go unfilled
- Use of contractors can absorb some of the stress on the business
- Use Video Interviews as an alternative to face to face interviews when possible.
- Be aware of discrimination especially with people of Asian descent
- Create an understanding limited handshakes and physical interactions with people is OK and not encouraged otherwise
- Offer to reimburse applicants that want to drive in 5 or 6 hours for interviews rather than getting on a plane.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
