The COVID-19 pandemic has changed the world as we know it. The economic viability of businesses is deeply impacted. However, to be able to survive this global humanitarian and economic crisis, the businesses need to protect their employees and customers, alike.
As for HR professionals, there are two camps:Â
Camp 1: Stay low key and just get through it anyhow. Surviving this turmoil until things return to normal is the key.
Camp 2: Even though this is disturbing and has greatly affected our day-to-day operations, we’ve been given a strange gift of an opportunity. We’ve a chance to optimize our workflows to maximize productivity and employee experience.
This crisis has bred new regulations that have added to the layers of already piled up responsibilities and challenges for HR managers. Time is money. So as an HR pro, you need to save up on your time and effort to be able to focus on more strategic and impactful HR initiatives.
A good HR automation platform integrated with Complete Payroll Solutions can help you in the following ways:
HR Administration
Revise Communications Strategy for the Pandemic
- Keep the communications open and transparent with employees.
- Over Communicate about the updates with the management team.
- Work on the final details of the return-to-office checklist.
- Be empathetic and keep the information of employees who call in sick, confidential.
Review Your Employee HandbookÂ
- Keep the expectations from employees straight and realistic.
- Add a well-defined work-from-home and emergency policy.
Devise a Clear Sick Policy
- Formulate a contingency plan if an employee tests COVID positive.
- Step-by-step plan to isolate that team member and quarantine the team in immediate contact and sanitize the entire workplace.
Remote Team Engagement Plan
- Have a comprehensive communication strategy to manage remote employees .
- Keep regular check-ins and virtual meetups to maintain employee engagement.
- Regular feedback and reviews.
Onboarding
- Organize, document and store relevant new hire data in your HRIS platform.
- Send virtual offer letters and employee manuals.
- Give a remote walkthrough the organization structure, and other guidelines.
- Make sure that the IT runs a smooth remote set-up program for the new employee – hardware, software, etc.
- Let the functional head/team manager set relevant and tangible goals for the new hire.
- Ensure that there’s a proper remote communication channel set up between the new employee and the team/manager.
Benefits
Assess the Benefits Programs
- Get a clear understanding of the benefits program before you furlough or terminate the employee contract, and its impact on compensation and benefits
- Evaluate health plans to know about the terms
- Assess how your 401(k) and other plans are going to create an impact.
Payroll
Review the New Government Legislations
- Study the FFCRA in depth.
- Have a clear understanding of reimbursement regulations for employees, who call in sick and avail family medical leave.
Time Tracking
- Monitor and approve leave requests as per FFCRA.
- Estimate leave balance
Compliance
- Review your Workers’ Compensation policies
- Assess the changes and make necessary adjustments
