Transitioning back into your Workplace: A People Management - - PowerPoint PPT Presentation

Transitioning back into your Workplace:

A People Management Perspective

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• wn.
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‘Peace of mind for your people management matters’

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Running Order

Todays webinar will cover the following elements:

• 1. Practicalities – welcoming the new normal
• 2. People – support and management of your team
• 3. Procedures – touch on employment law

considerations and check if your policies remain fit for purpose

• 4. Discussion and questions

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Practicalities

Welcoming the new normal

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Gov’s 5 steps to working safely

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• 1. Carry out a COVID-19 risk assessment,
• 2. Develop cleaning, handwashing and

hygiene procedures,

• 3. Help people to work from home,
• 4. Maintain 2m social distancing, where

possible,

• 5. Where people cannot be 2m apart,

manage transmission risk.

Some things to consider… 1, 2, 3

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Ensure your business meets these three key tests before bringing your people back to the workplace: 1. Is it essential? Can your people continue to work from home? If they can, they must continue to do that for the foreseeable future. Those who can’t work from home, is their work deemed essential or could the business continue to use the Government’s Job Retention Scheme/Flexible Furlough Scheme for longer, giving them the time needed to put safety measures and clear employee guidance and consultation in place? You may have a combination of the two within your business.

Some things to consider… 2

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Ensure your business meets these three key tests before bringing your people back to the workplace: 2. Is it sufficiently safe? Consider your duty of care Identify and manage risks Employers have a duty of care to identify and manage risks to ensure that the workplace is sufficiently safe to return to. Consider taking your time with a gradual or phased returns to work to test health and safety measures in practice to ensure they are robust and can work with larger numbers before encouraging more people back into the workplace.

Some things to consider… 3

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Ensure your business meets these three key tests before bringing your people back to the workplace: 3. Is it mutually agreed? Communicate with your people and teams Listen to any concerns, so the best solutions can be put in place Feedback… regularly and ongoing It’s vital that there is a clear dialogue between employers and their people so concerns, such as commuting by public transport, can be raised and individuals needs and worries taken into account. There will need to be flexibility on both sides to accommodate different working times or schedules as ways of managing some of these issues. Do schedules and shifts need to be staggered or adjusted? Sharing your risk assessments and actions should help

…But is it a Covid-19 compliant workspace?

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Great office space?

Actions

Practicalities

1. Carry out a COVID-19 risk assessment, 2. Develop cleaning, handwashing and hygiene procedures, 3. Help people to work from home, 4. Maintain 2m social distancing, where possible, 5. Where people cannot be 2m apart, manage transmission risk. Contact the team about using our ‘planning a return to work tool’ to help you identify if work is essential, safe and mutually agreed.

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People

Support and management of your team

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Returning to the workplace

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How you manage a return to the workplace will depend on the type of closure arrangements you have been operating. The 3 most prevalent types are:

• 1. Business not trading at all (all staff

furloughed)

• 2. Business trading on a limited basis (some

staff furloughed, some working from home

• r in company premises) or where only

‘essential’ workers are currently in work

• 3. Business trading fully but all staff working

from home.

Peace of mind for your people management matters

Some things to consider…

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Whichever of these is closest to your individual business, there are some common issues you will need to address:

• Home working expected to carry on - are

arrangements suitable longer term?

• Social distancing guidance from Gov must be

followed – floor planning?

• Minimise the risk of infection – hygiene protocols?
• Desk, seating and working arrangements - side to

side/back to back?

• Meetings, travel ways of working arrangements?
• Managing return to work anxiety?
• PPE?

Peace of mind for your people management matters

Getting everyone ready…

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Communicate, tell, sell and gain buy-in:

• Brief your people on new ways or working and your

approach to the pandemic

• Understand their situation – does there need to be

any flexibility i.e. child/shielding/elder care?

• Allay your peoples fears and anxieties
• Encourage and support managers to have return to

work 1-2-1’s where key focus is health, safety and wellbeing

• Consider if a re-orientation/re-induction is

necessary for returning staff

• Be inclusive
• You may have some staff how have not stopped

Peace of mind for your people management matters

PPE – Have you got your staff covered?

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To mask or not to mask?

Actions

People

1. Communicate, communicate, communicate! 2. Document 3. Gain agreement, in writing where possible/appropriate 4. Publish your plans, risk assessments and ways of working expectations 5. Consider how you engage or reengage your people

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Procedures

Touch on employment law considerations and check if your policies remain fit for purpose

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Check your procedures

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Some things to consider:

• Written agreement from all staff

furloughed

• Policies, procedures and risk

assessments fit for purpose and communicated to staff

• Short term working/restructuring
• Reduction in hours
• Further furlough
• Redundancies
• Shielding or bereavement
• Holiday…

Employment Law changes – April 2020

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Just in case you missed it:

• Parental Bereavement and Pay Act – Jack’s Law
• GDPR – using data remotely
• Information and Consultation arrangement
• Tax changes tax on termination payments
• Written Statement of terms
• Equal pay for agency workers
• EU Settlement Scheme
• European Temporary Leave to Remain (Euro

TLR)

• IR35 reforms postponed until April 2021

Don’t forget about the ‘B’ word…

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There will likely be further change with Brexit still on the horizon Download your copy of our April Employment Law update from the RBHR home page

Actions

Procedures

1. Check your procedures are up to date and still fit for purpose 2. Check contracts of employment are compliant – there are additional requirements they must include from April 3. Review your employee handbook 4. Communicate changes to staff, consulting as necessary and ensure documentation of any agreed changes 5. Keep documentation up to date with changes or perhaps consider outsourcing this

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Are all your procedures in place?

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Ask the audience?

If not… don’t worry, Team RBHR are here to help!

Further Information

To support the discussion during this webinar, the following links and additional information may be helpful

Links

• RBHR April employment law update –

available on our website

• ACAS – Working safely during Coronavirus
• HSE – Latest information and advice
• HSE – Mental health and wellbeing

Additional Information

Speak to the RBHR team if you require any further advice, guidance or practical support in implementing your return to work plans. Low cost retainers Fixed price restricting and redundancy options Ad-hoc on-demand solutions Low cost award winning HR software solution

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Check List

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If you’re unsure where to start, and you’ve got a blank sheet of paper when it comes to planning your return to work/the office, use this back to work checklist to help get you started

You can download your copy for the RBHR website

Stay alert and stay safe everyone!

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Thank you for listening

Ben Malik 01935 411 191 b.malik@rebeccabevins.co.uk www.rebeccabevins.co.uk

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RBHR… because your people matter!

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