COVID-19 Reveals Employment Policies in Need of Permanent Change

COVID-19 needs no introduction, the outbreak of the virus has sent us all into a whirlwind of uncertainty across the globe. Individuals, organizations, and governments have had no choice but to make drastic, some life-altering, changes to try to manage the current situation. There are some businesses which have had no option but to shut down; in British Columbia, all bars and clubs were ordered to close before St Patrick’s Day on March 17th. Other organizations have made that same choice independently to do their part in flattening the outbreak curve. Then there are companies who have been able to remain open through the adaption of temporary workplace and government policies; policies, some of which should remain permanently in place.      

Work from Home

             Remote workforces and allowing employees to work from home is the future of employment, and where a lot of organizations are headed. But there are companies which resist this type of model despite the overwhelming positives for both employees and employers. Workers save time and money avoiding a busy commute, there are less cases of tardiness and absenteeism, organizations save money on office space and supplies, and the talent pool for workers is expanded.  There are those who have not been able to work due to mobility or anxiety issues which prevent them from working in a traditional office setting. As technology advances and more businesses embrace remote work options, these individuals will have a wider scope of opportunity to fully join the workforce. Now, there are also negative consequences to remote working: lack of social interaction, feelings of isolation, increased risk of less productivity, and additional challenges in management of employees. But I am of the belief the pros outweigh the cons, and there are initiatives which can be put in place to combat the majority of the negative consequences. The reasoning of organizations who have resisted remote work options boils down to fear and lack of trust in their employees; but when governments are shutting down cities and telling people to stay inside as much as possible, it’s the only option if those companies want to remain open and profitable. The COVID-19 outbreak has essentially forced businesses with the option to do so, to run a trial period of work from home and there will be many employees who will not want to return to how things were. Companies need to realize the benefits on both sides of the employment relationship and be open to making remote work a permanent option.

Paid Sick Leave

             Canada has no national policy requiring employers to provide paid sick days for workers, as labour policy is under provincial jurisdiction. In British Columbia, employers can provide paid sick days as an additional benefit, but they are not legally obligated to do so; and this is the case for most of North America. To clarify, I’m referring to cases of cold or flu where an employee would need to take a few days off work, as BC Employment Standards does dictate compensation for critical illness and other types of extended leave.  The case is even worse for our neighbors to the south who have no federal standards for paid sick or family leave (parental leave included). I’m lucky enough to work for an organization which does go beyond employment standards and offers personal absence days, but there are many which don’t and employees are even made to feel guilty for taking time off.  A lack of paid sick leave has helped facilitate the spread of COVID-19, and it is na?ve to believe otherwise.  There are employees who will still come into work sick because if they don’t, they won’t be able to pay their rent or put food on the table for their family. In a time where health officials are telling people to stay home if they’re sick (and even if they aren’t) businesses that have been forced to close are going above and beyond for their people by continuing to pay their wages, other companies that are still open are continuing to pay their employees who are in quarantine, and even the US government has passed a bill which will provide temporary paid sick leave (although there are millions who will not qualify). Governments and businesses need to work together to develop legislation which mandates all employees are permanently entitled to paid sick leave, with special provisions to include additional days in such cases as our current health crisis. To do so would make for healthier and more engaged employees, and drastically slow down the spread of a similar outbreak in the future.

Employment Insurance

             In January 2017, the two week waiting period for Employment Insurance in Canada was reduced to one week as part of a robust plan to improve the EI program and aid the middle class. The waiting period acts as a deductible which would be paid on other types of insurance. One of the first steps the Canadian Government took in its original one billion dollar plan to fight the COVID-19 outbreak was to completely waive the one week waiting period for employment insurance.  This measure was of course aimed at preventing the spread of the virus and reducing the financial burden on employees. The then two week waiting period for EI was also waived back in 2003 due to the SARS epidemic. EI currently pays up to 55% of an eligible individual’s earnings to a maximum of $573 per week. As of right now, there is no federal program offering income support for those who do not qualify for EI. The Canadian Government has stated they are exploring additional measures to provide that added support to individuals who are not eligible for employment insurance. It would also be worth assessing the impact of permanently doing away with the EI waiting period and putting more funds into Canadian pockets.        

Work-Sharing

             Work-Sharing is an adjustment program designed to help employers and employees avoid layoffs when there is a temporary reduction in the normal level of business activity beyond the control of the employer. The Work-Sharing program provides income support to individuals eligible for EI who are temporarily working a reduced work week while the employer recovers. It is a three-way agreement between employees, employers, and Service Canada; employees on the agreement must agree to work a reduced number of hours and share the available work over a specified period of time. The Government of Canada has introduced temporary special measures during the COVID-19 outbreak to increase the maximum duration of Work-Sharing agreements from 38 to 76 weeks, and waiving the mandatory waiting period; these measures are in effect from March 15th 2020 - March 14th 2021. As similarly stated in regards to EI, evaluations should be made to determine if it is worthwhile to have these temporary measures in place at all times.

‘Unskilled’ Work

             Grocery store workers are part of a core group of employees keeping the rest of society running by allowing us to access the food and supplies we need. Let’s ensure this so called ‘unskilled work’ is adequately recognized and compensated.  They are on the front lines of risk, and have been managing the atrocious panic buying which has surged across North America. These are the types of employees who cannot afford to take time off due to low wages and the absence of paid sick leave. Some also fall within the at risk age group but have no choice but to go to work to keep themselves, and all of us, afloat. Don’t forget the sacrifice these workers are making once this is all over, this is essential work and should be treated as such.

             The COVID-19 outbreak has thrust us into unknown territory, governments and organizations alike have made temporary changes in an attempt to weather the storm. We’ve now reached a turning point and the tides are shifting, employees can see what they’ve been missing out on and they may refuse to go back. Businesses should be open to leveraging new technologies to provide more flexible work arrangements for employees. Businesses and governments together need to ensure employees are able to take sick leave and still have the ability to pay bills. Lastly, all work is skilled work and worthy of respect, admiration, and a fair living wage. 

This outbreak will end and things will return to normal; until then, I leave you with the words of our BC Provincial Health Officer, Dr. Bonnie Henry: “This is our time to be kind, be calm, and be safe.”