COVID-19: Employer and Employee Obligations

Thursday 18 February 2021, 9:47AM
By Media Giant

Following the Prime Minister's declaration on 14 February 2021, New Zealand has been moved up alert level systems, from 12 PM on 14 February 2021.

For Auckland, moving to Level 3 meant to get as many individuals telecommuting for the three days of the lockdown as possible – and getting ready if the timeframe was to be extended. For the remainder of New Zealand, organizations should be ready for the chance of moving into alert level 3, and the cleanliness and separating practices that are once again introduced and intensified when entering Level 2.

Under the Health and Safety at Work Act (2005) businesses need to give a protected and healthy climate for their employees, consistently. As usual, the two players in the business relationship should act in accordance with some basic honesty. As Barbara has said all along, the law doesn't disappear in a pandemic.

We have created a simple list that highlights some roles and responsibilities of both employer and employee:

Employee Responsibilities

  • Keeping to all business strategies and systems.
  • Consenting to work in an area that is reasonable and safe for working distantly.
  • Being contactable during the ordinary range of hours.
  • If they are not accessible, putting on an out of office and letting their associates know (as they would in an actual office climate).
  • Guaranteeing home worksite follows wellbeing and security necessities consistently, detailing any wellbeing, security and prosperity dangers, close misses and occurrences.
  • Keeping up exact records of hours worked at home inside typical range of hours.
  • Not holding gatherings with customers or different representatives at their home.
  • Working in a climate that has restricted interruptions and secures the secrecy of our customers.

Employer Responsibilities

  • Satisfying their commitments regarding organization approaches and systems.
  • Consenting to an arrangement with the employee regarding how they will function at home and how the outstanding task at hand will be overseen.
  • Guaranteeing the employee is working as per this arrangement.
  • Where the representative can't telecommute, talking with them to think of a useful arrangement, be it yearly leave, extraordinary paid leave or unpaid leave.
  • Guaranteeing that the worker comprehends their wellbeing and security commitments.
  • Looking into and approving records of hours worked (timesheets) as required.
  • Planning correspondence gatherings including techniques for spreading data to representatives who are telecommuting.
  • Guaranteeing that they check in with their people and their wellbeing.

Note that this rundown isn't thorough nor is it to be a substitute for lawful guidance. Contact us in the event that you need help with drafting strategy or methods as to telecommuting or other COVID-19 related issues.

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