C O V I D - 1 9 S U R V I V A L G U I D E
INDUSTRIAL RELATIONS MANAGER Merv Saltmarsh
Points to consider regarding Coronavirus impacts on your business A s Coronavirus continues to impact the community, it is an important time for all businesses to consider how they plan to continue their operations should key employees become ill, required to work from home due to isolation or other work-related considerations to be taken into account as the outbreak impacts across Tasmania. Employment law often poses problems for both employers and employees and as such it is imperative that you have sound and credible support advice available. Controls employers can put in place to manage the risk of COVID-19 “Employment law often poses problems for both employers and employees…” • The latest physical distancing measures can be found on the Australian Government website www.australia.gov.au As a result of these measures, a number of restrictions are now in place on the range of venues and activities that businesses may operate. • For those businesses that are still able to trade, you must still implement appropriate controls to manage the risk of exposure to COVID-19. • For further information on risk management, see the Model Code of Practice: How to manage work health and safety risks: www.safeworkaustralia.gov.au • If you need help deciding what you need to do at your workplace, visit www.worksafe.tas.gov.au Communicate changes to employees Regular communication with employees is important during periods when a business is undergoing major workplace change. Most awards and registered agreements require employers to consult with their employees regarding changes.
FREQUENTLY ASKED QUESTIONS:
Q. What if an employee presents for work and they are sick? Can I send them home to self-isolate? • If you request staff to self-quarantine, beyond government recommendations, you pay them as normal. Q. What if an employee refuses to come into work or perform duties due to concern about being exposed? • If an employee refuses to attend work (or perform certain duties) as a precaution, unless they are acting in accordance with government guidelines or have real or imagined safety concerns it may be refusing to undertake a legal and lawful instruction. • Consider alternative work arrangements such as working from home, alternate work area or other hygiene protocols. Q. Does the employer have to pay an employee to self-isolate? • If directed by employer to self-quarantine, and this is beyond government recommendations, then yes you need to pay them as normal. • If you are directing an employee to self-isolate, within government recommendations, then see above. Q. Does the employer have to allow an employee to work from home (if they are not sick)? • The employer can determine, depending on the role and whether you have the required IT and infrastructure.
THA HOSPITALITY—REVIEW: COVID-19 SURVIVAL GUIDE APRIL 2020 | 10
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