The Entrepreneurial HR Advantage
October 2009 
Issue 4
Greetings!
 
Happy October!  As we round the corner to the colder weather our issue speaks to health and well being in the workplace by focusing on H1N1 as well as a contributing article from our partner, BenSol Consulting about Health Benefits.
 
Enjoy, 
 
The Kirwin Group
H1N1
 
Is your business prepared for H1N1?
 
 
 
 
JACQUELINE ENGLISH
H1N1, also known as the swine flu is a hot topic right now amongst business leaders.  H1N1 is a disease that currently is passed like the common cold or "regular" seasonal flu but there are speculations that H1N1 could turn into a pandemic this fall flu season.  This is due to the fact that the H1N1 flu strain is new and individuals have not yet built up a resistance to it. 
 
Though the timing on the H1N1 vaccine in Canada is slated for late October to mid-November, there is still the possibility that individuals may contract the flu before the vaccines are released or that there will be some individuals who refuse the vaccination.  What does this mean for your business?  As an organization, you need to be prepared to deal with the possible impact H1N1 can have on your business and you need to treat the H1N1 flu as you would any other possible threats to your business success.
 
There are some core questions you need to consider when putting together your plan of action for your organization:
  • What business practices are you putting in place today to minimize the risk to your employees (i.e. access to hand sanitizer at key points in the office, no shared food in the kitchen area)?
  • What is your communication strategy (internal and external) if H1N1 does impact your workforce?
  • How will you minimize impact on your business if there are a number of employees who become sick (i.e. strategies for employees to work from home)?
  • Should your employees contract the flu themselves, what stance will your business take on how to handle their illness (i.e. how many days off work will you require)? 
  • How flexible will you be should you have an employee come to you requesting time off to take care of someone in their family who has become sick with H1N1?
  • What additional resources need to be in place to manage a high number of employees that may be forced to work from home?
  • How will you ensure that there is a clear communication plan so that all employees are aware of what they need to do should they be faced with any H1N1 related issues?
Hopefully the H1N1 flu season will pass just as Y2K did, without any substantial impact on your business, but it is important to have a plan and be prepared with a strategy.
 
If you need help please contact us and we can help you create a proactive action plan to deal with H1N1 this season.
 
 
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Coaching for Performance Training at Langdon Hall

As a reminder, The Kirwin Group will be conducting a Coaching Training Session in October.  We only have a few spots remaining, so please let us know if you are interested in attending so we can reserve the space.

Click here if you would like to join us:
 
October 20, 2009
8:30am-12:00pm
Langdon Hall, Cambridge
Price: $150+GST 
 
 
Be prudent when making changes to employee benefits
 
The Kirwin Group has developed a strong partnership with BenSol Consulting Inc. whose speciality is working with entrepreneurial organizations to help them create and manage their benefits plans.
 
In tough economic times employers often look at reducing or eliminating the benefits they offer their employees.  In a non-unionized environment the employer should make sure a proposed change doesn't breach the terms of its employment contracts with employees.
 
When an employer makes changes to their Group Insurance benefits they run the risk that an employee will view the action as a fundamental breach of the employment contract - equivalent to firing the employee. This could lead to an employee claim for damages against the employer on the grounds of "constructive dismissal".
 
For example, an employee who has major drug expenses would be more affected by a reduction or elimination in drug coverage than one with only occasional drug expenses, and may consider drug coverage an essential term of employment.
 
A change to the benefit plan may affect an essential term of employment if the employment contract or other communication materials made promises or guarantees a certain level of benefit coverage.
 
What can employers do?
  • Expressly reserve the right to change benefit coverage and/or employee premium contribution in employment contracts and in employee communication materials.
  • Ensure any decision to reduce or eliminate benefit coverage is legitimate and well-reasoned.
  • Consider "grandfathering" benefit coverage levels for current employees and only apply benefit coverage changes to new employees.
  • Give employees reasonable notice of any change.
  • Take steps if an employee rejects the proposed reduction or elimination by clearly explaining the consequences of not accepting the change and respond accordingly.

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