Thanks Peter!

Thanks for your thoughts!

Hi Andrew,

Yes it is very busy though my concern is to be able to provide a formal platform for employee input. In your opinion, would daily staff briefings suffice to meet the requirements of the legislation? These also would not likely be minuted or recorded in any way as to be able to prove of the topics raised and discussion had.

Nadine

Hi Michael,

My thoughts on your questions....

Now:
- ensure PPE is available. As with what Sheri has noted, I've read as well masks aren't effective, however if they feel better wearing one, then why not? This does mean though that they would be worn all the time, not just when interacting with someone they think is from China to avoid xenophobia. Gloves, and min 60-70% alcohol based hand sanitizer are made available.
- fully stocked hand wash stations, and training on how to wash hands properly - sounds silly maybe, but necessary!
- what is the company policy on sickness?
- .... on company travel for the foreseeable future?
- .... on returning from personal travel? Ie: if someone returns from overseas and needs to be quarantined, do they take sick leave?
- what will the policy be if someone is in contact / close vicinity of someone who has the virus in NZ? (no cases in NZ as of yet, but MOH is saying it's only a matter of time)
- create a pandemic plan

With regards to overreaction:
- source your information from WHO and NZ Ministry of Health (they are the experts). Ensure to note the reference and date of the information in all communications to help with employee reassurance.
- communicate these updates to all employees on a regular basis - ie: each Monday they can expect an update (at minimum)
- owners / decision-makers / crisis team / WHS leaders meet on a regular basis to put into place a business continuity plan (drop in business, reduced hours for workers, possible difficulty obtaining resources/equipment). Communicate these meetings are occurring to help to reassure employees there are plans being put in place. Communicate details as appropriate.
- encourage leaders to stay calm and lead by example

With regards to xenophobia:
- what is your company's discrimination policy? diversity and inclusion policy? Bring these to light again noting WHY they are important, focus on the facts of the Coronavirus situation in NZ, the risk to employees of contracting the virus, what risk management is in place, etc. then set the expectations and consequences for breaching policy.

Nadine