The Department of Homeland Security (DHS) developed a booklet for small businesses, entitled “Planning for 2009 H1n1 Influenza “A Preparedness Guide for Small Businesses”  to encourage businesses to develop a written plan to assist businesses through a possible H1Ni epidemic.  In the Guide’s introduction, Janet Napolitano, Secretary of Homeland Security, writes:  

“Small Businesses are often the backbone of private sector industries and their local communities.  With this in mind, we must partner to ensure the wheels of the nation’s economy continue to turn, even if faced with absenteeism, restricted services, and supply chain distributions. If prepared, small businesses can keep their doors open and our nation’s economic health and security resilient.”

Tips for Small Businesses Facing a Pandemic

DHS shared some of the following tips for small businesses, facing a pandemic:

• Examine leave, telework and employee compensation policies:

Some policies to consider include the Family Medical Leave Act (FMLA) and the American with Disabilities Act (ADA.) Additionally, employees should develop policies that encourage sick employees to remain at home or to work from home, without the fear of repercussion.

• Identify a Workplace Coordinator:

Name someone who will be responsible for handling all H1N1 issues.  That person should be the first point of contact for all employees who might need to report any contact with someone else, exposed to the H1ni virus.

• Share your plan with employees and ensure employees understand proper procedure:

Communicate your plans with your employees. It might be a good idea to gather your employees and explain the policies and procedures to them, in person.  In the process, you can answer any questions asked.

DHS’ Guide concludes with a Q & A and an additional resource listing  for small businesses about the Influenza virus. The Q & A might be useful to assist employers in anticipating any questions.

Conclusion

It’s important to have a plan in the event of a H1N1 breakout.  My son had a H1N1 emergency at his daycare and,at the time, the school wasn’t prepared.  They reacted by closing for several days and encouraging all sick children to remain at home.  Keeping my son at home affected my ability to go to work.  My company had an Emergency Communication plan, which not only required me to reveal my son’s exposure to the H1N1 virus, but I also had to remain at home for three days.  During my absence, I had the option to work from home.  

If you would like more information about developing policies to protect your workforce, in the event of an H1N1 occurrence or any other pandemic, please feel free to contact us.

Working Mother magazine named the best U.S. Companies for working mothers.   Despite the economic climate, some companies have decided to continue to support family-friendly programs and in fact, some companies have allocated more money than previous years to support their family- friendly programs. Such a gesture makes quite a statement on those working moms, seeking employment.

Some of companies named as the top supporters of family-friendly programs are Deloitte LLP and Ernst & Young of New York,  IBM of Armonk, NY, PricewaterhouseCoopers of New York and Abbott Laboratories of Illinois. The companies, mentioned previously, as well as the others featured as the top 100 companies, share benefits such as the option to telecommute (100 percent), job sharing and backup childcare options (and we all know that sometimes your primary child care option fails.)

Additionally, leaves of absence policies were high on the list of priorities for the top named companies.  Several companies provide paid maternity and paternity programs as well as flexible return-to-work policies,  allowing parents to gradually re-enter the workplace.  Some companies provide a greater benefit to the Federal Family Medical Leave Act (FMLA), such as a paid maternity leave benefit.

Small businesses should consider incorporating family-friendly programs into their employee benefit programs and policies.  Family-friendly programs may assist employers with retaining talented employees in the long-run.  The most difficult and stressful time for a new parent can be re-adjusting to work life while handling parental responsibilities at home.  Before my son’s birth, my mother convinced me that my baby would sleep through the night at the age of 3 months.  Needless to say my little night owl didn’t start sleeping through the night until he was 1!  Can you imagine what a walking zombie I was, strolling or dragging myself into the office with only 3 hours of sleep! I would have probably been more productive, during those early years, if I had more flexibility in my work schedule.