Small firms urged to think about introducing a HR recovery plan
"Firstly our thoughts go out to all the families touched by the terrorist attack in the US”, Done continues, “it is important that small businesses introduce emergency measures to take into account the welfare of both their employees and business. Small businesses within the UK need to take precautions. There are a number of measures they need to think about. Firstly, health and safety of workers is absolutely paramount. Ensure workers know about emergency procedures and evacuation plans. Small employers need to ensure these procedures are put into practise. Introduce a back up emergency meeting point in case your normal location is unable to be used due to health and safety hazards Employers need to ensure that they have an up to date list of contact names for employee’s families in case of such an emergency. It is always important to ensure that you have a backup of all your employee details, in case you experience a complete wipeout of computer records. Small employers need to ensure that these records are kept separate to the main place of work".
Peninsula also believe that it is important that small employers revise their employee contracts to take into account all necessary precautions. “Contracts of employment and employee handbooks need to take into account any contingency plans you intend to adopt. Introduce into contracts, that should there be relocation, it is expected that employees will have to make the move. Make sure that workers sign to understand what this means. Relocation takes many forms, ether overseas or a significant distance from the original location. As an employer you may need to assist with relocation fees for your workers. This sometimes can be difficult for a small business. It is important for both you and your workers to introduce an emergency recovery plan. As a small business you will need all the assistance from your workforce. Planning at times like this is essential.”
Done emphasises that losing staff in such an incident is much harder for a small business, “if a larger business loses five employees, the reality is not as harsh as a smaller business. For a small employer those five workers may prove to the most crucial. It may be much harder for the small business to recover. In addition if an employer loses their place of work, where does he go, what is he expected to do? It may be difficult for a small business to relocate after such an incident. Small employers need to plan in advance. Consider where you would operate your business, for a small business this could prove to become a major issue.”
Done, also talks what help small employers should give their workers, “employers need to give their workers as much assistance from the moment any incident occurs. Although not compulsory, employees will appreciate in time of need, any help an employer can provide. I am sure the human aspect of such incidents will be an employer’s priority in light of any incident.” Done states that it is important after any such incident that workers know how to proceed, “a central resource is needed in this form of situation. Small employers need to consider setting up a central telephone number or become based in a central location in order for employees to keep up to date with developments. It may be based for the owner manager to provide workers with a mobile number in case of such an emergency. Employers need to be active in ensuring that they keep in regular contact with workers and keep them up to date as often as possible.”
This document is for general guidance and research purposes only, and does not purport to give professional advice. Please check the date at the top of the article; the Workplace Law Network retains historic articles for general research.
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