The impact of the coronavirus on the workplace is unquestionable given the current situation. Given the measures adopted by the Community of Madrid and the Ministry of Health, we provide you with some recommendations. These you can follow are:
- Revision of the protocol for the prevention of occupational risks, reinforcing hygiene measures
- Review and update of security/contingent plans to provide continuity of service
- Limiting travel
- Limit/remove face-to-face meetings (teleconferencing)
- Encouraging teleworking
Impact of the coronavirus on the workplace.
In any case, we may encounter different situations from employees.
- Infectious disease and periods of infection:
- They will be considered as a situation assimilated to an accident at work, exclusively for the purposes of economic benefits. In accordance with RDL-6/2020 of 10 March.
- The date of the causal event will be that on which the isolation or illness of the worker is agreed. Without prejudice to the fact that the sick leave report will be issued after this date.
- Worker with symptoms:
- You must call 900 102 112 (medical assessment)
- If you are subject to sick leave/observation, please refer to your family doctor for sick leave information.
- Childcare for school closures:
- It is a parent’s obligation to care for the child. Therefore, the employee who has to take care of the child/children must prove this situation, which would justify their absence.
- This absence is treated as NON-RETURNED leave.
Alternatives
- Possibility of flexible schedules
- Taking turns or working a reduced schedule
- Working on alternate days
- Teleworking
- The hours/days not worked, can be accumulated in a bag of hours to be compensated with other periods of greater activity. They can also be considered as holidays.
- Other options:
- Reduction of working hours for temporary legal guardianship (minors under 12 years old)
- Reduction of ordinary working hours (over 12 years old)
These situations should all be documented in writing. Both the requests of the employees and the agreements reached between the parties.
Note
In the case of employees who choose to care for minors by taking unpaid leave, leave of absence or reduction in working hours, they must inform us within a maximum of 24 hours, so that we can document it. As well as making the corresponding communications to the General Treasury of the Social Security and SEPE (if necessary).
What we must take into account
- To be attentive to the instructions and recommendations of the Health Services, official communications. As we have recently recommended.
- It is recommended to prepare a documentary file with the incidents that may be occurring:
- Lack of supplies of products/medium-term forecasts
- Inability to sell services/products
- Any issue related to the disease and affecting your company
This documentary file may be required in the case of requesting compensation from your company’s insurance policy. In case of aggravation of the situation or any other type of assistance that may be established for this purpose. Likewise, this documentation will be required in the case of companies that are forced to activate other mechanisms such as an ERE/ERTE or other flexibility measures.
From Arrabe Integra we have activated the different mechanisms, to give him the service with normality.
As always, we remain at your disposal for any clarification you may need.
Arrabe Integra
Labour Consultant.
