MUHAMMAD FAISAL BIN AHMAD FADZIL

2018673888

HUMAN RESOURCE STRATEGIES TO MANAGE CORONA VIRUS IN THE WORKPLACE

The ongoing Coronavirus or COVID-19 pandemic swept the world in a matter of weeks, drastically
changing the lives of millions. In these difficult times, many businesses are struggling to keep their doors
open and all must find ways to keep themselves safe from the virus while maintaining their economic
standing. This pandemic has been given a big impact for all sector in the country especially in business
sector when the government make a big decision to have a Malaysia Movement Control Order (MCO)
to break the chain of the virus. The days ahead will present some of the most difficult human resource
management challenges of this time which include maintaining aspirations of employees in order to
preserve employee’s job satisfaction and motivation. However, for some organization have Human
Resources strategy planned to counter this issue and avoid productivity loss. Organization that well-
prepared and act fast upon the issues will maintain organization efficiency while prepare their employee
to going through this movement control order and still become a productive member of the organization.

Employers in Malaysia are under a legal obligation towards its employees to ensure a safe and healthy
workplace. This obligation is provided under common law as well as under section 15 of the
Occupational Safety and Health Act 1994 ("OSHA”). OSHA further imposes an obligation on employers
to formulate a health and safety policy at the workplace. A failure to comply with the obligations under
the OSHA will constitute an offence which is punishable with a fine not exceeding RM50,000 or
imprisonment up to two years or to both. It is important for employers to devise a policy or action plan
on measures that it will implement to prevent, mitigate or deal with the Coronavirus outbreak. The
organization should cooperate with the authorities from the Ministry of Human Resources or Ministry of
Health if needed, in the investigation of employees suspected with Coronavirus. The organization also
suggested to provide adequate facilities for employees to practice good personal hygiene such as hand
soap and alcohol-based hand rubs and ensure that common areas such as lifts, reception counters or
door handles are cleaned and disinfected regularly to avoid any infection also to increase employee
sense of security and motivation to work.

Human Resources departments of organization across the world have been forced to adjust their
approach and focus more on short-term tactical tasks to deal with the virus outbreak. Central to a strong
leadership response is communication and decisive action, both to inform employees of changes in
policies and to reduce fear and anxiety on the issue. Be prompt, accurate, and honest in your
communications to avoid any issues from arise on later day. Inform on outline the measures you’re
taking and why you’re taking them. Send an email to reassure employees you’re paying close attention
to the virus and it’s spread hazard. Explain the precautions organization taking to keep the workplace
and employee safe. For example, employers must ensure that employees returning from countries with
Coronavirus cases such as China, Hong Kong, Japan and Singapore undergo immediate medical
examinations by registered medical practitioners, the policy need to be fully communicated and
understand by the employees.

Employers would be within their legal rights to curtail and restrict business travel of its employees.
However, the question that arises is whether it can implement a policy to curtail private travels of its
employees during their private time. From the employment law standpoint, employers cannot regulate
the private activities of its employees unless such activities may potentially affect the image, reputation
or business interests of the employer. Given that private travels of employees to countries affected by
coronavirus may potentially affect the health and safety of other employees at the workplace upon their
return from such travels, employers have a strong case to argue that it has a legitimate right to curtail
and restrict non-essential private travels of its employees. In addition, employers should also be
circumspect in sending employees abroad for work to countries affected by the coronavirus. An
employer’s duty to provide a safe system of work is a fluid obligation and if sending employees to
affected countries would expose them to health risk, employers would potentially be in breach of such
duty.

The financial impact of the coronavirus to the business and economy of the country has not been
assessed. However, in the event that the outbreak results in a downturn in business, employers may
have to re-evaluate its business requirements and comply with the necessary retrenchment law if there
is a need to reduce manpower. As far as terms and conditions of employment are concerned, employers
are not permitted in law to reduce salary or benefits unless the consent of the employees or trade union
are obtained. To avoid high productivity loss, organization can introduce work at home or remote work
system which can maintain employee engagement even on Movement Control Order.

The escalating impact of coronavirus is expected to continue to cause profound workplace challenges
and hence it is important for employers to adhere to its legal obligations and best practices formulated
by the authorities assist by Human Resource Department to ensure employees safety and organization
productivity. All should remember that the outbreak will pass. How will employees and customers
remember your businesses, Organization need to be resilient, prepared, and adapt to the changes on
the world to become a leading organization.