HR Discourse 03.21.2020: Dynamics of Working from Home / Looking after the Utility Guy

Disclaimer: This is a series of microblogs created on my Facebook profile during the start and peak of the Enhanced Community Quarantine. This represents my personal feelings and thoughts on issues that affected me the most. Pardon the grammar & poor sentence construction.

I am no stranger when it comes to working at home; I was a former ODesk now Upwork contractor for the past 3 or so years before going back to corporate. I am used to the routine of waking up in the morning and working remotely.

My work routine before, maybe by definition, an extrovert's nightmare because of little if not no interaction with employees you work for. But, I thrived. I came from a former company with a toxic environment (but that's another story to be discussed in another discourse) and I was so burned that I embraced this grind. Despite the difference, I can still earn decently (and in dollars) and provide for the family.

My WFH started last Tuesday. I have a laptop and access to our Cloud Server so that I can be productive as if I am inside the office. I answer emails and update files from the cloud. We conduct meetings via Microsoft Teams. But I also use Skype to call the other staff in the mornings for any discussion or updates from both end.

The only drawback is - like I said in my second statement - lack of interaction with your colleagues. You can talk to them directly if you hate emails; either by phone or go to his workspace. Sometimes, my boss forgets to notify me that there is a meeting invite just like yesterday which I do not take offense. Also, the usual internet bandwidth sucks big time especially when you need it the most. And the usual distractions in social media...hahaha.

But I also worry for my other staff, a Utility/Messenger who is currently on Forced Leave as a result. I made my stance that he must be paid even if he is not physically reporting. I also found out that he was not given the full leave of 12 days; so I audited his leave entitlement for the past four (4) years and managed to give him about 23 uncredited leave to cover for one (1) month.

I was able to convince the President for Philippine Operations and my HK HR Manager. We just need to make an agreement on how he should "pay" back the days we paid for but eventually it will work out for the better once we go back to then office after ECQ.

Three weeks to go and depending on our stubbornness or cooperation, the quarantine be lifted soon.