HR Discourse: Updates as of December 2020

(Photo Credits: CIPD)

It has been quite some time since I have made an update on what is happening from my end since my last HR Discourse. I want to let everyone know that I am doing ok and am now reporting at the office since my function is in support services and documentation requires it.

Here are some of the some of the updates from my end:

DISCUSSING THE GIG ECONOMY FROM MY STANDPOINT:

In October 2020, I was invited by Rhonadale Florentino, a good friend and HR colleague, to speak at her Society for the Advancement of Human Resources about my perspective on the Gig Economy and the HR practitioner's role in this not-so-new phenomenon.

I prepared the course material and delivered the presentation on a Saturday. Instead of presenting from the "comfort" of my home (which is quite noisy due to my neighborhood), I chose to go to the office (with my boss's permission) to conduct the broadcast.

I will discuss the role of HR and the Gig Economy in a separate post that I plan to write.

COVID 19 SCARE

Yes, you saw that right - our employees contracted COVID-19; some were detected as 'false positive-negative' during the rapid test done by our client in-house since they were already reporting in the office. After the results of the test, my HR counterpart informed me and immediately scheduled them to do the swab test. Thankfully, they were cleared of the said virus.

Last October, our employee for deployment to our mother company overseas was required to take the swab test. He needed to take the test within 72 hours - counting from the time the sample was taken up to arrival. He went to the office to have the appointment letter printed, and I interacted with him (and I got caught off guard without my mask because I was taking my lunch when he arrived).

He tested positive (asymptomatic) the following day; since I'd talked to him (less than 30 minutes) - I had to go on self-isolation for the next 14 days. After two weeks and a clearance from my doctor via telemedicine, I went back to work onsite.

The employee in question cleared 2 more swab tests and is now on overseas assignment starting this month. Frankly speaking, COVID-19 can be acquired anywhere, and you can either be asymptomatic or symptomatic. Also, even if you do not go out or go out with the precautions in place, you still may get it in one form or another.

OVERSEAS DEPLOYMENT/DISEMBARKATION PROCEDURES (FROM MY END):

As we discuss assigning employees to different locations, the deployment of staff to our parent company overseas has become more stringent due to the current pandemic. Hong Kong mandates that all incoming passengers, whether on official assignment or residents, undergo a swab test with ISO certification or at least one accredited by the DOH.

The swab test certification must be completed within 72 hours from testing to certification issuance and arrival. We have purchased tickets and secured hotels in the Philippines and Hong Kong. This process must be carefully synchronized to prevent any lapses, except in the case of a positive test result, which would halt all preparations.

If the test is positive, the employee must undergo isolation, telemedicine consultations with our accredited provider, and at least two swab tests. The first swab test is for clearance from our telemedicine doctor, and the second is for deployment. All costs are covered by the company. Currently, St. Luke's offers the fastest release of results.

Employees assigned overseas must undergo a strict 14-day quarantine after receiving on-the-spot swab tests sponsored by the government. They will stay in accredited hotels during this period. The swab test results will be released two to three days later, and once cleared, they will be allowed to go home, subject to their own quarantine requirements, hopefully not needed...

LABOR ISSUES

At present, I am dealing with two labor issues involving sensitive topics. Unfortunately, I can't fully discuss them to avoid potential cyber libel or upsetting Management if they come across this blog. I realize I may seem like an antagonist in this situation, but this is a typical occupational hazard for all HR Practitioners.

For the record, I understand why individuals approach Labor, and I cannot stop you from doing so. Additionally, before reaching any final decisions (or as I should state, difficult and painful ones), HR is involved to ensure every decision has a legitimate foundation. I offer sound advice and conduct diligence checks before recommending actions to Management regarding ethical decisions.

Ultimately, it is their choice whether to proceed with my recommendation, accept parts of it, or disregard it entirely.

Making such decisions is not easy; it personally troubles me because, in the end, people's lives are important. Any decision made has a lasting impact on their livelihood. They feel hurt and blame HR for the decision, believing I acted carelessly and accusing me of ignorance of the Law or not being a lawyer. However, I read the Labor Code, Implementing Guidelines, and supporting jurisprudences. I may not know everything, but I strive to stay updated regularly.

Frankly, someone harassed me months ago and attempted to record our conversation to portray me negatively (luckily, it wasn't worse). As I mentioned, you have every right to seek assistance from Labor, but resorting to such tactics is extremely rude and unprofessional.

NO CHRISTMAS PARTY THIS YEAR:

Christmas arrived much later than usual due to the pandemic. Reflecting on it, Metro Manila began decorating early to "save Christmas." Months ago, we chose to skip the traditional party. Management organized a Zoom town hall meeting, where some employees took part in a Christmas screen background contest. Most of the winners were from the Philippine group.

Initially, I suggested to my bosses that we add a small amount of money to each employee's personal account, but I decided to support the proposal to increase the budget for a larger Christmas Party in 2021.

The most important thing is that employees will understand this, given the situation we are all in. Safety comes first, above all else.

INCREASES IN THE CONTRIBUTIONS (?!)

The Social Security System and PhilHealth, two significant government agencies, will proceed with their planned increases (I anticipate hearing groans of discontent here...) in 2021. Pag-Ibig Fund intended to raise the current Php 100 (Employee/Employer share) by Php 50.00, but on September 14, 2020, they decided to postpone this increase to January 2022 due to the COVID-19 Pandemic.

For those who are self-employed, working on projects, or freelancing, the Employer Compensation Commission has announced that they will also include them and add Php 30 to the monthly contribution effective immediately. All these increases were planned before the COVID-19 pandemic. You can expect the increase in your contribution to be reflected in your 2021 payroll going forward.

More information (or a shorter, more user-friendly explanation) will be blogged here.

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WEBINARS & MORE WEBINARS!

This year, Learning and Development transformed, shifting traditional seminars and training from the boardroom to the digital space. Additionally, the cost of webinars became significantly lower or more affordable.

Besides paid webinars, numerous free webinar updates were made available online. I believe one of the "best things" resulting from the pandemic is the access to free HR information and updates.

I attended some webinars this year; however, I must admit that my dream webinar or course would be AIM's Chief Human Resources Officer Development Online Program. It's quite expensive (read: budget concerns), but the experience would be invaluable, and you gain automatic Alumnus status upon completing the course.

Thus, this is how my 2020 will conclude. I am hopeful for significant changes as we move into 2021. I wish everyone a good year ahead and hope this pandemic ends soon. Peace!

About the Author:

Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com