3 Cs of Sick Time Planning: Creative, Considerate and Cost-Effective

3 Cs of Sick Time Planning During COVID-19: Creative, Considerate and Cost-Effective

Public and private employers have always had distinct differences in how they navigate workplace policies, compensations and supports around sick leave. These days, COVID-19 is adding yet another element to consider. If you are a full time federal, provincial or municipal employee at any level or you work for a large organization with comprehensive benefits, you already know you are entitled to a certain amount of paid sick leave each year. And, depending on what those circumstances are, you also may be eligible for further supports should your illness extend beyond your sick leave entitlements. In general, if you work for a public employer, you can rest assured if get sick you have a cushion and are “safe”

While the COVID-19 pandemic has impacted sick leave and compensation in all organizations, this blog focuses on smaller private businesses and employers who are now faced with the challenge of planning for and funding sick leaves amidst declining revenues and increasing staffing costs as they begin to reopen. With strict zero tolerance in the workplace for showing up with any symptoms of illness (WorkSafeBC), it is critical for employers to expect and plan for increases in sick leave before the predicted second wave of COVID-19 hits. In particular, this means contingency planning for the following areas:

1.     Funding for both sick leave and any extra coverage required to maintain services and outputs.

2.     Staffing substitutions (a.k.a. short-term, temporary succession planning) to ensure coverage at all levels and minimize disruption to core functions and services.

To ensure that your business or organization has what it needs to support staff who are sick and those still at work, let the 3 Cs of sick time planning inform your next steps. Because each workplace is unique, this is not meant to be prescriptive, but rather a guide to keep in mind when establishing what will work best for you.

GET CREATIVE

If you are a small business, you are well versed in the art of creative responses to problems, so don’t be afraid to get creative with your sick leave planning in the face of the pandemic. If money is already tight and you don’t have a policy of paid sick leave, push yourself to think outside the box.

For example, maybe you request an all-staff meeting to generate ideas on how you can all support each other when someone gets sick and is unable to come to work and together you come up with a list of staff who are willing to cover and be compensated in lieu time so that the staff member who is ill can continue to be paid. Many staff have fewer extracurriculars scheduled and may be more flexible than usual, so asking for volunteers who can swap shifts on short notice with others who fall ill is a good place to start.

BE CONSIDERATE

Next, ensure that all your planning is underpinned by careful consideration of the needs to have a safe, supported workplace for your staff and the needs of your organization to stay in business and resolve to get creative when it seems the two cannot be met simultaneously. Because they can. And they have to – public safety protocols demand it. Being considerate also means communicating to all staff that you have their backs if they think they are ill, no matter what it turns out to be in the end, and that you support and trust their decision to stay home always.

STAY COST EFFECTIVE

 The final C of getting really cost effective in your planning will also help to keep doors open and employees safe. Where can you cut spending in order to have extra sick leave funding available? Which staff members are willing and able to train in other areas now so that they can jump into different functions at times of need in the future? Do staff have other skills sets and experience already that enable them to pivot as/when needed, with no extra training required?

Something we have appreciated about our federal leadership during this time is how quickly it rushed to get financial aid to Canadians who needed it, stating that now was not the time to worry about that tiny minority of people who might abuse it. We believe all employers and managers need to take this same attitude toward sick time and leave in the workplace. We know people are going to need it, they will have to take it, and we must do everything we can to enable and support it. To best position yourself and your teams to weather whatever comes next, don’t wait – start planning now.