Where to start: a quick guide for employers following Cyclone Gabrielle
The events of the past week have devastated many regions across the North Island. Many businesses are now starting to regroup and pick up the pieces. It can be hard to know where to start. We wanted to put some key points together that are concise and helpful.
If you would like anything clarified, you are welcome to reach out to the RYHR team via email or phone (at no cost). We are more than happy to support.
Check in with your team and keep up the communication | kōrero
Reach out to your people and make contact, if you haven’t already. Phone, text, email, bush telegraph, motorbike or car – use whatever means is available.
Regularly check they and those closest to them are OK (including animals), that have access to the essentials such as a place to stay, water, food and communications. See if they need help connecting with support.
Provide updates – brief is good – on their workplace, their colleagues, you, and what, if anything is required of them at this time. If you are unsure what to say, get in touch. We are here to help.
If you need a hand with contacting people, ask some of your management team or senior employees to step in. This job can be shared.
Can’t make contact?
Be patient in reaching your people. We know this takes time. We also know these are nervous and stressful times. Do the best you can.
If you cannot connect with team members, reach out to their nominated next of kin (this should be in their employee file - paper or online, or in someone’s phone).
If you are unable to confirm their whereabouts and safety, you can notify authorities, here.
If the team are talking, encourage them to keep to the facts and support each other.
Health and safety comes first
Whether people are helping to clean up or working a normal day, safety comes first.
Ensure your workplace is fit and safe for return.
Brief people on safety, including changes to their work environment and/or how they undertake their work.
Reiterate they need to speak up if they see something is unsafe.
You may need to provide additional PPE at this time, boots, gumboots, overalls, masks etc.
…and wellbeing | hauora
Everyone deals with disasters differently and things can be quite different on different days for different people. And that is OK.
Encourage your team to be there for each other (and you). A quiet moment, a hug or a cuppa. Just be there.
Stress for people and their whanau / families is indescribable. Behaviours will change.
Be aware of how things are at home. We know domestic abuse increases during these times. If they are unsafe at home, there are support networks in place (Women’s Refuge, Shine, It’s Not OK, Rainbow Youth, Shakti).
If you’re worried about someone, we encourage you to do something.
If you are unsure what to do or what to say, get in touch with us for guidance.
If someone needs professional support, these legends have stepped up:
Xero are offering free counselling to small business owners, employees and their families until 31 March 2023.
Gumboot Friday have free counselling available for people under 25 years and are working on initiatives for those impacted by recent events.
The legal nuts and bolts (in plain English)
We are sorry to say that cyclones don’t put a hold on your obligations as an employer. Much like we learnt from Covid, you still need to follow the law and meet your contractual obligations.
Your main contractual obligations are:
Paying your people.
Not changing their terms and conditions without consulting.
Following a fair process for any restructuring or redundancies.
There might also be options for taking various types of leave, paid or unpaid.
Check your employment agreements / contracts first. There might be a few options in there depending on your situation.
As yet, no decisions on wage subsidies have been published.
Employment New Zealand has put together useful information.
Be practical (as best you can) with leave and pay
Some or all of your team may not be able to work at this time, and leave may need to be used.
We are conscious of affordability for employers here. We know it’s a tough gig.
What do I pay people? Whether or not you should be paying your team depends on a few things and what is in your contracts / employment agreements.
Examples include:
Your business is closed and an employee cannot work from home because no one has power. An employer is obliged to pay their people unless you:
a. Agree a temporary variation with them (in writing); or
b. Have a force majeure/business interruption clause in your agreements and they apply to the situation. You might need some advice on how to apply these clauses.
The business is open and an employee is not able to work. Employee needs to take leave (paid or unpaid).
Your business is closed and the team are on site helping to clean up. Employees need to be paid for their normal hours of work unless you agree a temporary variation with them.
Keep checking in
Every day is a new day and can bring new challenges. Keep checking in with your team over the coming days and weeks.
Need a hand with the people/HR side of things (for free)?
With all the things an owner or manager is dealing with right now, if you need a hand navigating the people side of things, or just want to check you are on the right track, we are here for you. All silly questions welcome!
Phone: 06 213 7676
Email: hello@robynyoung.co.nz