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Presented by: Sarah Hunt, CPHR
Director, Human Resources, Training & DevelopmentTlicho Investment Corporation
August 26, 2020
Navigating the Spectrum of Human Resources
through a Pandemic
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Tlicho Investment Corporation• Engineering, Environmental &
Equipment Services– Road construction– Winter road construction– Remediation– Equipment management
• Retail, Motel & Property Management– Retail stores– Motels– Commercial/residential property
management/maintenance
• Forest Fire Management
• Site Services & Labour Management– Mine site operations– Wildlife monitoring– Road construction/maintenance
• Building construction– Commercial/residential construction
• Corporate Shared Services– Finance– Human Resources (HR)– Environment, Health & Safety (EHS)– Information Technology (IT)– Continuous Improvement
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Topics
• Employment impacts & legislation considerations– Layoffs/terminations– Pay & Benefits– Work schedules– Leave policies– Remote work arrangements– Recruitment
• Employee Health, Safety & Well-being– Mental Health & Compassion Fatigue
• Developing strong yet flexible plans • Staying informed & connected• Key considerations & opportunities
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EMPLOYMENT IMPACTS & LEGISLATION
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LAYOFFS & TERMINATIONS
• Short term and permanent reduction in headcount• Pandemic does not mean that legislation is thrown out the door or no
longer applies• Employment Standards Act (Sections 37-43)
– Temporary layoff– Termination – Notice periods/benefits provisions– Group layoffs
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LAYOFFS & TERMINATIONS
• NWT Human Rights Act– Protected grounds of discrimination
• Reach out and ask questions
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PAY & BENEFITS
• Changes to compensation (whether short or long-term)– Must be in writing/acknowledged by both EE and ER– If temporary in nature – ensure that is clear and follow up in writing when pay
reverts to normal– If unsure – consult an Employment Law lawyer or Employment Standards Officer
for guidance
• Changes to benefits– New COVID clauses (related to disability)– Breaks on premiums– Potential impacts to employees not actively at work
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WORK SCHEDULES/HOURS OF WORK
• Changes must be in writing• Employment Standards permit updating
– Averaging Permit– Extended Hours Permit
• Offering flexible work hours
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LEAVE POLICIES
• Some employers have re-visited their paid/unpaid leave policies– Vacation– Personal/Sick– Special leave
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REMOTE WORK ARRANGEMENTS
• Is it possible/practical?• Shift in mindset
– Remote working where possible now a widely-accepted alternative
• How do we maintain employee morale and build workplace culture in a virtual environment?
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REMOTE WORK ARRANGEMENTS
• Considerations:– Current infrastructure/IT– Home office set up (IT, ergonomics, cybersecurity)– WSCC legislation– Isolation and mental health– Communication– Productivity– The unexpected
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RECRUITMENT
• Some employers no longer hiring • Some employer’s hiring has sky-rocketed• Some continuing with recruitment as best as possible
– Finding talent– Video/telephone interviews– Territory entry self-isolation requirements– Employer exemption requests (essential workers) & WSCC COVID-19 Workplace
Risk Assessments– Mine-site pre-entry self-monitoring requirements– Employee onboarding and orientation
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EMPLOYEE HEALTH, SAFETY & WELL-BEING
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Safety
• Heath & Safety paramount– Statutory duty of care
• Proactive– WSCC COVID-19 Workplace Risk Assessments– Follow official public health and medical advice closely– Infectious disease policy– Honest communication – PPE– Signage
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Mental Health
• Mental toll of COVID-19 on employees– Psychological range of responses
• Common employee concerns– Risk of exposure– Childcare – Work hours– Survivor guilt
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Mental Health• Self-isolation fatigue
– Lack of connection– Loss of freedom– Yearning for pre-COVID life
>>>>>>>>>> leading to EMOTIONAL EXHAUSTION
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Compassion Fatigue
• The physical and emotional exhaustion experienced when engaging with someone in difficulty
• Emotional rollercoaster• ID your emotions• Create a boundary• Back to the basics
– Eat, Sleep, Move– Work Smarter, not Harder
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C.A.R.E
• Many leaders unsure of how to help a colleague or employee with a mental health issue
• Create Time and Space• Attend• Respond and Refer• Earmark
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PLANNING
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PLANNING
• Build contingency team early-on• Strong yet flexible plans (Phase-based)
– Phase 1– Phase 2– What’s next?
• Return to work planning & control implementation• Set the tone• Communication
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STAYING INFORMED AND CONNECTED
• GNWT & WSCC • Business/professional networks• Legal/legislation professionals and experts• Small city perks
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KEY CONSIDERATIONS & OPPORTUNITIES
• Reflection• Different outlook• Shifting the dialogue• Challenges ahead