Covid 19 hr guide learnings and good practices

Covid-19 HR guide – learnings and good practices
1. Remote leadership and communications (tips, recovery, remote apathy)
2. Occupational health and safety responsibilities and corona (obligations, corona guidelines, insurances, GDPR, etc.)
3. Adjustment situations and change leadership (temporary changes to law are no longer valid)
4. HR team’s tips and useful links

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HR guide for the corona time – learnings and good practices
We received compliments from our customers about the HR guide we published last spring for the corona time. At the time, we talked about
culture, communication, and adjustment measures as well as the temporary labour legislation amendments. The corona time continues. It has
already changed the working life and will certainly continue to do so in the future too. We know that remote work is here to stay, and it will affect
many HR practices, especially building and developing culture.
During the corona time, it is the everyday leadership that is of great importance – what kinds of remote work practices we create and how we are
present tell a lot about the organisational culture. We need to make sure that everyone knows the direction and goals, and at the same time, take
care of employee wellbeing and ensure that everyone is actively involved in the operations. In addition, we also need to take care of complying
with all statutory obligations. All these go hand in hand.
Adjustment measures could not be and cannot be avoided, which also requires successful and timely communication. In communication, you
should use those channels that have been beneficial before and if needed, create new ones. Make sure that your messages reach all employees.

1. Remote work, leadership and communication
A couple of tips for remote leadership that strengthens trust
1. Listen and be present; ask and find out how people are really doing. This is of course more
challenging via video connection but worth it – and turn the cameras on!
2. Offer help; ask what you can do to help others succeed. Sometimes just talking is enough,
sometimes more is needed.
3. Make sure that the goals are clear and motivating, and that the communication
channels are known and in active use. In remote work, the importance of goals
and clear communication is even greater than usually.
4. Schedule time for meetings without an agenda;
You might be surprised what comes up in the conversations.
5. Take care of yourself; take breaks, eat regularly,
exercise, and sleep enough. Respect your free time.

Work-life balance in remote work
• The importance of recovery is emphasized at a time when you may not notice the boundaries between work and free time.
• None of us are safe from the possible remote apathy – supervisors and top management also need to remember to take care
of themselves and not just others. By helping yourself as a supervisor, you are also helping others.
• Supervisors’ work has changed and requires learning new things, such as communication and IT skills.
• Adopting new technical equipment rapidly can be burdensome for some, so ensure your own and your employees’
competence level. Help and support.
• Regional and national restrictions and recommendations affect companies differently and it is good to consider them in
communications and guidelines.
• Make sure that everyone’s different kinds of situations at home are taken into consideration according to your company
values and also review and possibly adjust your guidance regarding working time, working equipment, benefits etc.
1. Remote work, leadership and communication

1. Remote work, leadership and communications
Tackle remote apathy
• According to studies, remote work is generally perceived as a positive thing.
• The word apathy is in fact not related to remote work itself but to being distant from the normal working
environment where we normally have variability and social relationships. This feeling is what we call remote
apathy.
• No one is safe from remote apathy but, in general, young people and those living alone are at risk.
• Because of the distance, leadership requires closer follow-up: employees need to have clear, measurable goals
that are easy for everyone to follow.
• Employee wellbeing can be monitored with pulse surveys and you should react to the results if needed.
• Also ad hoc calls without a specific agenda work well and are a good way to ask how employees are doing.
• Now is a good time to reflect on what kind of feedback culture you have.
You can ask employees how, how often, and what channels would be good for giving and
receiving feedback. Be active as a leader and give feedback actively.

Tackle remote apathy
You can also learn self-leadership. Offer support for your employees in this and invest in your own self-
leadership. Here are some tips for getting started:
1. How do you start your day? Do you let e-mail guide your priorities by opening it first and
responding to the e-mails or do you take time to prioritize your work first?
2. Do you know how to say no? If not, it would be good to practice.
3. Do you schedule time for actually doing the work, or do you only mark the deadline?
4. Do you take breaks? Very important for your wellbeing, to your brains, mind and body.
5. Do you know the best ways for you to recover from work?
• Do you take time for daily recovery?

Learn how we at Greenstep tackle remote apathy
1. Create boundaries between work and free time at home
• Create a transition, e.g.
• Change clothes
• Take a walk
• A song / e-book
• Put your workstation / office out of sight
2. Be active and go outdoors
• Take advantage of daily household chores
• Walk when you have a call
• Take walking meetings
• Increase exercise gradually – do not increase exercise too fast
if there hasn’t been much exercise before

3. Eat regularly and get enough sleep
• Remember lunch every day!
• Prepare food more at once to make heating easy
• Schedule lunch if it’s otherwise hard to remember
• Sleep is needed every day of the week – weekend is not a substitute for weekdays
4. Optimize communication
• Cameras on whenever you talk to a colleague or team!
• Emotions are contagious – smile in a meeting helps a colleague as well
• Joint lunch breaks or taking other breaks with colleagues
• Share a few words about how you are doing whenever you are in touch with a
colleague

5. Plan your day and take breaks
• Schedule beforehand – take time for also other things than just
meetings
• Make work visible -lists
• Do the most difficult things first – they put the most strain on your brain
• Respect your own and colleagues’ schedules
• Test different working time management techniques (e.g. Pomodoro)
6. Try something new every day
• Prepare food that you haven’t made before
• Wear ”non-standard” clothes on the workday ☺
• Evening tea/coffee/cocoa to the thermos and out!

The law requires to act
• Workplaces are different. In some companies the entire
personnel has worked remotely for almost a year now,
and in some companies, presence is required in which
case the work-related risk for Covid-19 exposure is
greater.
• It is the responsibility of occupational safety to update the
risk assessment according to the company’s situation and
consider the factors that may affect employees’
coronavirus exposure.
• Occupational health care can advice on how to
protect employees who belong to a risk group
• Tyosuojelu.fi and ttk.fi are great information sources
regarding the responsibilities and how to act
• Remember to inform your employee about the corona
guidelines regularly as well as through different
channels. Tips on the content of the instructions on the
next page.
2. Occupational safety responsibilities and corona
Important statutory requirements:
1. Update the risk assessment to reflect the current situation in the
workplace and in remote work
• The risk assessment must take into account e.g. the nature of
work, the regional infection situation, the possibility for remote
work, the number and duration of close contacts, and the
possibility to use personal protective equipment
• The need to travel and the resulting risk of infection must also be
considered
• THL has written guidelines for safe working at the office and what
specifically should be considered in the occupational safety risk
assessment: https://www.ttl.fi/en/fioh-guidelines-for-workplaces-
to-prepare-for-the-coronavirus-epidemic/
2. The employer must keep a list of employees who have been
exposed to coronavirus or other hazardous biological factors at work.
This applies to all industries.
3. The act on occupational safety and health requires that employer
takes initiative to reduce the risk caused by workload factors.
It is important to prevent harmful workloads and not just react to the
consequences that have already occurred. The psychosocial stressors
refer to factors related to the content and organization of work
and the social functioning of the work community.

• Write or update guidelines and ensure that all
employees know how to act in each situation and where
to find the instructions and guidance.
• Follow the instructions of the authorities regularly
(weekly) and consider possible regional differences.
• Remember to communicate regularly, in all the
necessary languages.
• Engage supervisors. (Remote) team meetings
and/or morning coffees are excellent ways of
reminding about the company’s corona guidelines
and practices, as well as to discuss any concerns.
It’s good to communicate regularly at least about the following:
• Remote work (does the accident insurance cover remote work?)
• Working at the office – if allowed, what should be considered
• Travelling for work
• Exposure (own or family member)
• Taking a Covid-19 test, where and how (is the testing included in
the occupational health care agreement?)
• Illness (own or family member)
• Self-quarantine
• Quarantine imposed by the authority
• Illness / quarantine of a child
• Travel policy
• Company sick leave policies
Note!
• What are the practices for working with customers?
• What are the practices for other visitors at the office?
Internal communication and instructions are important

Examples of practices
• Many workplaces haven’t prohibited employees from working at the office but there are detailed instructions to prevent infections.
• Just like everywhere else, it is of high importance to adhere to the 2-meter safety distance at workplaces whenever possible, wash hands
frequently, use hand sanitizer, and maintain good hygiene.
• If an employee feels sick or any of the symptoms that are typical for corona virus, the employee should stay home. This applies also if
there is someone with symptoms living in the same household.
• It is recommended to take the corona test with low threshold (either the employer pays for the test through occupational health care or
the employee is guided to the public sector), and the employee should not come to the office before a negative test result.
• The employees are recommended to avoid public transportation and the employer may offer face masks to the employees.
• Team meetings should not be organized face to face unless being outside, if the team size is more than 6 persons.
• The same practices and guidelines apply with customers and other visitors at the office.
Note!
GDPR matters need to be considered
carefully – more details on next page!
Internal communication and instructions are important

• Health data is specific personal data, and the information needs to be
protected with particular care.
• Information that a person has become infected with the coronavirus
is such health information.
• Belonging to a risk group of the coronavirus is also health
information if it is handled to assess health status.
• In addition to the general EU data protection regulation, the processing
of employees’ personal data is subject to the act on the protection of
privacy in working life.
• The infectious diseases act and other legislation related to occupational
safety may also be applicable.
• Health information may not be disclosed to third parties without the
express consent of the employee or other legal grounds.
The employer is bound by professional secrecy about the employee’s
health records.
Note! If an employee is diagnosed with a coronavirus, the
employer may not, in principle, name the employee.
• The employer can generally inform other employees about
the infection or possible infection and instruct them to work
from home.
• The infected person can tell others about their coronavirus
infection or exposure. The information can also be shared
upon request. If the questioner doesn’t record the
information, the data protection law does not apply to the
situation
Privacy policy in working life and corona

In adjustment situations, communication and acting according to the company culture is crucial.
Especially if larger adjustment measures need to be taken, your employees will most certainly be concerned – concerned for
the shared future, for their own workplace or for a colleague.
• This concern is important to address and must be considered in all actions and communication.
Bigger changes will affect the employees for several months and the more you are able to communicate about them regularly
and in a timely manner, the more sustainable foundation you will build from now on.
Communication and leadership are important at all times, even as the situation improves or after larger adjustment measures
have been taken. Remember to still communicate regularly, as if the communication stops, it will cause confusion and
unnecessary speculation.
It is important to be actively (virtually) present and make the future as concrete as possible.
Let’s face people as people and not just fulfil the requirements of the law.
3. Adjustment measures and change leadership

In case of facing the need for personnel adjustments that could result in
terminations, lay-offs, or changes to terms of employment of one or
more employees due to economic or production related grounds, it is
important to remember the following factors
• A company that regularly employs more than 20 employees must
comply with the act on cooperation within undertakings
https://www.finlex.fi/fi/laki/alkup/2007/20070334
• The act obligates the employer to arrange employee cooperation
negotiations before any decisions are made that might have an
impact in employments.
• A company that regularly employs fewer than 20 employees does
not need to comply with this act but can operate through streamlined
adjustment procedures.
• Employment contracts act:
https://www.finlex.fi/fi/laki/ajantasa/2001/20010055
Facing personnel adjustment measures?
• The cooperation negotiation proposal is submitted to TE
office at the latest when the negotiations start.
• Cooperation negotiations must be conducted for a
minimum of 14 days, when the planned terminations,
lay-offs, or employment term changes apply to less than
10 employees or the lay-offs last for a maximum of 90
days and apply to at least 10 employees.
• The employer must comply with the 14-day
negotiation time even if the measures appy to one
employee only. If the employer estimates that the
lay-offs would last for a maximum of 90 days, the
negotiation time is always 14 days regardless of to
how many employees the lay-offs would apply.
• The negotiation time is 6 weeks if the considered
terminations, lay-offs of more than 90 days, or
employment term changes apply to more than 10
employees

Lay-off means that the employer temporarily suspends the contractual work and
salary payment. Otherwise, the employment remains in force.
The employer can lay off an employee on two grounds:
• The employer has an economic or production related reason to terminate
the employment contract – the lay-off may be made for an indefinite period.
• The employer’s potential for offering work has diminished temporarily – the
lay-off can be made for a fixed term period of up to 90 days. New cooperation
negotiations must be conducted if there is a need to continue the lay-offs after
90 days or there is a need for terminations.
Both scenarios require that there is no other work or training to be offered to the
employee.
Lay-offs for economic and production related reasons must be notified to the
employees according to the notice period:
• The lay off notice must be given no later than 14 days before the start of the
lay-off
• Note! Also check the applicable collective agreement to see if the
notice period has been agreed on differently.
Note!
• In case of full-time lay-offs, the benefits are also generally
cut off (telephone benefit, lunch benefit, car benefit etc.)
• In part-time lay-offs, benefits often remain valid at least
according to the part-time hours.
Employees with fixed-term contract cannot be laid off, unless
they are substituting for a permanent employee.
Remember the protection for shop stewards and occupational
safety and health representatives.
Lay-offs

• The negotiation proposal must be submitted no later than 5 days
before the start of the co-operation negotiations.
• Co-operation negotiations must be conducted for a minimum of 14
days and a maximum of 6 weeks (see page 15)
• The negotiation can be shorter upon agreement
• The cooperation negotiations have a starting meeting, a needed
number of meetings to fulfil the negotiation requirement, and the
ending meeting.
• The cooperation negotiations include discussion on the grounds,
personnel effects, alternatives, and the plan/principles supporting
re-employment.
• The notice periods can vary from 14 days to 6 months, according
to employment agreement and collective agreement.
Note!
Remember the obligation to offer alternative work
and re-employment obligation for dismissed
employees if you are planning to recruit new
employees.
Remember the protection for shop stewards
and occupational safety and health representatives.
Terminations

• The cooperation negotiations, as the name implies, are all about discussing the current situation
together. The more we do together through open discussion the better the outcome there will
be, no matter what the situation is.
• Keeping track of employee wellbeing, e.g. through pulse surveys and joint coffee breaks, is more
important than ever in this situation.
• You can use your company’s values as the basis of your communication and mirror each message
and action to the values.
• Communication is really important – whether it’s repeating the old, telling something new, or
building a sense of togetherness.
• When there is a need for adjustment measures, remember to highlight
the human aspect in your communication instead of the
“by-the-book” actions (though this can’t be forgotten either).
In adjustment measures, the company’s culture and values are weighed

1. Invest in internal communications: repeat and make sure that the
message is received.
• The most important thing is to ensure that the organization’s direction
is clear to everyone and that important messages are easy to find. In
this way, everyone knows what is expected from them.
2. Ensure and enable recovery, for yourself and the entire organization.
• Support, act as an example, and focus on clear leadership,
managerial work, and jointly agreed practices and policies. Clarity
creates wellbeing.
3. Focus on feedback culture:
• Thank often. Thanking improves wellbeing and reduces conflicts.
• Feedback culture is one of the most important elements of culture,
including intervening in unwanted actions or behavior. If we don’t
intervene, we accept.
4. Be truly present. People value humanity.
To conclude, our HR-team’s tips & some useful links
Useful links:
The Finnish Institute of Occupational Health's guidelines
for corona time
Coronavirus update by the Ministy of the Interior Finland
Coronavirus instructions by the ministry of social affairs
and

Kati Tuovinen
• kati.tuovinen@greenstep.fi
• 050 306 6770
Thank you! Our Greenstep family of 400+ professionals supports you also during Covid-19.
If you need additional support for example for your corona guidelines, occupational health
and safety responsibilities, internal communication, lay-offs or cooperation negotiations, our
HR team is ready to help you as an hourly work, project work, or part-time collaboration.
hr@greenstep.fi

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to back our clients up with clarity,
so that they can build the businesses of
the future.

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