Increase employee productivity up to 23% while working from home
Business owners around the country are concerned with dramatically reduced productivity levels if they allow employees to work from home. The physical safety of employees is critical, and the livelihood of the business also matters.
Companies need to give employees the tools they need to work from home, but they also need to manage what people are doing on a daily basis. Also, the costs associated with telephone calls could quickly get out of hand.
Here are three ways technology will help get employees working productively from home…
1. Give employees internet quickly
A Zinia LTE device for employees who do not have internet at home is affordable and provides high speed Internet over the mobile network. It can also be setup very quickly.
2. Setup a virtual phone extension in a matter of days
Instead of reimbursing employees for “calls” they claim they made, give them a virtual extension. We can deploy virtual mobile app extensions quickly.
These link to a PBX brain separate to your current PBX. This can be integrated later should you wish.
Users call at VOIP rates with full PBX functionality, but most importantly the TMS allows you to control and measure calls made and received.
Zinia is fully prepared to assist with custom-prepared packages to suit all business as well as set up these products. Email the work from home team for more information [email protected]
3. Control remote security and measure productivity
Security and control is critical: Control access to business applications securely, manage what employees use the internet for and enforce your company policies.
Manage Productivity: Measure and report on employee Productivity on their laptops overall Microsoft applications. Have access to daily, weekly and monthly reports on the productivity of all your employees.
Measure trends and ensure remote performance doesn’t dip.
What are an employers’ duty to their employees?
The Occupational Health and Safety Act places a statutory obligation on employers to provide and maintain, as far as is reasonably practical, a working environment that is safe and without risk to the health of its employees.
This obligation can result in legal consequences for a company if no suitable and strictly-enforced policy is implemented to specifically deal with the Coronavirus.
In fact, a company could even be at risk of being found vicariously liable in the event that one of its employees who is a carrier of the virus interacts with a customer/client in the ordinary course of their employment and the company is found to have been negligent in detecting and/or curbing the spread of the Coronavirus in the workplace.
Companies must consult with industry experts, such as Andre Pienaar and Associates, to develop internal policies to ensure that their employees’ health and safety is, as far as possible, not compromised by this pandemic and that the company is adequately indemnified against any potential liability which may arise relating to the coronavirus within its organisation.
Can a contract be cancelled as a result of Coronavirus?
Contracts can be cancelled as a result of a Force Majeure event (“FM”) however, it must be established whether the current outbreak constitute a FM and certain factors need to be considered such as whether the contract between the parties contains a FM clause and if so, whether the precise terms of such clause determines a pandemic such as Coronavirus to be a FM event.
Typically, a party will have to show that: (1) an FM event has occurred and that it is beyond its control; (2) it has prevented, hindered or delayed its performance of the contract; and (3) it has taken all reasonable steps to avoid or mitigate the event or its consequences.
FM clauses typically contain very clear notice provisions that need to be followed in order to trigger an FM Event and as a result, one must ensure that correct and timeous notice is given in compliance with the contract. Accordingly, a FM Event does not necessarily mean the end of the contract but may provide for the suspension of performance for a period of time, rather than conferring an immediate entitlement to terminate.
For legal assistance and advise with respect to the consequences of COVID on the workplace, please feel free to contact Andre Pienaar of Andre Pienaar and Associates at [email protected]
June 4, 2017