Archived Insight | June 29, 2020
Organizations of every stripe — corporations, institutions of higher education, the public sector entities — are struggling to manage COVID-19’s disruptions to daily life.
We’ve created a series of COVID-19 response frameworks to help you prioritize your workforce responsibilities for today, tomorrow and beyond.
While some organizations rely on their business continuity plans and emergency response and disaster recovery processes, all appreciate, at one level or another, that this pandemic has raised issues not even the best-laid plans could have foreseen.Download Now
To help you prioritize the plethora of HR management and employee benefit issues the crisis has raised, we've developed this framework for colleges and universities to serve as a practical guide for your workforce priorities.Download Now
Public sector employers and plan sponsors are facing COVID-19’s profound disruption to everyday life often without much of a safety net.
Many public sector workers — including police, fire and other public safety officers — do not have the option to do their jobs from home.
These workers form the backbone of communities’ service functions, continuity plans, and emergency response and disaster recovery processes. Even as these services continue, it is clear that this pandemic has raised issues not even the best-laid plans could have foreseen.
Here's where we can help. This COVID-19 response framework serves as a practical guide for your workforce priorities.
Our framework consists of three interconnected stages that represent the time frames of an organization or institution’s response to the pandemic: now, soon and future.
The ambiguous nature of the time frames gives you the freedom to define the specifics appropriate for your organization or institution.
For example, priorities grouped in the “now” time frame might need to be addressed this week for a small start-up business, or this semester if you’re a large university.
Much remains unknown about the length of this crisis, but we’re already seeing it impact different industries and geographic areas in different ways, which makes any “one-size-fits-all” specific time horizon useless.
We also help you define success in meeting these priorities from the perspectives of three different stakeholders:
Successful HR management understands how to balance and address the different needs and perspectives of these three vital stakeholders.
You’re facing a variety of challenges, from adapting to new legislation to rethinking your remote work policy and more, but all of these issues have clear definitions of success.
This framework helps you recognize that success from the perspective of the three stakeholders (the enterprise, people, and the individual) during each time frame, as shown below.
Each phase identifies the key HR and benefit issues for you to consider, which fall into the following broad categories:
Have a question about a specific category? Get in touch.
This page is for informational purposes only and does not constitute legal, tax or investment advice. You are encouraged to discuss the issues raised here with your legal, tax and other advisors before determining how the issues apply to your specific situations.
Don't miss out. Join 16,000 others who already get the latest insights from Segal.