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SINGAPORE : Tripartite partners - the government, employers and labour movement - have revised and expanded the Tripartite Advisory on Workplace Measures to Tackle Influenza A (H1N1-2009).
The advisory was first issued on April 30 to slow down the spread of the H1N1 flu, and minimise the impact on businesses and workers.
The revision by the Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF) / Singapore Business Federation (SBF) and the National Trades Union Congress (NTUC), came after consultation with the Ministry of Health (MOH) in the wake of the recent announcement by MOH on the gradual transition from containment to mitigation approach.
To minimise workplace disruptions, employers should closely monitor H1N1-related developments, and follow travel and health advisories provided by the government. The advisory said the information, which can be accessed at www.moh.gov.sg or www.flu.gov.sg, should be communicated regularly to employees.
Employers are also advised to start planning early to ensure that disruptions are minimised and that their businesses remain viable during this period, and prepare themselves to implement their business continuity plans.
Furthermore, employers are strongly encouraged to implement infection control measures at the workplace. These include maintaining environmental cleanliness to minimise transmission of the virus - including frequent disinfection of common areas - and advising employees to maintain high standards of personal hygiene at all times.
Those who have flu-like symptoms should be asked to seek medical help, in accordance with the latest MOH advisories.
In the event that travel to countries with sustained community transmission of the H1N1 flu is unavoidable, employees should take precautionary measures, such as avoiding crowded areas and contact with anyone who appears unwell.
If Home Quarantine Orders (HQOs) are served on persons by the MOH, the advisory recommended that the period of absence from work be treated as part of the employees' hospitalisation leave eligibility under their employment contracts. This means that those absent from work due to HQOs should still be paid their salaries.
For employees who have used up their hospitalisation leave, companies are urged to exercise flexibility by granting additional paid hospitalisation leave as the employees concerned may face financial hardship during this period.
The guidelines also called on employers to be flexible in allowing employees who need to take leave to take care of family members affected by H1N1 measures - they could be allowed to take annual leave, childcare leave or unpaid infant leave. For those who have used up their leave entitlements, employers could consider granting them no-pay leave.
To minimise work disruptions, the advisory said employers could arrange for telecommuting and remote communications access systems - such as teleconferencing - to allow their employees to work from home.
Employers are encouraged to be flexible and considerate towards the needs of their employees when implementing such arrangements.
On their part, employees should also cooperate with the company so as to minimise disruption to businesses.
- CNA/al
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