Company Covid policy: work and pay implications - my experience
Posted: Wed Sep 30, 2020 6:36 am
In July, my company forbade me from working when my young son had a fever above 37.5 degrees. I was allowed to work after my son received a diagnosis of gastroenteritis from a doctor.
I agreed that the company should be cautious during a pandemic and complied with the policy. Upon my return to work, I politely enquired whether I would receive kyugyo teate (special absence allowance of at least 60% of my regular salary) since I was fit for work but denied the opportunity to work. With another child on the way, I was fearful of repeated instances of minor illnesses of my children preventing me from earning my salary.
The company looked into the matter and recently changed their policy. Now, in instances where a cohabitant of an employee presents a fever or several other symptoms, the employee is asked rather than requested to stay at home if they think the symptom could put others at risk. Since the decision is with the employee, there is no special absence allowance. The company decided to retroactively pay the full salary of all employees (including me) who had stayed home without choice under the previous policy.
I'm just sharing this anecdotally; I haven't researched links to the law etc because in my instance I didn't need it; I just politely asked for clarification from my company of the pay details that went with their policy, and mentioned my fear of future instances of being prevented from working. As mentioned above, I'm pleased that my company takes Covid precautions seriously, and also that it takes staff concerns and pay seriously. I accept that Covid has thrown up difficult circumstances for employers and employees. I'm sharing in case others find themselves in similar circumstances.
I agreed that the company should be cautious during a pandemic and complied with the policy. Upon my return to work, I politely enquired whether I would receive kyugyo teate (special absence allowance of at least 60% of my regular salary) since I was fit for work but denied the opportunity to work. With another child on the way, I was fearful of repeated instances of minor illnesses of my children preventing me from earning my salary.
The company looked into the matter and recently changed their policy. Now, in instances where a cohabitant of an employee presents a fever or several other symptoms, the employee is asked rather than requested to stay at home if they think the symptom could put others at risk. Since the decision is with the employee, there is no special absence allowance. The company decided to retroactively pay the full salary of all employees (including me) who had stayed home without choice under the previous policy.
I'm just sharing this anecdotally; I haven't researched links to the law etc because in my instance I didn't need it; I just politely asked for clarification from my company of the pay details that went with their policy, and mentioned my fear of future instances of being prevented from working. As mentioned above, I'm pleased that my company takes Covid precautions seriously, and also that it takes staff concerns and pay seriously. I accept that Covid has thrown up difficult circumstances for employers and employees. I'm sharing in case others find themselves in similar circumstances.