It’s astounding
Time is fleeting
Madness takes its toll
But listen closely
Not for very much longer
I’ve got to keep control
These are challenging times for HR departments. Governments are responding to the pandemic in various ways, and as many countries are now dealing with a second wave, there are likely to be more changes to payroll, absence, and time and attendance rules.
Let’s take some examples from the UK from earlier in the year, when the first wave hit. Replace UK with your country.
- Statutory sick pay. In March the UK PM announced, ” I can today announce that the Health Secretary will bring forward, as part of our emergency legislation measures, to allow the payment of Statutory Sick Pay from the very first day you are sick instead of four days under the current rules.” see details.
- Leave carry over. The government has passed new emergency legislation to ensure businesses have the flexibility they need to respond to the coronavirus pandemic and to protect workers from losing their statutory holiday entitlement (The Working Time (Coronavirus) (Amendment) Regulations 2020, laid before Parliament on 27 March 2020). These regulations enable workers to carry holiday forward where the impact of coronavirus means that it has not been reasonably practicable to take it in the leave year to which it relates see details.
- Claiming back SSP. Coronavirus Statutory Sick Pay Rebate Scheme to claim back employees’ coronavirus-related Statutory Sick Pay (SSP) see details.
Did your vendor proactively let you know about the change in regulation, and provide you with the necessary product configuration changes, ideally via the product release process? For instance, a weekly product update. The vendor has excellent advice on their community about how to deploy and configure the rules. If so, well done vendor and well done for picking them. 2 points.
By reading the product documentation and working with a consultant to configure the product you were able to make the product meet the new requirements. It took some time to getting it working. That’s okay, but your vendor could do better. 1 point.
You had to extract some data from my system into excel and do the calculations there. And then send the excel to the payroll vendor and hope for the best. You probably shouldn’t be using that vendor to manage your leave and absence processes. 0 points.
For those of you that recognized the lyrics, double your points.
If you can get your vendor to do the dance, triple points.
