Address Uncertainty: Acknowledge, Assess, and Analyze

By Megan G. Holstein, Esq.

SVP Absence and Claims Product
FINEOS Corporation

Amidst all the recent uncertainty and acts of nature — the COVID-19 pandemic, hurricanes, record-breaking wildfires, and extreme winter weather — one thing must occur: employers must plan. This planning should focus on flexing for uncertainty, also known as business continuity planning. In strategizing, essential considerations must include future disaster or public health emergency preparedness with remote work accommodations and flexible leave of absence. Indeed, an onslaught of recent legislation requires it.

COVID-19 isn’t the first time a crisis has required a shift toward telecommuting. Following the events of 9/11 and the subsequent anthrax attacks that forced many federal and New York offices to close, remote work became necessary. Many recent natural disasters, such as hurricanes and devastating wildfires, have additionally required remote work as a business continuity necessity. During such disasters, employers have found that granting remote work or leave as an accommodation could be necessary because:

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