With people across the globe looking to get back to their normal lives and return to work, there are multiple ways that COVID-19 may impact labor relations and human resources practices in the near future.
1. Organizing
- A major push from Unions to organize workers, particularly in the service industries covering essential workers
- Legislative changes that allow for organizing gig workers, including city/statewide jurisdiction agreements
- Increase organizing efforts for public facing employees (public and private sector)
2. Collective Bargaining Agreements
- Additional legislation/expansion of mandatory leave policies which will increase leave allowance in labor agreements
- Increased demand for severance pay for laid-off employees and extension of healthcare coverage
- Increased demand for hazard pay when required to work during a pandemic (when designated an “essential worker”)
- Consolidation of companies resulting in the need to merge workforces and labor agreements
3. Safety
- Push for health insurance that is not tied to employment
- Demand socially distanced workplaces including reconfiguring the workplace
- Emphasis on employer/union safety committees and contingency plans
- Demand for PPE to be stockpiled
4. Telecommuting
- Significant increase in number of workers telecommuting at least part-time
- Increased reliance on video and voice conferencing, including grievance meetings and negotiations
- Increased investment in technology to create “virtual workplaces,” including time and attendance systems