POWER OUTAGE POLICY

 

My thanks to a client who alerted me to a particular risk to business this coming winter.  As if things are not bad enough, is it possible that we may face power outages?  I immediately wrote to my professional body, the CIPD to ask if brains brighter than mine, are thinking about this.

Yesterday I saw this article and posted it https://www.peoplemanagement.co.uk/article/1802969/rolling-blackouts-does-hr-need-know  Some interesting insights.

If you have our post-pandemic contract template, it is likely that you have a clause relating to lay-off and short-time working, if you have agreed these terms, you might be able to exercise this right to deal with pay during power outages when people are unable to do meaningful work.  However, if you haven’t already agreed these terms with your people, you cannot simply impose them.

If you already have our employment handbook, you will have been offered the severe disruption policy, which foresees transport disruption and bad weather.  This policy can be easily adapted and communicated to include this latest possible business interruption topic. 

You will probably have a business continuity plan, which we would suggest you review to include this potential situation. 

The things to be considered might be:

  1. Health & safety – considering a range of scenarios, undertake a full risk assessment

  2. What equipment will go off? Will it be damaged or dangerous if it shuts off suddenly? What resultant losses may be incurred?

  3. Who needs to know about the power outage? How quickly do they need to know?

  4. How will we communicate with employees, customers, suppliers, regulators, and the news media when the power is out!? Who will do the talking?

  5. How can we build on and enhance the flexibility that got us through lockdowns?

If you would like help with thinking through how power outages might affect your business, please do get in touch.

Rosemary Shields