Jobs as Social Welfare Programs: The Case of H1N1

Document Type

Article

Publication Title

Law Now

Volume

34

Issue

3

DOI

10.11575/PRISM/34089

First Page

1

Publication Date

January 2010

Abstract

One of the best illustrations of the employer's comprehensive social welfare obligations is found in the current H1N1 flu pandemic. There are four statutory domains of employee protection in the H1N1 context. These provide a broad social welfare model for employers to use in caring for their employees. As with other types of legal obligation, including environmental protection, data privacy, and prevention of sexual harassment, employers are advised to establish and widely circulate an H1N1 Influenza Response Policy. This would prepare the organization to not only meet its legal obligations minimally but to continue to operate during the outbreak. The policy, or plan, should create a co-ordination team to educate employees on the H1N1 virus, and to develop risk-reduction measures and procedures for employees to follow if they experience H1N1 symptoms. The organization must identify alternative work and communication arrangements, such as telecommuting, as well as dealing with other stakeholders up and down the supply chain. Corporate operations must also be maintained, so backup systems and worksites ought to be considered and tested. One of the best illustrations of the employer's comprehensive social welfare obligations is found in the current H1N1 flu pandemic. There are four statutory domains of employee protection in the H1N1 context.

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