The reality of lockdown and life thereafter

Being creatures of habit and pushing ourselves to positive thoughts, adjustability and biting the bullet; it was a given on 27 March 2020 that if only we can put our minds to the next three weeks, we will survive! The COVID-19 spread will stop! Then the rug of hope to return to “normal” on the 17^th of April 2020 was pulled out from under us and  now “normal” is another two weeks away! Or is it?

The reality

During the past few weeks it became clear that the lockdown is not only a healing and break the chain initiative, but an attempt to create a health contingency to face the reality of COVID-19 in the months to come. All of this, and due to the economic cost, we will have to work very hard to recover from. Going back to work from the 1^st of May 2020, if not extended, will not be as simple as returning from a holiday and business as normal.  You must change your way of thinking; you must be flexible to change and you must be vigilant! Facing new challenges, that is the reality!

Scratch the surface

1. Social distancing and self-hygiene: To prevent a further lockdown and/or even closure of business; employers and employees alike must still abide with the simple parameters of keeping your distance; wash your hands regularly; self-quarantine when exposed, to mention a few. Most probably wearing a mask when dealing with public, this is the reality;
2. Temporary closure/lay off by employers: Employers might embark on a temporary closure of their business and/or a temporary reducing of employees for a period of time;
3. Short-time: Employers might embark on a temporary reduction in the number of ordinary hours’ employees are expected to work as a result of the slackness; shortages of material or unforeseen (COVID-19) circumstances;
4. Retrenchments: Employers might restructure their businesses in an attempt to reduce company’s expenses and/or to recover from an economic crisis by reducing the number of employees employed by them;
5. Reduction of salary: Employers might introduce a reduced salary from a specific grade on a pre-determined sliding scale.

Your rights

Employers are entitled, and encouraged, to claim UIF on behalf of their employees from the COVID-19 Temporary Employee-Employer Relief Scheme[1] for a period of three months. Should your employer introduce a temporary lay-off or closure of business, because of not having the funds to compensate you, they may still claim on your behalf during the temporary lay-off closure period.

Having said that, it does not take away MISA’s responsibility towards our members. Take note that your employer must consult with MISA prior to placing you on short time; temporary lay-off or even retrenchment. This is not an option, it is mandatory, as it will have a direct impact on your employment and livelihood.

MISA must be notified immediately, do not face this alone!

In a Nutshell: MISA have your back and will be your voice in this very difficult and uncertain time you are facing.

Remember MISA is just a phone call away!

[1] in terms of Regulation 10 (8) of the Regulations issued by the Minister of Cooperative Governance and Traditional Affairs in terms of Section 27(2) of the Disaster Management Act, 2002 (ACT NO. 57 OF 2002) is effective for a period of 3 (three) months from 25 March 2020 up until 25 June 2020.