INGENIEUR
iv . Increased motivation ; v . Decreased turnover ; vi . Increased productivity and efficiency of the company ; vii . Hiring is not based on a specific geographical location ; viii . The work environment is adapted to work from home ; and ix . Saving office space and other amenities .
WFH Challenges
Although many benefits can be obtained through WFH , there are some constraints in its implementation , such as : i . WFH can result in reduced or no social interaction between fellow employees or customers . The impact of this lack of social involvement has a significant impact on individuals whose social relationships are an essential element of work . This should not be ignored as it can lead to depression ii . or other mental health problems . Overtime can occur more frequently during WFH . This is because the boundary between work assignments and homework is not fixed . Most likely there is a potential reduction in the balance between work and life . iii . In addition , a home environment that does not have a good layout has the potential to lead to accidents caused by WFH . According to the Social Security Organisation ( SOCSO ), for the period March 2020 to June 2021 , the agency has paid compensation amounting to RM 15.41 million to 1,504 workers who suffered accidents and occupational diseases while performing their duties on a WFH basis . Among the recorded accident scenarios were falling off a chair , tripping , or spraining during WFH .
WFH and Occupational Safety and Health Legislation
Referring to Section 15 , Occupational Safety and Health Act , 1994 ( Act 514 ), “ it is the duty of every employer and every self-employed person to ensure , as far as practicable , the safety , health and welfare at work of all his employees ”. This shows that employers still need to be responsible for the safety , health and welfare of their employees who are working even when the work is done on a WFH basis .
Similarly , according to Section 24 , Act 514 , “ an employee must be responsible for the safety and health of himself and others who may be affected by his actions or omissions while working ”. This means that the employee must be responsible for his or her safety and health , and other people who may be affected while performing their duties even in a WFH manner .
WFH Implementation Method
WFH requires management and co-ordination to ensure control over employee OSH risks or other problems that may arise due to changes in work execution methods . Employers need to look at the best method of preparing for WFH-based work arrangements before instructing or authorising employees to perform WFH .
Responsibility for the arrangement of WFH should be performed by the employer with the involvement of employees to ensure that it is practicable , in line with the general duties of employers and employees set out under Act 514 .
Before implementing WFH , the employer should assess the feasibility and practicality of the job function to be implemented on a WFH basis .
As a guide , there are five main steps in WFH management , namely : i . Develop WFH guidelines for companies ; ii .
Identify the feasibility of job functions and tasks that can be done at home ; iii . Identify functions and evaluate the infrastructure , facilities and equipment available to WFH ; iv . Assess the employee ' s condition in terms of OSH in his home environment as well as the actual ability to implement WFH through risk assessment methods ; and v .
Monitor , review and communicate with employees on a regular basis to avoid the impact that may arise on the lives of employees following the implementation of WFH .
44 VOL 89 JANUARY-MARCH 2022