Organizational Policies & Support
As sexual violence programs move their work out of the office and to mobile and virtual platforms, it is very important for programs to update their policies to support the safety and wellbeing of their staff and maintain sustainable programs.
From front-line staff members to leadership, please reach out to OAESV for support or technical assistance regarding policies and creating flexible, safe and supportive workplaces during this time.
The Society for Human Resource Management (SHRM) also has a collection of HR-specific resources related to COVID-19. These resources are not specific to non-profit or government funded agencies but may offer helpful guidance on some commonly asked questions.
ACEs Connection also has some tips and reminders for how to practice trauma-informed care at an organizational level while we collectively feel the impact of COVID-19 and the national response to it.
As many people move to use Zoom or other online video conferencing platforms, it’s important to be aware of fatigue. A Mindful.org article explains what Zoom Fatigue is and how to find balance.
Contract Tracing Resource for Victim-Service Providers
Remote Supervision Resources
RSP’s paper on Remote Supervision offers practical advice and ideas for supervisors.
Not specific to remote supervision, but relevant to supervision at this moment, The Management Center offers an updated check-in meeting agenda template.
Two Harvard Business Review articles on remote supervision and management:
Remote Work Policies
- Resource Sharing Projects Considerations for Remote Advocacy and Working
- NNEDV Using Technology to Communicate with Survivors During Public Health Crisis
- RSP Remote Supervision
- Victim Rights Law Center Developing Program Policy on Staff Use of Personal and Remote Devices: Ten Tips
- NNEDV Best Practice When Using Mobile Devices for Advocacy
- Nonprofit resources for Remote Work
Hiring During Coronavirus
Administrative Leave Policies
COVID 2: Families First Coronavirus Response Act
- This act goes into effect April 2, 2020, and stays in place until December 31, 2020.
- It expands the Family Medical Leave Act coverage and emergency sick leave.
- A summary was written by an ally of the National Alliance to End Sexual Violence (NAESV) about COVID 2: https://www.boselaw.com/2020/03/president-trump-signs-families-first-coronavirus-response-act-new-requirements-for-private-employers-with-fewer-than-500-employees-and-government-employers/
- The Department of Labor (DOL) posted updated guidance on how COVID 2 affects Family Medical Leave Act (FMLA), Fair Labor Standards Act (FSLA), and the Americans with Disabilities Act (ADA): https://www.dol.gov/agencies/whd/pandemic
- Families First Coronavirus Response Act: Employee Paid Leave Rights
- Families First Coronavirus Response Act: Employer Paid Leave Requirements
- Families First Coronavirus Response Act: Questions and Answers
- COVID-19 and the Fair Labor Standards Act: Questions and Answers
- COVID-19 and the Family and Medical Leave Act: Questions and Answers
- Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (FFCRA)
- Federal Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (FFCRA)
- Families First Coronavirus Response Act Notice – Frequently Asked Questions
- Field Assistance Bulletin 2020-1: Temporary Non-Enforcement Period Applicable to the Families First Coronavirus Response Act (FFCRA)
Check-in with insurance providers to review guidance related to worker’s compensation and OSHA-related coverage to see if your insurance company has issued updated guidance.
Navigating Different Forms of Work for Advocates
It’s important to acknowledge that there may be some staff who can’t provide services right now. There might be an increase or decrease in calls and additional barriers regarding privacy and health. Folks also shared they’re seeing a reduction in calls from survivors and advocates are therefore feeling pressure to prove they are working from home. Here are some flexible and supportive ways to manage workflow during this crisis:
- Mapping New Social Change Roles in Times of Crisis
- Spend time doing professional development and continuing education – visit the Resource Sharing Project Professional Development, Page
- Reminding staff that we aren’t in normal times and to take the opportunity to prioritize renewal
- Update brochures, materials, and resource lists
- Taking time to think strategically and critically about services
- Programs can increase vacation accruals temporarily
- Reviewing project timelines and work with funders to submit adjustments and updates