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© 2003 SHRM SHRM Weekly Online Poll: April 8, 2003 Weekly Survey 4/8/03 – Covering Reservists Analyzing 320 responses of 1,500 s sent, 1,298 received (response rate = 25%). Fielded April 8 – 14, 2003, presentation generated on April 15, Margin of error is +/- 5.5%
© 2003 SHRM SHRM Weekly Online Poll: April 8, 2003 How are you covering / would you cover for employees who have been called to active duty? (Please select all that apply)
© 2003 SHRM SHRM Weekly Online Poll: April 8, 2003 How are you covering / would you cover for employees who have been called to active duty? (Please select all that apply) ChoiceCountPercentage Assigning work temporarily to other employees % Hiring an outside temporary replacement % Authorizing overtime % Hiring additional employees5115.9% Allowing some work to go undone/not completed % Putting the work on hold until the employee returns 113.4% Other144.4%
© 2003 SHRM SHRM Weekly Online Poll: April 8, 2003 Other (please specify) Either assign temporary work or hire a temp, depending on the employee who is called to duty Assign current staff to cover Filling the job Guaranteeing position on return Hiring some outside help and allowing some work to go undone I don’t have anyone out It would be handled on a case by case basis, depending on the positions and/or projects that needed to be handled in their absence. N/A as my company is base in Dubai and all the employees are expats of the UAE. None of our employees has been called up for duty Stagger staff scheduling Utilize our PRN staff
© 2003 SHRM SHRM Weekly Online Poll: April 8, 2003 Other (please specify), cont’d. We don't have anyone on staff who is eligible to be called for active duty, and have not discussed what we would do if an employee were called to serve. We would most likely assign the work to other employees We have no one in service We have not had any employees called to active duty yet
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