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Travel and Business Interruption Risks Rise as Coronavirus Spreads

Originating in the Chinese city of Wuhan, a coronavirus known as 2019-nCoV has spread quickly this month, migrating to multiple other countries as international health officials rush to contain its spread and calm fears. But the spread of the virus—and China’s response—is already having major impacts on businesses both within the country and around the world.

A member of the same family as SARS and MERS, the virus presents similar symptoms as flu or pneumonia. So far, the coronavirus outbreak has killed 17 people and has sickened at least 600 people across China alone. This week, a man in Washington State returning from a visit to Wuhan became the first identified case in the United States. He is reportedly in stable condition and in isolation. Other cases have been reported in Hong Kong, Macao, Japan, South Korea, Thailand, Singapore and Vietnam. According to the CDC, during the 2003 SARS outbreak, more than 8,000 people worldwide contracted the virus and more than 750 died.

On Tuesday, the Chinese government upgraded the classification of the virus to a Class B infectious disease, giving the government the power to take more serious steps to limit its spread. These include imposing travel restrictions in and out of Wuhan and several nearby cities, with more restrictions pending, which could effectively impose a quarantine over 25 million people. Wuhan’s railway stations, buses and subway were shut down this week, as were several highways out of the city, and hundreds of flights from the city’s international airport were reportedly cancelled.

Additionally, China has begun banning all large gatherings and cancelling public events in major cities, including Beijing. As the country prepares to celebrate the Lunar New Year—when millions travel home out of major cities and/or attend large public celebrations for the holiday—this will likely cause major disruptions for people and businesses. China’s largest investment bank, CITIC Securities, even told its employees in the Hubei province (of which Wuhan is the capital) not to travel home for the holiday, and if they did, that they would be forced to work remotely for two weeks before they could return to the office. Macao—which has one documented case of the coronavirus thus far—has cancelled a public New Year’s festival, and is considering shutting down its casinos (a huge part of the region’s economy) if more cases are discovered.

When outbreaks like the coronavirus occur, companies can protect their business and employees by reviewing existing policies and looking into additional coverage to fill gaps. As Risk Management previously wrote, even limited disease outbreaks can have major impacts on businesses, especially those in the health care industry or operating overseas. Companies may have particular cause for concern about the risks of business interruption and supply chain issues stemming from quarantines, travel disruptions and major event cancellations. For example, many U.S. pharmaceutical companies have moved their drug and medical supply manufacturing to China, and these operations can be affected by health crises.

As the disease has spread internationally, staff operating in areas with documented cases and traveling employees may also face risk of infection. In addition to the travel restrictions China has instituted in various regions, airports around the world have started instituting special screening for passengers from China, possibly further complicating travel. In fulfilling their duty of care to traveling employees, companies have a number of insurance options including foreign voluntary workers compensation or business travel accidental death and dismemberment coverage, and should take the opportunity to review existing coverage and assess any potential gaps moving forward. Pre-trip preparation and training can also help. Ensuring that employees have the resources and knowledge to find in-country medical care or a concrete evacuation plan prior to traveling can also help protect them in a crisis.

Governments Tackle Workplace Bullying and Harassment

This week, South Korea enacted new legislation addressing “gapjil,” or bosses using their power to bully their employees. The measure criminalizes the practice of unfairly demoting or dismissing employees who have reported being subjected to bullying, imposing a three-year prison sentence or a 30 million won (approximately ,400) fine for the practice.

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Workplace harassment is common in the country, with two-thirds of workers experiencing harassment and 80% witnessing it, according to a recent government study.

South Korean advocacy groups like Gapjil 119, which operates a hotline for victims of abuse, have tried to fight against workplace abuses by cataloging and publicizing cases that range from employers forcing workers to pluck their grey hairs to serious violence and degradation. Several recent high-profile incidents have sparked a national debate over this conduct, including in late 2018, when videos emerged of Korea Future Technology CEO Yang Jin-ho and Marker Group CEO Song Myung-bin physically assaulting their staff members. Yang has been indicted, and Song is facing legal charges.

Experts say that South Korea’s culture of “chaebols,” or family-run conglomerates, has also enabled abuses because these companies lack external restraints on their executives’ behavior. Korean Air dynasty matriarch Lee Myung-hee was indicted in February for routinely physically and verbally abusing her staff, and Lee’s daughter, Heather Cho made headlines in December when she attacked two flight attendants for serving her macadamia nuts in a bag instead of a bowl, and demanded that the plane return to the gate. Cho was ordered to pay 20 million won (,000) to the flight attendants and served five months of a one-year prison sentence for violating aviation law.
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These and other incidents at the company even prompted a mass demonstration of Korean Air employees and the formation of an employee union.

Other countries are also attempting to address workplace bullying of this kind, similarly spurred by high-profile cases of abuse. This month in France, former France Télécom executives stood trial for overseeing an environment of workplace abuses that allegedly led to at least 35 employees committing suicide between 2008 and 2009. The company reportedly sought to downsize 22,000 workers, but could not fire them because they were state employees, so instead systematically harassed them to drive them out. Examples of this harassment included forcing employees to relocate multiple times away from their families or drastically changing their jobs. The case is awaiting judgment, but the company faces a possible fine of €75,000 (about $84,000) and the executives could serve a year in jail and have to pay additional fines themselves.

Additionally, Japan is attempting to address workplace “pawa hara” (or power harassment) as reports of workplace bullying and abuses have reached record numbers for multiple years in a row, according to the country’s Workplace Harassment Research Institute. The measures are partially in response to a government worker released an audio file of his boss, lawmaker Mayuko Toyota, insulting him and hitting him in the face and on the head. Toyota later resigned her post, and according to Kyodo News, was hospitalized for “her unstable mental condition.”

Japan’s parliament voted in May 2019 to revise five existing laws and require companies to put mechanisms in place to prevent workplace abuses. The revisions also protect pregnant women and women who have recently returned from pregnancy leave from discrimination.

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Similar to South Korea’s new law, Japan’s new law would bar employers from firing or discriminating against employees who report harassment, and require consultation when employees make reports of abuses. However, unlike South Korea’s law, these revisions do not outline any punitive measures for companies and their executives if they violate the requirements.

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The government reportedly decided against fully banning “pawa hara” because lawmakers had difficulty defining which actions qualified as harassment.

Global Heat Waves Signal Climate Risks

India is currently suffering under a heat wave that has lasted over a month, with temperatures reaching a record 118 degrees Fahrenheit (48 degrees Celsius) in New Delhi on June 10 and 122 degrees (50 degrees Celsius) in the western city of Churu. The death toll has been estimated to be at least 36, though some sources put the number at more than 150. Europe is also preparing for its own massive heat wave this week, with temperatures expected to be 36 degrees Fahrenheit (20 degrees Celsius) higher than the seasonal average of 72 degrees (22 degrees Celsius).

This pattern of heat waves has become a yearly occurrence across the globe. Europe faced similar heat last year, as did Asia, with Japan experiencing record-breaking temperatures in 2018, which sent more than 71,000 to hospitals, killing 138. North America also saw extended higher temperatures in 2018, with 41 heat records across the United States, and heat-related deaths overwhelming Montreal’s city morgue.

Experts say that these global record-breaking incidents are the result of climate change, and likely forecast a new normal of dangerous summer heat.

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According to Stefan Rahmstorf, co-chair of Earth System Analysis at the Potsdam Institute for Climate Research (PIK), “Monthly heat records all over the globe occur five times as often today as they would in a stable climate. This increase in heat extremes is just as predicted by climate science as a consequence of global warming caused by the increasing greenhouse gases from burning coal, oil and gas.

” French national meteorological service Météo-France echoed these concerns, saying that heat waves’ frequency “is expected to double by 2050.” And according to a 2017 study from The Lancet Planetary Health journal, the number of deaths resulting from weather-related disasters could skyrocket in the future, killing as many as 152,000 people each year between 2071 and 2100, more than 50 times greater than the average annual deaths from 1980 to 2010.

As Risk Management has previously reported, these changes are also already impacting business operations globally, with direct economic losses from climate-related disasters (including heat waves) increased 151% from 1998 to 2017, according to the United Nations Office for Disaster Risk Reduction. Heat waves have serious effects on business operations, impacting things like road conditions and agriculture, as well as workers’ health and safety. More than 15 million U.S. workers have jobs requiring time outdoors, and according to the World Bank, even for indoor workers, productivity declines by 2% per degree Celsius above room temperature.

Many countries have taken steps to mitigate the effects of heat waves on their populations. For example, since 2016, India has been providing shelter for homeless people, opening water stations for hydration, cutting building heat absorption by painting roofs white and imposing working hour changes, curfews and restrictions on outdoor activities. These efforts have successfully reduced heat-related deaths from more than 2,400 in 2015 to 250 in 2017.

The U.S. Environmental Protection Agency (EPA) recommends similar steps to the ones India is taking, as well as ensuring that energy and water systems are properly functioning, establishing hotlines for reporting cases of high-risk individuals and encouraging energy conservation to reduce the chances of overwhelming electric systems. The U.S. Occupational Safety and Health Administration (OSHA) recommends that employers and workers facing higher temperatures in the workplace pay close attention for the signs of heat stroke, and keep three words in mind: water, rest and shade.

While these on-the-ground measures can reduce the immediate effects on workers and vulnerable populations like the elderly, children and the homeless, PIK’s Rahmstorf warns that “Only rapidly reducing fossil fuel use and hence CO2 emissions can prevent a disastrous further increase of weather extremes linked to global heating.”

Japanese Companies Look to Cut Costs by Curbing Smoking

Concerned about lost productivity and higher employee healthcare costs, many employers are taking serious steps to eliminate smoking among employees. In Japan, a number of companies and educational institutions are now even basing hiring decisions on whether an applicant smokes.

Some scientific evidence suggests that employers’ concerns about the added costs costs are valid. A 2018 study conducted by Ohio State University found that smokers in the U.S. cost private sector employers an average of $5,816 extra per year, excluding additional costs that the employees themselves may pay. These employer costs include “excess absenteeism,” “presenteeism” (lower productivity on the job), “smoking breaks,” “excess healthcare costs” and “pension benefits,” with time devoted to smoking breaks making up the majority of costs. Stopping smoking eliminates lost time for smoke breaks entirely, unlike other high-cost factors like healthcare and absenteeism, which could continue after an employee stops smoking.

Smoking is more prevalent in Japan than in the United States, especially for men.

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Although the rate has been falling steadily, a 2018 national study showed that 28.2% of men and 9% of women in Japan smoke, compared to 15.8% of men and 12.2% of women in the United States, according to the Centers for Disease Control and Prevention.

In April, more than 20 Japanese companies signed onto a corporate partnership to promote anti-smoking steps. Starting in spring 2020, for example, insurance company Sompo Japan Nipponkoa Himawari will not hire any new employee who smokes, and will require its high-level officials to sign a document pledging not to smoke during work hours. The private sector in Japan is not alone in pushing for less employee smoking—Nagasaki University announced last month that it would stop hiring faculty who smoke and banned smoking on campus, and Oita University has “put priority on nonsmokers” when hiring.

Part of this effort is incentivizing quitting.

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Employees who quit smoking at Japanese company Rohto Pharmaceutical Co., for example, get tokens they can use at the company cafeteria or for other benefits. Marketing firm Piala Inc. is also offering an extra 6 paid days off to non-smoking employees, and 4 of its 42 smokers have reportedly quit smoking thus far.

While programs to incentivize quitting may seem intuitive, according to Ohio State’s Micah Berman, lead author of the school’s study, these efforts may also be pricey for employers. “Employers should be understanding about how difficult it is to quit smoking and how much support is needed,” he said.
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“It’s definitely not just a cost issue, but employers should be informed about what the costs are when they are considering these policies.” These can include the costs of direct incentives like the ones noted above, or the additional healthcare cost of prescription drugs or counseling to help quit. However, in the long-term, companies that implement cessation programs—especially those that have a large number of smoking employees to start—are likely to see the benefits outweigh initial investment costs within 4 years.

Companies may save money by encouraging employees to quit smoking, especially in lost time and healthcare spending, but they should examine the costs and benefits of instituting formal or informal policies to change their employees’ habits. Running afoul of legal protections, as well as making workplaces unfriendly to employees who smoke, being perceived as interfering with employees’ activities outside of work and other considerations may outweigh employers’ concerns for their workers’ health and excess spending.

Japanese companies have stated that they believe these steps are legal, and some U.

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S.-based companies, including Scotts Miracle-Gro and Weyco, Inc., have reportedly made similar efforts to discourage their workforces from smoking. Some companies in the U.S. may be unable to explore such potential programs, however. According to legal experts, “around half of [U.S.] states currently legally protect employees from being denied positions, or having employment contracts terminated, due to tobacco use.”