I have seen same question in my personal network groups and read some survey reports on this. My understanding is two different scenarios are emerging now. Some organizations are hiring, mostly retail, and they are paying higher hourly rate. The ‘Hazard Pay’ is built in on this higher hourly rate, so no need to add anything additional.
The second scenario is organizations either fall under essential services category and running their operation with skeleton manpower. This is temporary problem and my recommendation would be not to increase hourly rate due to two reason.
- This is not equal opportunity situation, there could be set of employees don’t want to come to work and put themselves at health risk and there might be another set of employees who want to join the work but not allowed.
- This is humanitarian crisis situation; money should not be used as factor of ‘If-Then’ principle. So, use money as last resort to motivate employees.
I would recommend use as onetime bonus/pay once the crisis is over as token of appreciation for employees who worked in risky environment. You can always calculate onetime bonus/pay as a factor of hourly rate paid to employees or a flat amount to all. Of course organization culture is the determinant factor whether to use money as reward in this situation or not.