It's about time. Someone has admitted that DR/BCP writers have ignored the personal issues of employees following a disaster when creating business continuity plans, reviewing them, or just writing about them. Eric Krell wrote in Business Finance on November 6, 2012, an article entitled "Sandy Exposes the Human Side of Continuity." I was alerted to the article by Phil Rothstein. Perhaps for Mr. Krell, Sandy was HIS first exposure to the human side of continuity. I've been teaching a unit called "Take Care of Your People" with my colleague Deidrich Towne, Jr. at DRJ conferences since 1999. We have presented lessons learned from our real experience of "people" issues associated with disaster response.
People, including employees, have routines that must be followed daily. Examples are taking care of children, pets, elderly parents, and farm animals. If you were to review Maslow's hierarchy, you wouldn't find work or career in the list of critical, life-sustaining functions. Let me give you an example. When putting together a strike plan, management employees were assigned duties requiring they work 6 days, 12-hour shifts. I got a call from a woman who said she couldn't work that many hours in a week. I told her it was a "condition of employment" for management personnel. She responded, "Dr. Phelan, three months ago my husband and I adopted a child on the condition I would not work outside the home more than 35 hours per week. If I accept the strike assignment, I will lose my child." I called her boss and set up a job-sharing arrangement to cover the duty.
There are human considerations that "trump" reporting to work. These are escalated when disaster strikes.