A specific continuity plan should secure the essential people management support needed while an event runs and afterwards, which needs policies and procedures adaptable to new working arrangements, people management professionals who understand the effects of an event, how people may react and the support required, and legal and regulatory expertise within reach to guard against litigation. The people management professionals should give an established and consistent position on policies that everyone understands and managers can apply, including the limits of the measures and the grounds for refusing requests, across pay (workload or location changes, overtime and bonuses, accommodation and subsistence, life insurance and pensions after serious injury, death or long illness), benefits (loans or advances, health cover for people and families, compensation for personal loss), attendance (leave management, sickness absence, carer commitments, compassionate leave, people attending when unfit), families' costs, and working arrangements (flexibility of location, hours and breaks, relaxed dress codes). Where applicable, union and workplace representatives take part in any proposed change to policies.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.