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It
could be to create a long weekend or to add a few days to a holiday. This
year of course has presented the extra temptation of the World Cup. Many
firms feared a rise in absenteeism, especially during England matches, and
took steps to prepare for it.
Most firms try to be reasonable by enabling staff to watch
the big games on such special occasions as the World Cup or the European
Championships. On the other hand, there’s a business to run and a mass
exodus of key workers isn’t conducive to productivity.
The answer has to be a clear cut policy that’s fair to all
and easily understood. Some firms have provided TVs and allowed staff to
take a few hours off to watch the games on the understanding they make the
time up later.
Many can’t be that flexible and so staff have had to use up
holiday entitlement to ensure they get time off. In these cases, firms
need to ensure that there are clear and fair rules for booking such leave.
If there are likely to be too many requests then employers
could use a first come first served basis, or they could get employees to
draw lots. People who miss out on one key date could be given preferential
treatment for the next.
This approach is likely to go down well with staff as they
will see that the employer is at least trying to be fair. Even so, no
matter how even handed you try to be there’s a chance that some people
will still be tempted to throw the last minute sickie to get their way.
Employers should make sure that every employee knows that
such
behaviour
could be considered a gross misconduct and could lead to dismissal. Even
if this is long established practice it is still a good idea to remind
staff leading up to and during a major sporting events. Memories can get a
little hazy in the face of World Cup fever.
This carrot and stick approach if applied fairly and across
the board should get a
favourable
response from most employees. However, if someone still goes suspiciously
sick on a key date then the employer is entitled to respond quickly and,
if the evidence supports it, take severe action.
However, care should be taken to first investigate all the
facts.
It may be a genuine illness so the employee should be given
the opportunity to produce a sick note or some evidence that they really
were unwell. If he fails to provide a satisfactory explanation then the
employer may be perfectly entitled to dismiss him, only after following
the correct disciplinary procedure.
Less serious offences such as sloping off early to watch a
game could warrant a verbal or written warning.
Each case should be taken on the evidence and if in doubt
it’s advisable to seek legal advice as to what is the best way to proceed.
But the real victory is to prevent it ever coming to that.
Get the policy in place, let everyone know where they stand and there
shouldn’t be too many problems whether it’s to do with a potential staff
exodus during a major sporting event like the World Cup, or employees
competing for attractive days off to prolong a bank holiday or extend a
Christmas and New Year break.
Contact Sally on 0115 9886736 for more information.
Email :
Sally Laughton | 
