Everyone is now gearing up for the all important World cup 2010 and the time has come again where employer’s have to decide ‘ What do we do with those employees who want to watch the match’?
Some may make formal requests to take it as holiday, some may simply not turn in for work and some we suspect will ‘pull a sickie’.
You might even get those who are overcome by the excitement of it all and cannot make it into work the day following a match.
The starting point is to make it clear what your policy will be with regard to this event. However you communicate this (memo, letter, e-mail, intranet, notice board) make sure that all employees know your expectations.
Don’t get caught ‘off-side’ by unplanned absences
You may have holiday rules allowing only a certain number of employees to be off at one time probably on a first come first served basis. If you know that a number of employees are going to want the time off forewarn them that requests must be made in advance and will be dealt with on this basis.
If you have a flexi time system in operation you may wish to review the rules and temporarily amend them to meet the needs of employees who wish to watch a game. You may also wish to introduce a temporary flexible working arrangement if you do not already have one.
Consider allowing radios or TV’s to be on in the workplace (where safety is not compromised and providing you have appropriate PRS/TV licence) but advise staff that this is a privilege that will be withdrawn if abused.
Remember – employers are in no way obliged to implement any changes to the normal working requirements and you would be quite within your rights to hold to that line. Experience of many ‘World Cups’ does indicate that you should anticipate an increase in unplanned absenteeism. If your business can easily accommodate some temporary changes then you may find that the unpredicted might just be avoided.
Is it a Red or Yellow Card?
There will always be a number of employees who decide not to attend work on a match day or the day after the match by phoning in sick or just not turning up.
This behaviour could be deemed unauthorised absence and render the employee subject to disciplinary action under your disciplinary procedures. You must advise all employees this is the action you will take should they act in this manner. Minor offences are likely to warrant a ‘Yellow Card’ warning.
If you suspect an employee is not genuinely ill then this may move you into serious or gross misconduct ‘Red Card’ areas. You may require them to produce medical evidence to this effect but remember you may be required to pay for a medical certificate if you insist when the employee has been sick for less than a week. For dishonest absence where the employee has fabricated reasons, you may well end up showing the Red Card.
You should also remember those who do not want to watch the matches and be involved and make sure they are not put with extra work to accommodate the footy fans
When applying discipline, do it consistently and fairly and above all follow procedures.
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