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Business as usual vs. The World Cup 2014
You may not know this (!) but The World Cup will take place in Brazil between Thursday 12 June 2014 and Sunday 13 July 2014. Kick off times for the England games are scheduled between 5pm and 11pm (UK time), Brazil is four hours behind the UK. England is the only UK country to qualify, but other games may be of more interest to others.
The 4 main issues affecting both employee and employers are likely to be:
- Requests for annual leave
- Sickness absence
- Website and Social Media use during working hours
- Alcohol and drinking
ACAS has issued guidance which can be summarised as follows:Flexibility from both employers and employees throughout the World Cup period is likely to be key to a productive business and engaged workforce.Therefore before the start of the World Cup or any major sporting event it would be best to have agreements in place regarding such issues as time off, sickness absence or even watching TV during these events.
By working together both employers and employees will understand the needs of each party. But in challenging times, a more flexible approach (eg. to working hours, annual leave) may not always be possible as the employer will need to maintain a certain working level.
A company's annual leave policy should give guidance as to how to book time off. Employers may wish to look at being more flexible when allowing employees leave during this period, with the understanding that this will be temporary arrangement. Employees should remember that special arrangements may not always be possible. The key is for both parties to try and come to an agreement. All leave requests should be considered fairly by all employees, and a consistent approach to other major sporting events in granting leave. Remember not everyone likes football!
An organisation's sickness policy will still apply during the World Cup and this policy should be operated fairly and consistently for all staff. Levels of attendance should be monitored during this period in accordance with the company's attendance policy.Any unauthorised absence or patterns in absence could result in formal proceedings. This could include the monitoring of high levels of sickness or late attendance due to post match hangovers.
It could be appropriate during the competition to have a more flexible working day, when employees may come in a little later or finish sooner, and then agree when this time can be made up. Employers may look to allow staff to swap shifts with the manager's permission or allow staff to take a break during match times. Allowing staff to listen to the radio or watch the TV whilst at work may be another possible option. Remember it is important to be fair and consistent with all staff if you allow additional benefits during the World Cup. Any change in hours or flexibility in working hours should be approved before the event.
There may be an increase in the use of social networking sites such as Facebook or Twitter, or websites covering the World Cup. Employers should have a clear policy regarding web use in the workplace and the policy should be cascaded to all employees. If employers are monitoring internet usage then the data protection regulations require them to make it clear that it is happening to all employees. A web use policy should make clear what is and what is not acceptable usage.
Some people may like to participate in a drink or two while watching the match or even may go to the pub to watch a match live. It is important to remember that anyone caught drinking at work or found to be under the influence of alcohol in the workplace could be subject to disciplinary procedures. There may be a clear no alcohol policy at work and employees may need a reminder. Then the data protection regulations require them to make it clear that it is happening to all employees. A web use policy should make clear what is and what is not acceptable usage.
From 6 May 2014, before submitting a claim to the employment tribunal, a prospective claimant must contact Acas. Acas will attempt to reach a settlement in the matter by contacting the parties, talking through the issues and exploring ways of resolving the dispute
The right to request flexible working will be extended to all employees with effect from 30th June 2014.
With effect from 31st July 2014 an organisation employing fewer than 10 employees may comply with its duty to inform and consult under TUPE by informing and consulting directly with affected employees. In other words not having to organise the election of a staff representative as a means to inform and consult with staff.
With effect from October 2014, expectant fathers and partners of pregnant women, may take time off work to attend two antenatal appointments with the expectant mother. In addition, the draft Shared Parental Leave Regulations 2014 set out the qualification requirements for shared parental leave and the draft Maternity and Adoption Leave Regulations 2014 allow eligible women to curtail their right to maternity leave to enable their partner to take shared parental leave.
National Minimum Wage will rise to £6.50 per hour with effect from 1st October 2014.
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