HCS Business Matters
21 April 2010
Volcanic Disruption!
Following the recent travel disruption, in anticipation of the problems likely to occur, HCS takes the opportunity to issue guidance to employers:
Holiday related absence
Given that the absences are not as a result of misconduct, considering staff as AWOL or taking disciplinary action is likely to be seen as an unreasonable response.
Some staff may be able to work remotely using blackberries, laptops or other devices. It should be recognised that this may be an unrealistic expectation for families on holiday due to childcare issues.
Your staff should be given the option to take extra annual leave or unpaid holiday to cover the time that they are absent from work. There are however, more creative solutions which you could adopt in an effort to reach agreement with staff. For example you could offer the employee the opportunity to make up for time lost during the current holiday year. This week we have supported a client who has eventually decided to pay 50% of pay to affected staff. Such an approach may be more beneficial as it maintains good working relationships with those employees who, being stranded abroad, may have already suffered financial hardship because of this situation.
Employers should issue an instruction to staff to keep them updated and it may also be sensible, where possible, to get a contact number for the staff member so they can be reached if necessary. It will also be good practice to have a return to work meeting with the member of staff and if there is any doubt that they weren’t genuinely affected by the disruption to travel, employers may ask for proof of airline documents or travel tickets.
Abroad on Business
In this situation, employers would be required to maintain pay for the period of time that staff are stranded abroad and do their best to provide them with work.
You will still be responsible for the welfare of staff and should actively assist in the provision of travel options for returning to the company.
HCS Top Tips
Employers should:
- Make a decision regarding the approach to be adopted quickly
- Communicate the chosen approach to all staff, particularly those who have found themselves stuck abroad
- Treat all staff who are in the same circumstances consistently
- Request that contact is maintained with Line Managers
- Remind staff that they are expected to make reasonable efforts to get to work i.e. for those in Europe it may be possible to travel back to the UK by ferry or by Eurostar
22 April 2010, webeditor
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