A Lancashire-based floor company have been accused of a "bah humbug" management style after about 400 staff have been told to work on Royal Wedding day, even though the government has declared it a bank holiday. Similarly, a concrete group, based in Somerset, had stopped staff from taking holiday on the wedding day, citing as one reason the number of other bank holidays in April and May. http://tinyurl.com/5to5hpv
There is no statutory right to time off for bank and public holidays and any right to time off or extra pay for working on a bank holiday depends on the terms of an employee's contract of employment. Nonetheless, the government hoped employees would be given the day off to mark the wedding. Naturally in these cases it comes down to what the business wants to do and what an employees’ contract state. Unions has urged employers to offer more incentives on these days, such as double pay or time off in lieu to ensure an employee isn’t getting a too bad of a deal, but again in these times of uncertainty an employer has to make difficult decisions about their bottom line.
The additional bank holiday on Friday 29th April 2011 could present employers with challenges. There will undoubtedly be an increased number of holiday requests. Employers need to have clear policies in place so that they have sufficient staff to run the business and so those refused do not feel demotivated. This is not the only year this problem will occur. On Tuesday 5th June 2012, there will be a special bank holiday in England, Wales, Scotland and Northern Ireland for the Queen’s Diamond Jubilee celebrations and so, again, there will be nine bank and public holidays in England and Wales in 2012 instead of the usual eight days.
Warning employees that any sickness absence on the bank holidays will be investigated thoroughly could also deter ‘sickies’ being pulled but we predict that calls to workplace for sudden stomach upsets, colds etc may increase on these newly created bank holidays.
Tuesday 8 February 2011
Tuesday 1 February 2011
Caught Off Side!
Thank you to Jennie Horchover, The HR Dept Ruislip and Harrow for this post.
The recent incident at Sky Sports, resulting in the sacking of Andy Gray and the resignation of Richard Keys has certainly put the issue of sexism in the spotlight. The huge variety of responses both within the media and in day to day conversations among friends and colleagues show how complex the issues of sexual harassment and discrimination can be. Where is the line between having a laugh and being offensive? Does it make a difference if the comment is made in a private conversation which happens to have been overheard? Should things such as the underlying culture of the company or the seniority of the alleged offenders matter?
Unfortunately, these issues are not confined to the world of tv punditry or the football sector, and all employers have a responsibility to take these issues seriously. Ignoring incidents of harassment and discrimination can easily lead to employment tribunal claims. Employers should also ensure that they deal with all involved legally, fairly and with dignity.
Work place teams follow unwritten rules of behaviour created collectively by the group, and the level of jokes, comments and banter, and thus the cultural definition of acceptable and unacceptable behaviour, can vary enormously between different teams and different organisations. However, in every workplace there are key measures that employers should put in place to protect themselves and provide an acceptable working environment for their employees.
• Have an up to date set of policies and procedures dealing with issues of discrimination, bullying and harassment.
• Ensure that these documents are distributed and understood by all employees
• Train employees, especially managers, on how to recognise, prevent and deal with these issues, and the implications of not doing so.
• Deal seriously, fairly and speedily with any discriminatory issue raised, combining a confidential and supportive approach with a thorough investigation, and instigating disciplinary proceedings when appropriate.
If you want assistance with any of this, then please contact the HR Dept.
The recent incident at Sky Sports, resulting in the sacking of Andy Gray and the resignation of Richard Keys has certainly put the issue of sexism in the spotlight. The huge variety of responses both within the media and in day to day conversations among friends and colleagues show how complex the issues of sexual harassment and discrimination can be. Where is the line between having a laugh and being offensive? Does it make a difference if the comment is made in a private conversation which happens to have been overheard? Should things such as the underlying culture of the company or the seniority of the alleged offenders matter?
Unfortunately, these issues are not confined to the world of tv punditry or the football sector, and all employers have a responsibility to take these issues seriously. Ignoring incidents of harassment and discrimination can easily lead to employment tribunal claims. Employers should also ensure that they deal with all involved legally, fairly and with dignity.
Work place teams follow unwritten rules of behaviour created collectively by the group, and the level of jokes, comments and banter, and thus the cultural definition of acceptable and unacceptable behaviour, can vary enormously between different teams and different organisations. However, in every workplace there are key measures that employers should put in place to protect themselves and provide an acceptable working environment for their employees.
• Have an up to date set of policies and procedures dealing with issues of discrimination, bullying and harassment.
• Ensure that these documents are distributed and understood by all employees
• Train employees, especially managers, on how to recognise, prevent and deal with these issues, and the implications of not doing so.
• Deal seriously, fairly and speedily with any discriminatory issue raised, combining a confidential and supportive approach with a thorough investigation, and instigating disciplinary proceedings when appropriate.
If you want assistance with any of this, then please contact the HR Dept.
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