Fuelling the strike

Earlier this week the Unite union announced that fuel tanker drivers have voted to go on strike to improve terms and conditions. The army have been called into training should they have to take over fuel deliveries. What would happen if members of your staff claimed they were unable to get to work because of fuel strikes i.e. there was no fuel left in the local area or they couldn't afford to put fuel in the car? We were asked recently this very question so we thought we would share it with you:

Employer: I’ve heard the news that there may be strike action on fuel. What if one of my employee’s comes to me claiming they have run out of petrol and could not afford to pay the premium on the short amount of fuel left in the pumps? In the short term they have suggested working from home, but I need them in the office so this wouldn’t work. What should I do?

The HR Dept: You’ve answered it for yourself; you need them in the office. Contractually they are obliged to turn up to work on time and perform their duties. You could consider your compassionate side with them and at least they were being honest and didn’t pull a sickie, but can you afford to sub wages? The reality is they need to find a way in to work – it is their responsibility. You could also suggest using public transport, share a lift with a colleague, share a lift through a car sharing website or like this GP did, walk the 18 miles to work. There are always practical ways around this disruptive event. Make it clear however that you expect them to be on time each day as well as understanding their predicament. Ensure they recognise that any unauthorised absence will be treated seriously as being AWOL.

Straight forward stuff really, but a good practical example of how to deal with these one off situations.

On Strike!

This week Unison revealed more than 1 million public sector workers are to vote for potential strike action, in the row over public sector pensions – with a day of action planned for 30^th November.

We were asked a question recently by a concerned SME employer on the affect this may have on their workplace, not because their staff were going out on strike but...

Q: Some of my staff are expecting not come to work on 30^th November because schools are closed and they have to look after their children? Do I have to pay them?

The HR Dept answer: Oh dear it appears now is the winter of our discontent! The reality is, no, you don’t. I would tell them they have plenty of time to plan ahead, so it won’t be a dependent emergency and they can get into work. Alternatively, start a crèche!

Naturally, all employees have the right to have reasonable unpaid time off for dependents in emergencies. This could be caring for a sick child or dependent, when childcare has broken down or dealing with an unexpected incident involving the child during school hours. With timelines being prepared in advance however, pragmatic steps should be taken by a worker to ensure alternative arrangements are made. Of course there are always exceptions, so being a supportive employer and encouraging workers to discuss care issues is advisable.

Are you an employer experiencing something similar? Please leave a comment below!