As the 2010 World Cup kicks off this week in South Africa, employers all around the world are preparing themselves for the tournament's impact on the workplace. The 2006 World Cup resulted in absenteeism costs of approximately £4 billion, costing the average UK business £8,400 per 100 employees in lost productivity.
Once again, many of this tournament's matches are scheduled to be played during working hours. Provided that employers have clear policies and procedures in place, the World Cup could go some way to helping rebuild employee morale which has been hit hard by the recession. The last England group match on Wednesday 23 June, with a 3pm kick off will put many employers' policies to the test. Here are a few pointers that employers should consider in order to minimise workplace disruption and maximise employee productivity.
Flexible Working
Is a shift swap scheme possible?
Are short term changes to start and finish times possible?
Can you offer unpaid leave?
Internet Use Policies
Make sure that you spell out what is acceptable. Are you happy for staff to follow matches at their desks? Can your IT systems cope with on-line streaming or an increase in the volume of emails analysing the latest game? Will there be unrest among those who are not football fans if others are allowed to follow matches while working? What about mobile and blackberry use? Does your policy cover on-line betting?
Advance communication is the key: make sure everyone is clear on what is acceptable and what is not and enforce policies consistently.
Absence Policies
A reminder to staff of sickness reporting procedures and the penalties for dishonest claims may be required. Staff should be encouraged to use annual leave wherever possible.
Equal Opportunities
A race discrimination claim that arose from offensive comments made in the workplace during the 2006 World Cup was finally determined by the Employment Appeal Tribunal in late November 2009. Make sure all staff are clear on their obligations under your Equal Opportunities Policy. You may also wish to ensure your Dress Code covers the wearing of team shirts.
Alcohol Policies
Staff should be encouraged to take annual leave if they know they are likely to be extremely hungover after a big match. In advance of the 11 June, staff should be reminded of the consequences of turning up for work still under the influence or unable to work because they are hungover.
For match screening events in the office, we recommend you try to make them as inclusive as possible and be clear about expected standards of conduct, that intoxication will not be accepted as an excuse and that inappropriate conduct may lead to dismissal and by providing plenty of non-alcoholic drinks and food this should go some way to balancing out the effects of any free alcohol on offer!
Major events such as the World Cup have the potential to unite the workplace. As long as memories of existing policies and procedures are refreshed in respect of absenteeism, sickness and discrimination, employers should have no problem keeping their employees on-side and avoiding having to use the red card!
Disclaimer
The material contained in this article is of the nature of general comment only and does not give advice on any particular matter. Recipients should not act on the basis of the information in this e-update without taking appropriate professional advice upon their own particular circumstances.
