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Ask the experts
How do I manage my team during the Olympics? Do I have to give extra holidays and how to I deal with absenteeism during key events?
P3 People Management's Natalie Lewis responds:
"There are a few different issues here. Firstly, let's look at managing requests for leave. You may find that a lot of staff want the same time off when major events/ceremonies are taking place. As an employer, you need to balance competing requests in a fair way as well as ensuring that the business is properly managed. Managing staff expectations is also important, to ensure that the business does not suffer disruption arising from disappointed staff.
"Most well-drafted contracts of employment permit employers to decide when holiday is taken and entitle them to refuse holiday requests where there is a business need. Given that you've already anticipated a potential problem with the Olympics, it would be sensible to decide how you will ration holiday among your staff. It could be on first come, first-served basis, picking names out of a hat or by another means..."
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Employment Law Update
Unfair dismissal re: redundancy pool
The Employment Appeal Tribunal has held that the employer's decision to restrict a redundancy selection to one employee, when there were other employees doing the same job who could have been put in a redundancy selection pool, made his dismissal unfair.
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How to ensure a fair redundancy process
Any sort of change can be disruptive, none more so than the threat of redundancies. However, good communications between management and employees can often help an organisation get through the process with the minimum of pain.
Be aware that, although redundancy is a potentially fair reason for the dismissal of an employee, a dismissal may be held to be unfair if the employer fails to adopt a reasonable redundancy procedure which includes identifying ways to minimise the number of redundancies required.
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