Employee issues

In respect of employees, there are a number of situations an organisation may face which could cause disruption during the Games.

Firstly, bearing in mind the number of tickets sold, it is likely that many employees will want to take holidays during the Games.

This could have a huge impact on your business. Say, for example, that a client requires ancillary services which you are responsible for arranging (such as breakdown and recovery, replacement tyres or a new windscreen) but the supplier has insufficient staff to do this because they all want to watch the Games? Or, where, for example, your customer services department is insufficiently manned to handle queries from clients?

In such circumstances a force majeure clause might relieve you of liability to the client.

But it doesn’t assist the client, whose business may be heavily impacted as a result. In the worst case scenario, the client is left without a vehicle or goods and services. Not particularly good for your future relationship with the client.

Secondly, take the situation where an employee has already bought tickets for the Games but fails to make a request for holiday in time. Or where an employee’s holiday request is not granted, perhaps because minimum staffing levels need to be met. Then, coincidentally, on the same day, the employee phones in sick. What is the position then?

Thirdly, what happens if an employee is genuinely unable to attend work because of travel disruption? How does an organisation handle that situation?

Well, the starting point in terms of most employee issues is essentially the same: either communicate existing company policies, or put in place “Olympic Games” policies. In particular, it is important to address four subjects. And to do so as early as possible before the Games.

1. Holiday: let employees know that if there are too many requests for holiday at the same time, leave will be granted on a first come, first served basis, for example. This can also be applied to any employees who have volunteered to assist at the Games. Consider, though, whether requests from volunteers should be given priority over requests from non-volunteers. Such an “Olympics policy” will generally be reasonable in the circumstances, so long as it is applied fairly and consistently. So, try to accommodate requests, where possible, but don’t do so to the detriment of the business.

2. Sickness absence: reiterate to employees any existing policies on sickness absence and stress that any unauthorised absence may result in disciplinary action and potential dismissal. And if you haven’t got such a policy in place, make sure you put one in place as a matter of urgency. It might well serve as a deterrent to employees and, in any event, may be good evidence if you dismiss someone for unauthorised absence during the Games.