Planning ahead for the summer months…

It’s that time of year when employee’s take a high proportion of their annual leave entitlement. Some try to escape to the sun before the main school holidays, others have no choice but to take time off during the six weeks school holiday period. If your workforce is made up heavily of working parents this means a busy time of year for the business and a challenge for managers to ensure operational efficiency is maintained.

Some things to consider during this busy period:
• Encourage staff to book their annual leave well in advance in order that cover can be arranged. You may need to ask other staff members to work overtime, you may need to move staff between departments or ask them to swap shifts, the more notice you can give the greater the chance of achieving the required cover
• Impact on productivity – reduced staffing numbers is likely to impact on output/productivity, make clients aware of lead times to manage their expectations
• Impact on other staff – keep an eye on the welfare of other employees who will be working harder to cover for those on holiday. Reward where possible for the extra effort they have put in.
• When holiday dates cross over amongst employees within the same department communication will be difficult so ensure that you have a handover system in place to ensure the smooth transition of work between employees
• Put a limit on the number of staff who can be absent at any one time – don’t be afraid to say no to requests for annual leave if it will be detrimental to the business
• Unplanned absences may happen – regardless of the best intentions to plan for this period there will be occasions when an employee unexpectedly falls ill and is unable to attend work, don’t leave your staffing levels so short that you can’t cope with this situation.

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Should you dismiss an employee for an offensive social media post?

Danny Bakers recent controversial post which included a photograph of what he compared to the new royal baby resulted in him being sacked from his job at the BBC.

His actions were perceived to be racist. The picture was published by Baker on his Twitter account – for everyone to see, which as he is a well known BBC broadcaster, could affect the BBC’s profile/image.

This is not the first case of an employee losing their job because of their social media posts.

Can an employer use the information their employee posts on personal social media against them?

It is important to look at the context of the post. If this brings the company into disrepute or constitutes bulling or harassment the company may have sound reason to take action, which may include the dismissal of the employee.

Most importantly the company should ensure that they have a well communicated social media policy which clearly set out what the company considers to be acceptable/not acceptable, whilst balancing this with the employees right to privacy.

This post is in: Blog