PARKING MANAGEMENT
LONDON 2012
implement the force majeure clause in all contracts between clients, suppliers or service providers. It could provide a high degree of protection during the Games.
Employee issues
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 two parking attendants on site during each shift and one is absent, what happens if you can’t fi nd a replacement, or if the second attendant requests leave at the same time? 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 car park might have to close. This is not 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 staffi ng levels need to be met. 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? The starting point in terms of most employee issues is essentially the same: you need either to communicate existing company policies, or to put in place Olympic Games policies – and you need to do so as early as possible before the Games.
Let employees know that if there are too many requests for holiday at the same time, leave will be granted on a fi rst come, fi rst served basis. This can also be applied to any employees who have volunteered to assist at the Games. Consider, though, whether requests from
1.
The starting point, as always, is the need for a good contract, both with clients and suppliers
www.britishparking.co.uk
volunteers should be given priority over requests from non-volunteers. An Olympics policy will generally be reasonable, so long as it is applied fairly and consistently. Try to accommodate requests, but not to the detriment of the business.
2. 3.
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, 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 useful if you dismiss someone for unauthorised absence during the Games.
Explain the company’s position in terms of watching the Games during working hours. Where it is impractical to set up television screens, employees may opt to watch the Games on company computer systems. This could, of course, cause severe disruption to computer systems and affect the employee’s ability to work effectively. Employees based on a client’s premises may be in breach of the client’s computer polices if they do so, and that could put you in breach as well. Whatever your stance, ensure that it is clearly communicated and consistently applied.
4.
A possibility, although not always practical in the parking industry, is
to allow fl exible working. Many companies will have policies in place to cover fl exible working hours or working from home. But, if you don’t, you must tell employees what is expected and what is permitted. If fl exible or home working is not possible, make sure staff know that they will be expected to work as normal during the Games. This would include an obligation to get to work on time, even if there is travel disruption. But give some thought to how you will deal with situations beyond the reasonable control of an employee. If an employee is late due to traffi c disruption, will they need to make up the time? Decide on a policy and, again, apply it consistently. Organisations must prepare as soon as possible, consider what could negatively affect their business and fi nd solutions. There is only way to avoid potential problems, and that is to be prepared.
MAY 2012
33
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52