PERSONNEL MANAGEMENT - 29.11.2013

Prepare now for winter weather (and skivers)

Winter weather predictions

According to certain long-range weather forecasters, we’re going to experience the worst winter for over 20 years. While we can’t be sure that this will happen, it does remind us of a similar warning issued last winter - which predicted the worst one for over 100 years. That warning prompted us to write an article on how to protect your business from winter skivers - you know the sort, they cry off work at the smallest flake of snow ( yr.15, iss.1, pg.3 , see The next step ).

Take our advice

The advice remains valid and we would urge you to read it and introduce a severe disruption policy if you have not done so already (see The next step ). In a nutshell, our policy reminds employees that they have an obligation to report for work regardless of the situation and must make every effort to attend in all circumstances. However, it goes on to acknowledge that in certain “exceptional situations” , such as severe weather conditions, this may not always be possible.

Tip 1. The policy outlines how you may deal with these situations at your discretion, i.e. allow staff to make up time, take unpaid leave or work from home or remotely.

Tip 2. Even if temporary home or remote working is an option, you shouldn’t wait until disaster strikes to agree what shape or form it will take. After all, you could end up spending most of the day agreeing how things will work rather than just getting things done.

Lay some ground rules

So where one or more employees can work from home temporarily, agree with them now how this will work in a worst-case scenario and make sure they can all work from home effectively. You also need to decide when the temporary homeworking plan will be put into action, i.e. will it be decided on the day or the night before based on a weather forecast. If you go with the latter, make it clear that the employee will still be expected to come into work if the adverse weather doesn’t show up.

Tip. For one-off homeworking situations, you shouldn’t have to make any contribution towards the employee’s home Internet connection. However, if they do incur telephone costs you should reimburse these, although you may be able to get around this issue if they use Skype.

Getting home

Finally, one of the biggest factors that deter employees from attempting to make it into work on a bad weather day is their journey home: many won’t, or don’t want to, travel back in adverse weather conditions in the dark. While they should be expected to get on with “normal” winter conditions, severe weather is a different matter.

Tip. If your employees know that you will try to be as flexible as possible regarding travel home, they’re more likely to come in. Of course, where you do allow them to leave early for this reason, always insist they make up the time later.

For a link to the previous article (PS 15.22.02A) and for a sample severe disruption policy (PS 15.22.02B), visit http://tipsandadvice-personnel.co.uk/download .