Christmas Time   

Is it 'Time off for Dependants' or 'Poor Timekeeping'?   

Christmas Time

Deck the halls with boughs of holly

Fa la la la la la la la la

It’s the season to be jolly.

Fa la la la la la la la la

Jolly my a***! It’s the season for the HR department to tell you all the things you can’t do at Christmas! Have you heard the sort of things they are saying…

…..“if you have a Christmas party most of the blokes will spend half the night trying to outdo each other in a “getting drunk and sexually harassing anything in a skirt” competition.

And those who aren’t harassing the women are telling jokes about black gay disabled pensioners (thereby committing at least four separate acts of discrimination in the same sentence).

Then everyone piles onto the dance-floor and George from Sales slips a disc as he performs his Chubby Checker impersonation while forgetting he’s two stone heavier than when he came second in the “stars in their eyes” final at Butlins in 2002.

And to cap it all, the Sales Director promises a huge promotion to that new salesgirl who impressed him with her figures, after she sat on his lap and poured his seventh brandy. Even if you ban the party they will still want to put up a Christmas tree and silly decorations all round the office.

If Ron the Accountant doesn’t fall off the stepladder, trying to blue-tack those fairy lights to the ceiling, it will be a miracle, and then I’m not sure it’s a good idea to have that five-pointed star on top of the tree and think of all the electricity we’re wasting, what with this global warming.

So we’ll ban the decorations as well as the party. The only trouble is, they will send Christmas cards and I don’t want to be liable with those religious symbols all over them and you know Father Christmas is always shown as an old white bloke so there are three more discriminations to worry about”.

And the good news? It probably isn't anywhere near as bad in your company, so try to relax - it’s Christmas! But of course if you do find yourself with problems give us a call on 01473 890037.

Merry Christmas!!

Is it 'Time off for Dependants' or 'Poor Timekeeping'?

Q: Lucy, a customer service advisor, has been late by about 10 to 15 minutes almost every day in the morning and again after lunch for the past five weeks. Her colleagues have complained that they have to take her calls as well as theirs when she is not around and feel it is unfair. When her manager spoke to her about this, Lucy said it was because she is looking after her sick elderly neighbour after her recent stroke and needs to be cared for before she leaves in the morning and again at lunchtime. She believes she is the only person available to look after her.

Her manager has asked Picasso HR for advice. Is this poor time keeping or time off for a dependant?

A: There is an element of both in this case.

Time off for dependants.

Since December 1999 all employees have had the right to take reasonable time off to deal with unforeseen emergencies involving dependants. The right does not include statutory entitlement to pay, which will be at the employer’s discretion.

Who is classed as a dependant?

It can be a partner, child, parent or relative who lives with the employee. This may then include grandparents or elderly aunt or uncle living with them and is dependant on them. However, does an elderly neighbour qualify? Yes, they may, if the employee is the primary carer or the only person who can help in an emergency.

For what type of incidences can time be taken off?

• Sick child, partner, dependant neighbour or relative
• Breakdown in childcare arrangements or in arrangements for the care of the dependant
• To deal with unexpected incident involving the employee’s child during school hours.
• To deal with the death of a dependent, for example, to make funeral arrangements or to attend a funeral (this is sometimes dealt under a Company's ‘compassionate leave’ policy)

How much time off is allowed?

There is no set limit to the amount of time off that can be taken. However, it should be sufficient to quickly resolve the unforeseen incident. It may be hours or one or two days at the most and it will depend on the circumstances. Just sufficient time to make longer term arrangements if necessary.

So to find out what Lucy & her manager should do see the full article

What should Lucy and her manager do?

Firstly the lateness should have been addressed when it first happened, nor should it have been left unresolved for so long. Secondly, all employees should be made aware of the Company’s policy and procedure on this to avoid ambiguity and potential disputes.

The manager in this case needs to know what the relationship is between Lucy and her neighbour. If it is one of true dependency then either Lucy needs to;

• manage her time better when caring for her neighbour to ensure she is not late for work
• negotiate new temporary working hours with her employer
• make long term arrangements for her neighbour’s care.

Poor Timekeeping

Unless managed effectively poor timekeeping can cost employers thousands in lost productivity, disruption to customer service and pressure on colleagues left holding the fort.

Companies can take the following steps to reduce lateness:

Above all it is important that the employer sends out a clear and consistent message about the Company’s procedures and attitude to lateness.

The exact steps to be taken will be dictated by the company culture as well. Where employers, for example, offer flexibility in dealing with the workload without additional pay, significant amounts of goodwill could be lost by dealing with lateness in an inappropriate manner. This will permeate far beyond the immediate employee.

The information in this newsletter is of a general nature and is not a substitute for professional advice. You are recommended to obtain specific professional advice before you take any action.

For further information, advice or assistance on any of the matters raised in this newsletter please contact Picasso HR on 01473 890037.

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