The World-cup & workplace implications

The wait is over - the World Cup is finally here. World-cup fever - an abnormal desire to watch a considerable number of football games in a short period of time, observed once every four years, usually accompanied by collecting panini-stickers, drinking beer with friends, endless debates about tight offside calls, penalty heartache, and the immense joy experienced when the team you side with wins. [ok, we made that up :) ] With passion running high, there are a number of issues that employers should be aware of. [1.] The workplace policies With a number of games scheduled at 1100, 1400 and 1700, employers must be mindful that certain conduct could already be regulated through the policies that are already in place. The ones which could be particularly relevant during this period are (i) The Leave and Holidays Policy; (ii) the Sickness reporting Policy; (iii) the use of Internet at Work Policy and (iv) the Alcohol and Substance Abuse Policy. We recommend that you draw attention to these policies and remind your personnel of what you expect of them during the World Cup. If you are considering being a bit more flexible on the applicability of certain policies (for example holiday policies), it is crucial that that this is applied fairly. Keep in mind that you are dealing with people of different nationality, genders and sexual orientation. There is considerable value in preparing a specific sporting events policy, which essentially notifies your employees of any amendments to accepted working practices during the relevant events and also sets out the framework required to discipline those who fail to comply. [2.] Discrimination Sporting events can be a great team building experience. Make sure that you no one feels left out. If you organise any event that coincides with the World Cup, encourage everyone to participate. Make sure that this is taking into account in your communication and plans. [3]. Banter & Harassment “Harmless” banter can easily lead towards bullying and harassment. You should remind employees that even if they do not consider certain remarks to be inappropriate or offensive, others may interpret these to be so. [4]. Screening games at the workplace Some employers may choose to allow employees to watch games at the workplace, or even put up screens specifically for these purposes. Make sure that managers keep an extra eye open to ensure that any inappropriate behaviour is immediately cut out so as to avoid matters escalating further. If employers allow alcohol to be consumed at the workplace during such events or if you organise after-work events, remind your employees that inappropriate behaviour during such events can lead to disciplinary action being taken. [5]. Productivity During the World Cup, some employers may fear issues with productivity, as a result of (i) employees skiving off work to watch games (on their own devices, or whilst working from home), (ii) “pulling in a sickie” to be able to watch a football game, or to recover from over-celebration or (iii) coming to work hung-over. Employers should set their expectations clearly to the employees. It has been proven that employees who know their employer will be carefully monitoring productivity are less likely to try to abuse the system. If you have any questions on any of the topics raised above, please contact us on info@empleo.com.mt or through our other contact channels.

You might be interested in

Subscribe to our newsletter by providing your email address