World Cup 2010: employers' checklist

Employers can take steps to manage the impact of the football World Cup on their business, with the help of our checklist. 

Employers that make clear their policy on key sporting events are likely to experience less unauthorised absence and fewer alcohol-related issues. 

• Topic of the week: World Cup fever checklist By making clear the conduct that they expect from employees during the World Cup, employers may be able to minimise potential disruption due to the tournament. 

Previous articles in this topic of the week series

World cup fever: frequently asked questions Some frequently asked questions that look at time off and absenteeism issues arising from the World Cup. 

World cup fever: more frequently asked questions More frequently asked questions that look at potential conduct and performance problems during the World Cup period. 

World cup fever: case study A case study that looks at how employers should deal with issues arising from the World Cup. 

More from XpertHR on employment issues surrounding the football World Cup and related topics

XpertHR subscribers have access to a wealth of material on employment-related issues that may arise from the football World Cup and other key events - ranging from policies on sporting and other special events to FAQs on non-genuine absenteeism. We pick out just some of the information available on the subject. 

Sporting and other key events

Employers that adopt a policy on their approach to major sporting and other key events may find that they suffer less unauthorised absence than those that do not. The XpertHR policies and documents section includes a model Policy on sporting and other special events that employers can use to set out their rules and guidance for all staff on what is expected and what concessions may be granted when a sporting or other special event is taking place. 

The 2010 IRS sporting policy survey of 100 employers has found that plans are in place to allow employees to follow the football World Cup during their working day and that employers believe that such plans will have a positive effect overall on business. 

Absenteeism

Employers may notice an increase in absenteeism during the football World Cup as employees take unauthorised time off to watch key matches, in many cases reporting their absence as sickness. The XpertHR FAQs section includes answers to questions on absence that is not due to genuine sickness:

• What, if any, action should a manager take where he or she suspects, but has no proof, that an employee's absence was not genuinely for the reason given?
• Will invoking the company disciplinary procedure be the best means of dealing with all instances of absence and poor performance?

There are also a range of resources to help employers manage short-term absence problems, for example a model:

• Short-term sickness absence policy
• Contract clause on sickness absence reporting
• Letter cautioning an employee about a poor attendance record
• Policy setting out structure for return to work interview after short-term sickness absence

The Good practice: Attendance management guide provides a detailed look at the reasons for poor attendance and ways of managing this costly problem, while our Line manager briefing on short-term sickness absence provides help for managers. 

Disciplinary issues

The football World Cup may lead to a range of disciplinary issues for employers, for example unauthorised absence and alcohol misuse. The disciplinary rules and procedures section of the XpertHR employment law manual explains the law on taking disciplinary action, while model policies and documents on disciplinary procedures will help to ensure legal compliance when addressing disciplinary issues: 

• Disciplinary procedure
• Letter inviting an employee to attend a disciplinary interview
• Letter giving an employee a first written warning
• Letter informing an employee of the outcome of a disciplinary appeal hearing
• Line manager briefing on employee misconduct

Other issues surrounding the World Cup

Other employment-related issues are likely to arise from the football World Cup. For example, employers may have to deal with incidents of employees turning up at work under the influence of alcohol or misusing their employer's internet facility to follow the progress of their team during working time. To outline the rules on drug and alcohol abuse at work, XpertHR subscribers can use the model Alcohol and substance abuse policy and procedure. See also the answer to the question: Where an employer suspects that an employee is working under the influence of alcohol, what action can it take?

By adopting an E-mail and internet policy for employees, employers can make their position clear on employees' personal use of the internet. 

Employers should also be aware that football hooliganism may have an impact on the workplace. If an employee is convicted of an offence, the employer may be reluctant to continue to employ him or her. The FAQs section considers whether or not it is permissible to dismiss an employee on the grounds of misconduct that occurred outside the workplace.