This is the time of year the rows start – the annual leave booking season. Wall calendars and online calendars are pored over and leave is booked, most of it around the same time, there will be rows between parents and non parents about who should take priority and why and on we go.
So it makes sense to have a few set of rules to try and take the tension out of the whole thing.
Firstly be clear about how much leave can be blocked in one go i.e. one, two week blocks (financial services now insist on this), if there is a cap i.e. two weeks maximum etc.
Secondly, be clear how much advance notice must be given, a month’s notice is usually acceptable if you want to book a week, 2 days is not acceptable if you want to book anything at all and if leave needs to be approved by a manager or some such.
Thirdly, be clear leave can be refused, obviously as a last resort and with good reason but it’s good to get the story straight.
Fourthly, be very clear about how many employees can be out at the same time. It never ceases to amaze me, no matter how often you say it and set the limits, they will give it a go anyway and all book the same time off and fight about it for weeks afterwards.
Fifthly, be very clear what precedents you want to set i.e. if you had the first two weeks off in July last year, you might not get it this year, same goes for half terms, school holidays and Christmas.
Sixthly, what the rules are if you are sick on holidays (holiday can be claimed back if proven), if your flight is delayed (usually unpaid, get proof) and you don’t get back when you are supposed to, the rules around social media and mixing the professional with personal, working on holiday, using the work mobile on holiday etc.
And as an aside, it’s amazing how many of my clients who are schools that have set holidays agreed years in advance, encounter the same problems with leave! So if you are a school struggling with leave requests outside of school holidays, call me 0330 555 1139.
Finally, when it comes to annual leave, be fair, consistent and apply the rules to all staff, no exceptions.
If in doubt contact CrosseHR, we’ll draft a policy for you to be proud of.
I recently attended the Alexander McQueen Savage Beauty exhibition at the V&A in London. Even if you have no interest, or in my case the wallet, to purchase any couture or high end designer clothes, you could not fail to be in awe of the man’s extreme talent and unbelievable imagination. It did strike me though more than once when I was gazing at a structure for the head, aka a hat or an ethereal dress, how did this genius die alone hanging in a wardrobe in his home clearly having had enough? He had the world at his feet literally, surrounded by the world’s beauties, making pots of money for his employers, yet no one appeared to have any idea that the guy was in a state and about to take his own life. How can this happen? How can you spot the signs of stress, depression of mental health issues at work?
Spotting the signs of stress, depression or mental health issues at work
In my experience this is all too common unfortunately. Most of us either aren’t aware of the signs of stress, depression or mental health issues, or tip toe around them when we encounter them at work. It’s a hard thing to confront, but I firmly believe that employers can train their people to spot the signs and provide help. Shouting, explosions of tempers and crying are all sure fire signs all is not well, as is increased sickness absence, coming in hung-over, dilated eyes, unkempt appearance, dips in performance where previously there has not been any, rapid weight gain or loss, as well as firm denials when asked.
Clear policies are the route to a clear conscience
Now its not easy to tackle, or identify anything is wrong, but having an employee assistance scheme in place is a step forward Employee Assistance is otherwise known as EAP, which is basically a service employers can buy (usually from their Occupational Health provider like BUPA or HCA) where employees can ring a confidential helpline to discuss their problems and seek advice usually on divorce, debt, redundancy, depression, problems at work. Its totally confidential but can be very useful for some people. EAP doesn’t cost that much, and CrosseHR can help.
Even without EAP you can still make positive steps to supporting employees who are showing signs of stress, depression or mental health issues. Introduce a clear policy on how the organisation tackles stress (usually under Health & Safety policy or a separate policy), and have a nominated person or organisation that employees are made aware of as someone they go to initially if there is a problem – that might be someone internally such as Occupational Health, or external counselling services, the GP, or the Samaritans for example.
Whether you have an employee assistance scheme or simply an internal policy, make sure it’s well promoted, you foster a general atmosphere of openness, and promote good management practices – it’s amazing what regular 121’s between managers and their reports can reveal and not just about work. It all goes without saying that a ‘human HR person’ always helps and not one obsessed with the rule book! As a final note, the Mental Health Foundation itself calls for us to learn ‘mindfulness’ which is sound advice to any business. You can read more on that here.
Believe you me, and I have proof, if you spot a problem an employee is having, support them, offer them help and they sort it out, you will have a loyal, dedicated employee for a very very long time, not to mention a clear conscience !
Image credit: Nata Sha / Shutterstock.com
We would usually associate Christmas as silly season, but I often find summer brings on its own set of problems, and in some cases these can be way more problematic than at any other time of the year. Something about the warm weather does that to people …
Signs that silly season is upon us
Warm weather brings about random invites to stand on pavements outside pubs shooting the breeze. Nothing wrong with that except when, or if, it becomes a problem. The usual suspects include constantly coming in late, smelling slightly off of stale booze, bloodshot eyes or just not coming in at all. Call CrosseHR, we’ll be well able to help.
Then there is the other trick of the kidder trade. Being taken suddenly ill on sunny days, days that coincidentally coincide with a sporting event, cricket, Wimbledon and horse racing are usually ones to watch, or the old favourite being sick the days following a return from holiday (if they returned at all). Just be aware that if they are sick on holiday, then thanks to our friends in the EU they are entitled to have that time back. Strange, but true, clearly they have never run a business! Having robust absence policies in place help hugely as well as the dreaded return to work interview.
Watch out for patterns, or give us a call, we are well used to summer silliness!
Oh and the final one, they come back all tanned and full of life changing ideas, leaving their current job is usually top of the list. It’s not uncommon for September and October to rival February and March in the resignation stakes!!
Are you prepared?
Succession, contingency plans anyone? Give us a call we’ll sort that out for you.