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Dear NSA Member,
With the weather forecasters predicting an extended icy chill what factors should employers consider when faced with severe weather and travel disruption? When severe weather hits many employees are unable to attend work due to travel disruption, this is always closely followed by a media “storm” debating the fairness of employers treating the absence as unpaid.
Employers who develop an agreed policy to cover such a situation will ensure staff have advance notice of the steps they should take when storms arrive and stop arguments about how the absence from work will be treated.
The policy needs to enable employers to balance their need for continuity of care with their duty to ensure the health and safety of their workforce and recognise those employees who have tried their upmost to attend work.
Key areas to include:
The response is for information only and does not constitute professional or legal advice.
Andrew Holdaway is the founder of Pivotal HR, provider of a comprehensive range of HR services to SME social care organisations.
Andrew has worked in the sector for 15 years and chose to specialise in social care because of the clear contribution effective people management, development and leadership make to the delivery of high quality, safe, person centred and cost effective services.
Of course this will be anonymous these and they will be treated as utterly confidential.