The 2010 FIFA Soccer World Cup (‘SWC’) is internationally regarded as the single
greatest global sports event and only takes place once every four years. This major
international event is scheduled to kick off in South Africa on 11 June 2010. All employers,
especially those working in and around, or close to, the nine SWC hosting cities, are
almost guaranteed to be confronted with a plethora of employment related issues during
the SWC. The main issue employers are likely to face is that, although employees might
be physically present at work during the SWC, their performance or productivity could be
hampered by, to name but only a few, the following:
- Spending excessive time on the internet during working hours in order to follow
matches; - Spending excessive time away from the workstation in the cafeteria, or other areas
of the business, where soccer matches are being broadcast; - Spending excessive time away from the workstation in the cafeteria, or other areas
of the business, where soccer matches are being broadcast; - Poor performance, or a decline in performance, as employees might be tired after
attending a game the previous day (late nights or alcohol abuse the previous day); - Employees asking for ad hoc time off during the SWC due to the long school
holidays;
So, the question therefore becomes – what advice is there for employers in terms of
preparing for, and handling issues during, the SWC?
Employers should first of all remember that the issues they are faced with during the SWC
season will in most cases be the type of issues they are faced with on a daily basis, but
more than likely in larger volumes. The starting point would therefore be the normal
company policies, rules and procedures remain in place, but that wherever possible,
employers would show some leniency to employees during the SWC.
In order to, firstly, limit misconduct and performance issues
during the SWC, and, secondly, to build or maintain good
workplace relations. Employers should remember that a
local SWC is a once-in-a-lifetime experience and
opportunity for most employees. Therefore, good practice
for all parties, employers and employees alike, would be to
try as far as possible to accommodate one another during
the SWC. Proper communication with employees before
the start of the SWC will go a long way in preparing both
employers and employees for the SWC.
Apart from dealing with employment issues during the SWC in terms of the company’s
disciplinary code or poor performance procedures, employers could, and in some cases
should, consider doing the following:
- Apart from dealing with employment issues during the SWC in terms of the company’s
disciplinary code or poor performance procedures, employers could, and in some cases
should, consider doing the following: - Apart from dealing with employment issues during the SWC in terms of the company’s
disciplinary code or poor performance procedures, employers could, and in some cases
should, consider doing the following: - Employers should properly, before and during the SWC, communicate, whether
verbally or in writing, to employees the company’s policy(ies), codes and general
stance on, for example excessive internet usage or other abuse of company
resources and the consequences thereof; coming to work under the influence of
alcohol; uncommunicated absenteeism; dishonesty of any kind, as well as the
company’s expectations/demands in respect of performance and attendance during
the SWC and the possible consequences of non-compliance. - Employers could obtain a copy of the match schedule for the SWC and request
employees, by no later than a certain date before the commencement of the SWC,
to provide them with the details about the matches they would like to watch or
attend and what their needs are in terms of time off. Employers should then use
this input from employees to determine where and how it could reasonably
accommodate its employees in terms of their needs. - Employers should also consider putting contingency plans in place to cater for the
fact that they may have to deal with fewer employees during the SWC. - Finally, on a more patriotic note, we are aware of clients who see the SWC as an
opportunity for some ‘social dialogue’, i.e., using it to allow people of different
persuasions and colours to get to know one another better. This includes renting a
few minibus taxis to transport staff to reputable pubs and restaurants in traditional
township areas to watch a game or two and mix with the locals.
June 2010