The ongoing issues with the UK rail service has created havoc for commuters across the country. As news arose this week of yet more cancellations and the introduction of a temporary timetable your client would be wise to approach this situation with caution and consideration.
They should first look to hold informal discussions with those affected to gauge the full extent of the problem and bear in mind the disruption may impact some staff more severely than others. Tensions may run high during these discussions as staff who pride themselves on good timekeeping may be sensitive to how instances of lateness reflect on them. As such your client is reminded to avoid blaming the individual and consider that lateness due to delayed or cancelled trains is largely out of their control.
Your client may wish to consider to avoid any disciplinary action at this stage as this may be considered excessive in light of the extenuating circumstances, however individuals must still be reminded of their responsibility to attend work on time in line with their contract of employment. Instead discussions should focus on alternative travel solutions which affected staff may use to attend work on time such as by bus, taxi or by car sharing with fellow colleagues.
At the same time clients need to be wary of individuals who may dishonestly claim the ongoing rail issues as an excuse for poor attendance and time keeping. Although this may be hard to prove, clients should continue to discipline those who arrive late for alternative reasons in line with their workplace policies.
As the latest reports suggest limited train timetables will be in place for several months, your clients may consider implementing temporary working solutions to manage this issue. Your client should agree upon an appropriate reporting method for staff to confirm if they will be late to work on account of the rail disruptions. Considerations should also be made to allow staff to make up time either during their break or after work, whilst it may be suitable to allow those who are unable to attend work at all to work remotely from home.
Your clients should send out a notice to all staff to make them aware of the situation and whatever temporary arrangements have been agreed. This will reaffirm your client’s commitment to these temporary working practices and prevent any dissenting voices from individuals who may be wondering why their colleagues are receiving preferential treatment during this time.
It is important that your client maintains pragmatic approach when dealing with these rail disruptions. Having the correct workplace policies in place will provide the framework to effectively manage staff, however a degree of flexibility is imperative during this time to ensure staff feel supported and that the business is able to run with minimal disruption.
