Ashes to Ashes
April 19, 2010
How should one treat the member of staff whose return to work is delayed by the current air travel problems? Is this a disciplinary issue? How do we address the lost time?
First of all, one is entitled to expect that the staff member has made reasonable efforts to ensure the return is delayed by as little time as possible. They should also be giving regular updates so you know when you can expect them.
Also , if it is reasonably practicable , and depending on the role they have, can they be gainfully working remotely? If so, they should be doing so.
On their eventual return it is appropriate to agree with the member of staff how many hours have been “lost” and see how those can be made up. That is probably the best overall solution with the staff member making up the time away by doing an extra hour here and there.
An alternative is to make them take it as part of holiday entitlement or agree that it should be authorised but unpaid leave.
I can see that this will be treated very differently by different employers with different staff. The most important advice is to be fair and consistent.
