Where an employee has the capacity to carry out their work from home for the duration of the disruption, this should be agreed with his or her line manager. This will not be feasible for a number of roles where the employee’s presence is required. This may also put pressure on the organisation’s IT infrastructure as demand increases.
Where an employee cannot attend and cannot carry out his or her normal duties, the options of annual leave or unpaid time off could be presented.
Where employees arrive late or leave early, whilst some flexibility may be provided, employers might consider paid leave where the employees will work up the time missed at a later date, preferably within one month of the occurrence. This is usually more feasible in organisations that already operate a flexi-time system. Alternatively, the option of unpaid leave or annual leave (broken into hours) may be considered.
Using other transport options
Employers should encourage employees to plan their journeys in advance and allow extra time to get to and from work using other public or private transport where available.
Reduction in hours
In the event that the disruption to public transport leads to a reduction in work or no work available for employees, a temporary lay-off situation may arise. Employers who have reserved the right to place employees on lay-off or short-time working in their contracts of employment may utilise this clause. Otherwise, agreement should be sought from the employees.
There may be a requirement, given a certain level of absence, to redeploy staff (who do not rely on Dublin Bus services to attend work) from one part of the business to another to maintain core business operations.
Some employees may fail to attend for work when suitable alternative public transport is in operation. Unless authorisation has been received, this is not a justifiable reason for absence and should be dealt with under the company’s disciplinary procedure, as with any unexcused absence.
Wednesday, 31 August 2016