Managing Employee Absence in the Face of the current Flight Disruptions
Introduction:
The recent disruptions in air travel due to air traffic control issues have left many employers grappling with the challenge of managing employee absence for staff who are unable to return for the start of the academic year. This blog article provides insights into how Managers can respond.
**Addressing Flight Disruption and Absence**
As a result of the air traffic control problems that occurred on the 28th August 2023, many employees across the UK have found themselves stranded abroad. In these circumstances, it’s crucial for Managers to strike a balance between operational needs and employee well-being.
**Communication is Key**
Maintaining open lines of communication is essential during these disruptions. Employers should encourage employees to promptly inform their supervisors about their situation and the expected duration of their absence. This information allows employers to plan and allocate resources effectively.
**Policy**
The Schools Model Leave of Absence Policy has a section regarding overstaying/ delayed returns, at paragraph 3.1.5 it states:
If staff, returning from a holiday abroad or returning from extended leave for religious/cultural reasons, are delayed in returning from the country they have visited, for reasons such as transport strikes, delayed flights, accidents etc and this delay takes them into term time, for, then in such circumstances it is the member of staff’s responsibility to maintain communication with the Headteacher and to keep to an absolute minimum any unforeseen overstay.
On their return the Headteacher will need to consider the reasons for the delay. If the circumstances are not covered by any other policy the period of absence would be without pay. If the employee is employed throughout the year then they may take the additional time as annual leave. In the first instance staff should claim compensation from the travel company.
If the member of staff is unable to claim compensation the circumstances of the delay should be considered. Advice should be sought from Bywater Kent HR as your HR provider.
Further advice and guidance may be released from the Local Authority.
**Maintaining Employee Morale**
Employers should demonstrate empathy and understanding during what can be a difficult time. Refer staff to support via schools Employee Assistance Programme.
**Conclusion**
In conclusion, managing employee absence during flight disruptions requires a strategic and empathetic approach. Managers play a crucial role in ensuring that employees’ needs are met while also ensuring the School’s operational continuity. By communicating effectively – it helps to navigate such challenges successfully and maintain positive employer-employee relations.
