#WorldCup2014: Are you and your staff ready?
The Forum of Private Business has released a set of guidelines to help businesses assess their World Cup readiness and make sure they don’t miss the opportunities presented by of such an important revenue generator.
“Summer 2014 is set to be a busy time for the licensed trade, with football fans flocking to locals up and down the country to cheer on their favourite team. Many landlords will be hoping to cash in on the uplift in trade, which comes with any major sporting event, but it’s important to make sure their best laid plans don’t land them in trouble later, particularly when it comes to temporary staff and the all-important big screen,” said Jo Eccles, business advisor at the Forum.
The guidance booklet features tips including:
• Ensuring temporary staff are given either short-term or zero-hours contracts, so that both parties know what is expected responsibilities are clear.
• Giving temporary staff adequate training for manual handling and other health and safety issues to prevent possible injury at work, as well as other job-related skills training.
• Remembering that all staff (including temporary hires) are entitled to at least the national minimum wage, as well as holiday and possible sick pay.
• Making sure you have the right TV licences (PRS or PPL) in place for broadcasting matches.
• Ensuring the tradesman installing new equipment such as big screens has the correct training and insurance cover.
Operators should aim to have any temporary staff start employment, with induction and training, as soon as possible to prepare for the event.
But according to Eccles, the majority of issues are likely to arise from existing rather than temporary staff. “For many of our members there isn't the need to hire temporary staff. The main issues being planned for are absences because of the Cup. For example staff taking the day off to watch a game, or maybe taking an absence because they are hung over from the night before. Many employers have put measures in place to counteract this, by being proactive and sending out messages beforehand to let staff know that this will not be tolerated and that there will be consequences,” she told BigHospitality.
