Employers advice on The Irish Rail Industrial Action

It has come to our attention that Irish Rail and train drivers are to strike on October 23rd from 6.00 am to 9.00 am. Employers are encouraged to keep abreast of this development as it may have a knock-on impact on your workplace. Here we have some Employers advice on how it can affect you business and how to reduce your risk. Potential Industrial Action Should the drivers decide to engage in industrial action then they will need to serve a week’s notice on Irish Rail. Given the time involved in balloting all members, and the likelihood of further intervening talks to prevent such industrial action, employers should not expect any possible industrial action to take place until mid to late October. In addition, and in a separate dispute before the Labour Court, LUAS drivers are seeking a 40% pay rise. Essentially, the LUAS drivers are arguing that they should be paid comparable rates to Iarnród Éireann train drivers. SIPTU have threatened industrial action if there is no outcome that is to their satisfaction. How might this impact the workplace and what can employers do? Lateness / Absence One of the implications that could arise from a potential strike is the fact that the employees that would normally commute via train and DART could be late for work due to the fact that they would not be able to access this public transport. In addition, the reduced trains on the road will likely increase traffic volumes for those who choose to commute by car and it may also make it difficult for bus commuters who now find less space on their regular bus. To ensure that this can be avoided as much as possible, employers should keep their employees abreast of the proposed industrial action and the dates over which the action may take place. Employers can notify employees and instruct them to investigate alternative arrangements for getting into work should industrial action occur. This might not solve the problem but it might minimise the effects that it could have on a business if employees are prepared well in advance and it might not result in a high level of lateness or absence. Employers could also provide employees with the bus timetables and warn them of the possibility of overcrowding on routes and delays. Cycling and car pooling Employees within an appropriate distance could be encouraged to cycle to work on any days of industrial action and employers might consider offering the popular Bike to Work scheme details to employees. This could result in higher applications than usual so payroll departments should be prepared to process such requests efficiently. Another option that could be suggested to employees would be to car pool. Many workplaces have car pool systems in places, with employees offering the option on noticeboards or staff forums. Parking Unavailability of public transport could lead to increased number of staff that might drive to work. Employers could facilitate this by ensuring employees are aware of the parking facilities offered by the company/retail park/building etc. Also offering alternative parking facilities in the vicinity and possible prices/space availability could improve the level of lateness and attendance greatly. Flexible Working Arrangements Employers might consider flexible working arrangements for their employees around the planned industrial action. Through forward planning, workloads could be dispersed and moved around in addition to varying employee shift patterns. This may help greatly reduce disruption to your working day. Employers may also opt to take a more lax approach to lateness on this than they otherwise would. That being said, if you have given your employees 3 weeks to make alternative arrangements then you could be justified in disciplining the employee where they have not taken any measures to ensure their punctuality. Conclusion Simple measures like these would not only benefit the company by avoiding disruption, excessive lateness and absence if industrial action goes ahead but it would also make the employees feel valued and improve their commitment. Forward planning is key and if you require any assistance or advice then please do not hesitate to contact our 24 Hour Advice Service on 01 855 50 50 where one of our experienced consultants will be happy to help.