Drivers at Dublin Bus and Bus Éireann have voted overwhelmingly to back strike action in protest at the potential privatisation of 10% of routes. Whilst industrial action has not yet been confirmed, if it goes ahead then is likely to lead to severe transport disruption over the May bank holiday weekend. Employers are encouraged to be mindful of this strike action as it may have a knock-on impact on your workplace and as such to put in place appropriate measures.
Potential Industrial Action
The drivers in both Dublin Bus and Bus Eireann recently balloted on the matter with an overwhelming majority voting in favour of industrial action (93% in Dublin Bus and 95% in Bus Eireann) and strike action (90% in Dublin Bus and 93% in Bus Eireann).
The National Bus and Rail Union (NBRU) and SIPTU are expected to hold off on confirming any industrial action until 24 April 2015. This will allow the NBRU to negotiate with the National Transport Authority in the meantime and if this proves fruitless for the union then they can give the required one week’s notice of industrial action. If this occurs then the NBRU industrial action will take place on the Friday of the bank holiday weekend, thus ensuring a lot of disruption. SIPTU, on the other hand, have indicated that they may take action on four separate days, namely Friday, May 1, Saturday May 2, Friday May 15, and Saturday May 16.
The NBRU are also expected to begin a court action over the coming weeks to block these privatisation plans.
How might this impact the workplace and what can employers do?
Lateness
One of the implications that could arise from a potential strike is the fact that the employees that would normally use Dublin Bus and Bus Eireann for their commute could be late for work due to the fact that they would not be able to access this public transport. In addition, the reduced buses on the road will likely increase traffic volumes for those who choose to commute by car.
To ensure that this can be avoided as much as possible, employers should keep their employees abreast of the proposed industrial action and the times over which the action will take place. For example, it is currently expected that there will be a two hour protest from 11am to 1pm. As such, this may not greatly impact the morning commuters. However, it may very well impact those employees who commence work in the late morning or early afternoon and, indeed, there may be a knock-on impact throughout the day and into the evening.
As such, employers can notify employees and instruct them to use the two week period to make alternative arrangements for getting into work. This might not rid the problem for good 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 provide employees with the Dart timetables and warn them of the possibility or overcrowding on routes and delays.
Cycling and car pooling
Employees should be encouraged to cycle to work these days and they could provide the Bike to Work scheme details for the 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, perhaps facilitate this by offering to post notices 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 company/retail park/building. Also offering alternative parking facilities in the vicinity and possibly prices/space availability could improve the level of lateness 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 require employees to take annual leave on the days in question. Unfortunately, if the employer does not provide 30 days’ notice of this to the employee then the employee may legitimately refuse but employees may be agreeable. As an example, how many employees will be willing to take the Friday off before the Bank Holiday weekend
Employers may also opt to take a more lax approach to lateness on this than the otherwise would. that being said, if you have given your employees two 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.
