HR concerns about 2010 Olympics

By Yosie Saint-Cyr, LL.B., Managing Editor, HRinfodesk.com---Canadian Payroll and Employment Law News, September 2009

Arecently published report indicates that British Columbia human resources practitioners are concerned about the effect of the 2010 Olympics on employees' commutes to work. In general, most organizations expect to be impacted for the two weeks of the main Winter Olympic Games, however those who are within 1km of an Olympic venue expect to be disrupted for the six to ten week period prior to and after the Olympic and Paralympic Games. The British Columbia Human Resources Management Association (BC HRMA) published a report titled HR Responses to the 2010 Winter Olympic Games that details the policies and practices that HR practitioners are considering in response to the events.

In August 2009, BC HRMA surveyed a portion of its membership to find out how organizations are viewing the 2010 Winter Games (which include the Olympic and Paralympic events) and the policies and practices that they will put in place for the duration of the events. The report indicates that, across the province, 80 percent of organizations will be introducing or increasing their use of flexible hours, while 70 percent will be introducing or increasing their use of telecommuting to mitigate the effect of the Olympics on transportation.

Over 84 organizations commented on the potential for additional impacts related to the 2010 Winter Games. These impacts fall into the following areas:

• Managing additional requests for vacation/days off
   
• Maintaining a sense of equity/fairness in how time off is granted
   
• Managing overtime spent to deal with increased absenteeism
   
• Managing schedules and workforce planning to deal with transport disruptions
   
• Managing issues associated with telecommuting
   
• Finding accommodation for visiting staff, contractors or clients
   
• The potential risk of managing this disruption at the same time as a flu outbreak

The least popular policies under consideration are a reduction in work hours and making vacation compulsory. Additional policies that are being considered involve allowing people to bank overtime to be taken during the 2010 Winter Games and providing alternative places of work for staff during the Games period.

In addition, organizations in the hospitality, retail and tourism industries, which expect to benefit from the Games, foresee some issues around recruitment and staffing during the Olympics. Respondents also believe school closures, the distraction of the events and increased absenteeism will impact their business.

The survey found that some benefits are being provided to employees during the Games, such as access to a television; while some organizations are increasing the amount of paid time off (8 percent). Small or medium-sized organizations are more likely to be providing access to a television. However, 50 percent of organizations with over 250 staff will also be providing access to a television. With regard to increased paid time off and extended work breaks, it is better to be in a small organization (1–50 staff), as they are twice as likely to be providing these benefits as other organizations.

When it comes to receiving tickets to events or games-related social events, it is more beneficial to be in a medium or large organization (250 staff and over), as these organizations are more likely to provide these additional benefits.

The survey results found just nine percent of respondents have approved and communicated their policies to deal with the Olympics, while 48 percent are in the information gathering or planning stages.

A full copy of the report is available on HRinfodesk, read article 31222.

By Yosie Saint-Cyr, LL.B., Managing Editor at HRinfodesk.com

Published on HRinfodesk---Canadian Payroll and Employment Law News and Developments

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