How to ensure that your employees do not miss the 2022 World Cup in Qatar?

in World Cup 2022 in Qatar and absenteeism will be a problem for the employer to resolve. And does the lack of work affect performance and the income of both parties, but how to avoid this?

To begin with, you need to consider when it starts, the schedule of meetings, the schedule, and even the teams participating in the competition. Hence Jaime Zegarra, Senior Associate at Dentons Perugives you several recommendations from the most radical to the most condescending.

“There is a lot of absenteeism during the World Championships in the workplace and at all levels, not just here in Peru, it happens all over the world. Faced with this situation, it is important that companies plan to implement certain strategies and make agreements with their employees to reduce these absences, he said.

Can I prevent my worker from being absent?

You cannot prevent an employee from being absent, but you can encourage him not to by allowing him to attend his favorite meetings or by compromising him economic income.

Zegarra explained that the employer has the right to make a discount in proportion to the time of absence of your employee or apply a sanction.

But if it’s a more flexible employer who prefers to see results, they can “implement a job bank system that guarantees and expedites the time compensation system.” Thus, the employee undertakes to return the time not worked upon reaching the goals, although it is recommended to have this obligation in writing.

Another way to avoid absenteeism is to evaluate the possibility of watching matches within the company by installing projectors or televisions in common areas.

Never Stop Seeing Opportunity in What Seems to be a Problem

The lawyer recalled that this sporting event is an opportunity to improve the working environment and create opportunities for integration.

Consider

In the legal field, unjustified absences from the workplace constitute an objective violation, and when they are consecutive and / or cumulative, they become grounds for dismissal. It is at the discretion of the company what corrective measures will be taken in the event of such absence from work.

If an employee does not come to work for more than three days in a row, this is considered a dismissal. If you are absent without good cause for more than five days in 30 calendar days or more than fifteen days in 180 calendar days, legislation are considered serious offences; They can be fined up to and including the dismissal of the offending employee.

“It is beneficial for the employment relationship that employers give timely notice of the consequences of absenteeism, lateness and any other reasons that may be grounds for dismissal, and, above all, have a written protocol and evidence of what has been agreed,” concludes the Dentons Peru specialist.