Labour Matters with Andrew Levy

This is the first of a number of insights I am going to give you to help you deal with the perennial problems of absence and abuse of sick leave.
No matter what you do, you will never eradicate this problem, as it is endemic to work. Nevertheless, once we give you some basic principles and teach you some practical techniques, we will materially help you to not only understand the whole issue around absenteeism, but you will be given some really powerful weapons to deal with it.
These are insights based on the working lifetime's exposure to all the abuses and excuses employees come up with in respect of taking some time off work, at your expense.
As usual, I'm going to build up from an understanding of the principles, stated simply and clearly, because once you understand those you are in the driver’s seat. Once we've established these, I will show you some top tips for practically gaining the upper hand in this perennial struggle.
Today I'm going to talk about the employee who is absent without permission, and then comes back and tells you that she will "… take it as annual leave…” Website

This is the first of a number of insights I am going to give you to help you deal with the perennial problems of absence and abuse of sick leave.
No matter what you do, you will never eradicate this problem, as it is endemic to work. Nevertheless, once we give you some basic principles and teach you some practical techniques, we will materially help you to not only understand the whole issue around absenteeism, but you will be given some really powerful weapons to deal with it.
These are insights based on the working lifetime's exposure to all the abuses and excuses employees come up with in respect of taking some time off work, at your expense.
As usual, I'm going to build up from an understanding of the principles, stated simply and clearly, because once you understand those you are in the driver’s seat. Once we've established these, I will show you some top tips for practically gaining the upper hand in this perennial struggle.
Today I'm going to talk about the employee who is absent without permission, and then comes back and tells you that she will "… take it as annual leave…”

Practical advice on managing tricky but recurring staff problems
Don’t be left hanging - Do I have to have a hearing before I suspend someone? Sanity at last!, and drafting suspension letters that will support the employees’ weight.
Now you see them, now you don’t – resigning with immediate effect and it’s just desserts. We all know this is a favourite employee trick -but is it kosher? Can you hold a hearing in their absence, and can you give a reference that says that they are a deserter?
Revenge is a dish best served cold. Website

Practical advice on managing tricky but recurring staff problems
Don’t be left hanging - Do I have to have a hearing before I suspend someone? Sanity at last!, and drafting suspension letters that will support the employees’ weight.
Now you see them, now you don’t – resigning with immediate effect and it’s just desserts. We all know this is a favourite employee trick -but is it kosher? Can you hold a hearing in their absence, and can you give a reference that says that they are a deserter?
Revenge is a dish best served cold. Website

Working from home and what to expect in 2021
2020 was a watershed year as the lockdown took hold. 2021 will prove to be just as difficult with new challenges. Working from Home (WFH) has resulted in increased cases of employee stress and depression and with it the issue of handling poor performance at a distance. Will lost jobs be reabsorbed back into the economy and how is the union movement dealing with the spectre of unemployment and ongoing retrenchment? Strike incidence is down but there is an increase in “lawfare” which can be a double edged sword.
Listen and be prepared. Website

Working from home and what to expect in 2021
2020 was a watershed year as the lockdown took hold. 2021 will prove to be just as difficult with new challenges. Working from Home (WFH) has resulted in increased cases of employee stress and depression and with it the issue of handling poor performance at a distance. Will lost jobs be reabsorbed back into the economy and how is the union movement dealing with the spectre of unemployment and ongoing retrenchment? Strike incidence is down but there is an increase in “lawfare” which can be a double edged sword.
Listen and be prepared. Website

An overview of developments in the third quarter of 2020.
Covid’s effect on unemployment, GDP and retrenchment numbers. Average settlement levels for unionised and non-unionised staff. Union strategic approaches to negotiating in a tough economic environment and levels of current demands. The outlook for the pattern and propensity of strike action over the coming months and what will happen to wage cuts and rates of pay once the State of Disaster is lifted? Website

An overview of developments in the third quarter of 2020.
Covid’s effect on unemployment, GDP and retrenchment numbers. Average settlement levels for unionised and non-unionised staff. Union strategic approaches to negotiating in a tough economic environment and levels of current demands. The outlook for the pattern and propensity of strike action over the coming months and what will happen to wage cuts and rates of pay once the State of Disaster is lifted? Website

We explain what subscribers can expect of our quarterly reports and forecasts of wage settlements by sector, union, and across the economy. It provides an accurate and realistic forecasting model for both unionised and non-unionised staff wage increases and developments with benefits.
It discusses key factors that must be taken into account at the negotiating table and the importance of benchmarking, affordability and comparability. It keeps you abreast of labour market developments, statutory changes, as well as comprehensive strike data and union strike propensity Website

We explain what subscribers can expect of our quarterly reports and forecasts of wage settlements by sector, union, and across the economy. It provides an accurate and realistic forecasting model for both unionised and non-unionised staff wage increases and developments with benefits.
It discusses key factors that must be taken into account at the negotiating table and the importance of benchmarking, affordability and comparability. It keeps you abreast of labour market developments, statutory changes, as well as comprehensive strike data and union strike propensity Website