Holiday – Ryanair cancelled 82 flights on Sunday after admitting it had “messed up” the planning of its pilots’ holiday.
The budget airline said on Saturday 16th September that it would cancel 40-50 flights every day for the next six weeks.
Marketing officer Kenny Jacobs said, “Affected customers with bookings up to 20 September had been informed.”
“We have messed up in the planning of pilot holidays and we’re working hard to fix that,” he said.
Matthew Pinto-Chilcott from Consensus HR comments “Over the weekend I was amazed to see the news in relation to Ryan air and the mess up it has made of its employees holidays resulting in the cancelling of 40 – 50 flights per day. Holidays are such an important part of an employee’s employment together with their salaries and need to be managed accordingly. In all industries business owners / managers need to ensure that they are continually keeping an eye on what holiday has been taken & what holiday still needs to be taken by its employees and would suggest that the teams managers / HR have this as a subject / KPI in key business meetings.
Most of the cancellations are due to a backlog of staff leave, which has seen large numbers of the airline’s staff book holidays towards the end of the year.
Martin Callanan, the aviation minister, said: “I am very concerned to see all of these reports of stranded Ryanair passengers. We expect all airlines to fulfil their obligations to their customers and do everything possible to notify them well in advance of any disruption to their journey.
“In the event of any disruption or cancellation, airlines must ensure customers are fully compensated and every effort is made to provide alternative travel arrangements.”
The airline is changing its holiday year, which currently runs from April to March, to run from January to December instead.
Ryanair said the shift meant it had to allocate annual leave to pilots in September and October.
The cancellations could affect up to 285,000 passengers, who will be offered alternative flights or refunds.
Mr Jacobs said affected customers would have been sent an email.
“We advise customers to check the email address used to make their booking,” he added.
Matthew from Consensus comments “Wow! 285,000 customers affected & their plans ruined. Managing the team’s holidays is a relatively easy exercise if you have the right procedures in place whether this is a simple pen & paper exercise to a more sophisticated cloud based electronic method, which we can supply to our customers. Business Owners / Managers need to remember that employees request holiday and it is to be taken when it fits in best with the business as well as the employee. They also need to remember the law and the Working Time Directive which gives all full-time employees 20 days holiday + bank holidays (8). Business owners can also block out specific times of the year if needed and the team are informed appropriately.”
A page on the Ryanair website details flights cancelled up until 20 September. It says 56 flights are cancelled on Monday, 55 on Tuesday, and 53 on Wednesday.
Ryanair has said that less than 2% of its flights would be cancelled and the move would help it hit its annual punctuality target of 90%.
But passengers have complained about the resulting uncertainty.
If you are concerned about your holidays & the managing of them appropriately, contact us to discuss on 01462 621243 or by filling in our Internet ‘Contact’ form.
Consensus HR – ‘Helping Companies with their People Solutions’
This is a recent case that took place at an Employment Tribunal in Manchester on the 3rd – 6th April 2017 concerning a Worker who had requested flexible working back in 2012 to cover childcare, which had been agreed by their then Line Manager but his days were then altered in June 2016 without consulting him.
The former postman, Mr Adam Gregory who had worked for Royal Mail since 1993 was unfairly and constructively dismissed when he resigned over a dispute about his shift patterns and a tribunal has decided and awarded him a basic award of £10,577.00 and a compensatory award of £8,486.29 for unfair dismissal & £3,008.43 for wrongful dismissal and breach of contract. Totalling £22,000 – Employment Tribunals Judgment.
Royal Mail also had to pay costs of £4,012.50 and this does not include the cost of employing a Solicitor, which on average is £8,500 per case. (Telegraph – 27th August 2017).
Matthew from Consensus HR states “This case is a perfect example of a company making unilateral changes to a persons Contract of Employment without ensuring the correct consultation takes place with the employees involved. It also demonstrates that the preparation for this exercise was not properly prepared as an employees current Terms & Conditions should be reviewed fully prior to any proposed changes happening. Current variable agreed terms should be identified such as ‘Flexible Working’ & Royal Mail by not preparing & managing this adequately has resulted in this award.
Employers need to ensure it is carried out correctly and not in a way that could be seen as undermining the relationship of mutual trust & confidence between employer & employee.
We would also suggest that a record is kept of variations to contracts and that the employee has accepted them with a signature / date prior to any changes happening even if they are on holiday. If the whole team are going through proposed changes then regular meetings (Consultations) should be held with employees / representatives and adequate minutes taken of what is proposed / covered and who is present. Only when this has been achieved should you proceed to the next step”
An article by Hayley Kirton – People Management Magazine (30th August 2017) discusses the case further:
Mr A Gregory had a daughter from a former marriage and under an access agreement saw her at weekends. Because of this, in 2012, Gregory approached his then line manager to limit his working days to Monday through Friday. The line manager allowed this and Gregory signed a letter acknowledging the new working pattern, but his official employment contract was not changed.
In 2015, Royal Mail started a restructuring exercise, which was likely to change the way duties were carried out at the Burnley office, where Gregory worked. A questionnaire to determine employees’ working preferences was sent out. Gregory was on holiday at the time, so his union representative picked his preferences for him and selected a duty, which would require Gregory to work three Saturdays a month.
When Gregory returned from holiday and discovered what had happened, he objected and submitted a new flexible working request. One of the postman’s managers considered the new request but rejected it, claiming it was partly because the work could not be reorganised among staff. Gregory appealed the decision, but this was also rejected.
Shortly after the failed appeal, around September 2015, the postman took time off sick with stress. In April 2016, while he was still off sick, his solicitor sent Royal Mail a letter to raise a formal grievance on behalf of his client. Royal Mail then acknowledged that Gregory’s contract, as far working hours were concerned, had been altered in 2012.
Gregory returned to work in May 2016 under a phased return and not working Saturdays. However, after Royal Mail sent him a letter in June 2016 confirming he was to work three Saturdays a month, Gregory resigned. Although he initially claimed jobseeker’s allowance, he started working as a painter and decorator in January this year.
Allowing Gregory’s unfair dismissal claim, Judge Holmes said “it was not physically impossible for [Royal Mail] to maintain his Monday to Friday working pattern, it was merely unsatisfactory, inconvenient, and more costly”.
A Royal Mail spokesperson said: “Royal Mail accepted the findings of the employment tribunal and the judgment has been paid out to the former employee some time ago.”
I you wish to discuss your current Contracts of Employment and any proposal you wish have, please contact us by filling in our ‘Contact Form’ or telephoning us on 01462 621243 to discuss fully your proposals. We are here to help ensure you do not end up with any unwanted fees / awards.
This is a case, which was recently at an Employment Tribunal (ET) & brought by a former employee for failure to follow the Acas Disciplinary & Grievance Procedures. It highlights the importance of ensuring that when managing employees you follow the correct / legal procedures or the repercussions can be financially damaging.
This case also highlights how the incorrect use of Social Media by an employee can result in the loss of their job but if not handled correctly by their employer has the opposite effect to what should have happened and end up costing the employer rather than the employee.
Michael Hayward had worked for Noel Chadwick in Standish as small and well-respected butchers in Wigan, for seven and a half years before he was dismissed for recommending a discount from online retailer Fresh Meat Packs North West to his then-girlfriend on Facebook.
Hayward was subsequently dismissed for gross misconduct and breach of contract by father and son directors John and Paul Chadwick for ‘advertising’ what they believed to be a competitor and breaching the company’s social media policy. The tribunal heard the pair, whose business did not have a formal HR function, had already decided to dismiss Hayward before they brought him into a disciplinary meeting in April 2016.
The 37-year-old said he was not issued a written or verbal formal warning, despite requesting one, nor was he given the opportunity to have someone with him at the meeting or given an explanation regarding his actions. As no appeal was arranged within a few weeks of his sacking, Hayward eventually lost confidence in Noel Chadwick and did not follow up the matter.
The tribunal also heard that Hayward had been ‘pulled up’ on his use of social media before he posted the offer, but there was no warning given to him that suggested such behaviour could lead to his dismissal.
Allowing Hayward’s unfair dismissal claim, Judge Keith Robinson called Noel Chadwick “fanciful” for suggesting it experienced any financial or reputational loss because of the Facebook post.
“Hayward’s misdemeanour, if one can call it that, was minor,” the judge continued. “This is not an advertisement; this [matter] was a wholly mishandled dismissal root and branch. The claimant was dismissed summarily in a process that was reprehensible.”
The judge awarded Hayward a £6,091 payout – £4,891 in lost wages and compensation, and £1,200 to reimburse his tribunal fees.
Matthew Pinto-Chilcott – Managing Director of Consensus HR states “This is an area that we are continually ensuring is adhered to in relation to the Acas Code of Practice On Disciplinary & Grievance Procedures when our clients are dealing with disciplinary issues in the workplace. The law is there to protect the individual as well as the company and by managing your team in the best way, your business benefits & your team become more productive & loyal and avoid unwanted claims being made to an ET.
Disciplinary & Grievance Procedures are just one of the many that employers should have within their business as well as a Contract of Employment, which an employee is entitled to within the first two months of employment. All members of the management team should have the relevant development to ensure all areas are covered correctly & reasonably.”
Chadwick added: “We would like to take this opportunity to urge other small-to-medium businesses to ensure that their HR team is doing their job properly and, if they do not have an HR team, to enlist the services of a professional HR consultancy for the protection of both employer and employee.”
If we can help your business in anyway and ensure you are not taken to an Employment Tribunal for not following the law & not having the correct Policies & Procedures in place, please do not hesitate to contact us on 01462 621243 or alternatively by completing our ‘Contact Form’
Consensus HR – “Helping Companies with their People Solutions”