Questions and Answers on Volunteering at the Olympic Games
Where issues involve volunteers for the Olympic Games, as an employer it is important for you to understand the legal rights of volunteers and the responsibilities you have towards them and how volunteering could help your business. For example, volunteering could help develop your employees' skills. However, you still need to protect your business interests.
You may be asked many questions by your staff in the lead-up to the Olympics, particularly if they have applied to be a volunteer. However, the following may assist as a starting point in answering some of those questions:-
- Two of my staff have got volunteer positions at the Olympics. I can only let one go. What's the best way of handling this?
- I have a member of staff who has got a volunteer place at the Olympics. Do they need to use their own holiday?
- I have a member of staff who has got a volunteer place at the Olympics. Am I expected to pay for them while they volunteer?
The key to avoiding potential misunderstanding or conflict is to have a clear policy in advance and communicate this to all staff. That way, everyone knows where they stand and you look after your business needs. Your policy need not be very complicated - a simple process of 'first come, first served' may be enough.
Employees have no legal right to take time off for volunteering. You can decide to give paid or unpaid time off or, if not, the employee may wish to take annual leave. Many employers encourage their employees to volunteer to help develop their skills and give employees an agreed quota of paid days leave per year to volunteer - typically, about two days a year.
There is no legal right to be paid for volunteering. Volunteering is something employees often do because of their own interest, but increasingly employers are recognising the business benefits of volunteering - in terms of developing skills and supporting the local community. If your employee is taking special leave then it would be up to you to decide whether that will be paid or unpaid.
If you have been affected by the issues raised in this article, contact Joanne White, Employment Specialist at joanne.white@lindermyers.co.uk
