Valentine’s Day. It’s the only holiday based solely on emotion. Whilst not technically a holiday in the same vein as Easter or Christmas. Valentine's day is still treated as a key yearly event, and due to the nature of this celebration of love and affection, this can lead to tensions arising in the workplace and not just the wholesome kinds.
Employers tend to be less than smitten with the holiday but it doesn’t have to be the case. If managed properly, celebrating Valentine’s Day can be a day like any other, if not a better one. As long as you have policies and documentation in place and this is communicated effectively to staff, so everyone knows the expectations on the day, there’s no reason that Valentine's day has to end in heartache.
To get advice on drafting workplace policy that is compliant with the ACAS code of practice and the latest employment legislation, contact Croner today. Call on 0808 501 6651.
Be vigilant for harassment
Workplace sexual harassment remains a key issue and Valentine’s Day shouldn’t be used as an excuse for this behaviour.
Remember; giving someone a bunch of flowers might seem harmless… but it could also be used as a way to harass someone.
As part of the Government’s Employment Rights Bill, employers now have a Duty to Prevent Sexual Harassment. Ensure that all staff have had adequate training and know how to recognise and report instances of harassment to management.
As an employer you should take all complaints of sexual harassment seriously and launch a thorough investigation, collecting evidence and then if necessary pursuing disciplinary action in accordance with your policy.
Don’t tolerate bullying
Make sure that staff aren’t using the day as an excuse to bully colleagues with offensive presents or cards.
Staff should be reminded what amounts to acceptable forms of conduct. remind employees with their obligations under the Equality Act 2010 and protected characteristics as bullying behaviour can quite easily fall into discrimination.
You should thoroughly investigate claims regarding anyone who breaches acceptable conduct in accordance with your anti-harassment and bullying policy.
If needed, employ your disciplinary procedure and ensure that the issue is dealt with in a fair and effective manner.
Process holiday requests fairly
If Valentine’s Day falls on a weekday, staff may want to take a day off for a long weekend for a romantic break.
Holiday requests should be processed fairly and in accordance with your holiday and annual leave policy; it’s advisable to maintain a first come, first served system.
Refresh yourself and your team with your anti-bribery policy
Receiving chocolates or flowers from certain clients could, potentially, be classed as bribery. As a precaution, employers should ask staff to report any gifts they receive.
If in doubt ensure the gift is reported or better still refused as even an innocent gesture could land you in hot water from a legal standpoint.
Make it an opportunity for employee engagement
Valentine’s Day can be a good excuse to organise activities between staff that can help improve working relationships and be effective at boosting morale.
You could encourage staff to distribute ‘shout out’ notes to colleagues. These are little cards that thank individuals for their help with certain work or projects.
These little additions can boost a team's cohesion and also make employees feel valued amongst their peers for their efforts. Contributing to a positive workplace culture.
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