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 Managers and HR professionals face World Cup challenge

With the 2010 FIFA World Cup now underway and many games kicking off on weekday afternoons, line managers and HR professionals will need to perform a delicate balancing act over the next month.

The challenge will be to ensure good employee attendance, motivation and performance in the office, whilst not demotivating staff and prompting unwarranted absences, which, for example, may happen if a blanket ban is placed on watching games during work hours.

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As the 2010 FIFA World Cup finally kicks off, Acas has become the latest organisation to issue guidelines designed to help employers get the best from employees and avoid absence during the tournament.

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Although absenteeism rates are typically much higher in public organisations than in privately owned companies, a new TUC report   has found that public sector staff are actually more likely to come into work when ill than their private-sector counterparts.

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In yesterday’s blog, we discussed how the government’s new “fit note” scheme has received a lukewarm response from doctors and employers.

The aim of the scheme is to reduce the number of days lost to absence in the UK every year, by allowing doctors to say what work staff, who would otherwise be off on long-term sick leave, can do, as well as what they cannot.
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The government’s new “fit note” scheme, which came into effect last month, does not appear to have been particularly effective in reducing staff absenteeism, having neither been embraced by employers or GPs.

The scheme replaces the traditional doctor's sick note with an electronic Statement of Fitness for Work that allows doctors to say what work their patients can do as well as what they cannot.

But according to an article (link to: ) published on hrmagazine.co.uk, fit notes have so far received a lukewarm reaction from both GPs and employers.

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With the start of the 2010 FIFA World Cup less than a month away, the CIPD has issued a guide for employers on managing staff absence during the tournament.

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