Every year now, I make a concerted effort to fill my diary up to the rafters in the weeks running up to and during Christmas. I do this because I know from past experience that – without fail – as soon as Christmas starts to bite, people are going to start cancelling due to “illness”.
I don’t mind so much if they’re honest with me, but in the vast majority of cases any “illness” is simply a front for wanting to go Christmas shopping, do overtime, get pissed, recover from being pissed the night before, or to save money at this expensive time of year. Over-filling my diary means I still have a relatively decent amount of work remaining. This year has been better than most so far, but in the last two weeks I’ve had at least half a dozen last-minute cancellations and two no-shows (followed by profuse apologies, and claims of mortal illness).
Unfortunately, it is a sign of the times. With every year that passes, the trend is for people to get lazier and more dishonest. Which is probably why companies like Wagamama have strict working policies. Don’t get me wrong, I’m totally against zero-hours contracts (they cost me a small fortune over a typical year if I have teenage pupils who work at McDonalds), and Wagamama’s apparent rule that you have to get someone to cover for you if you can’t get in stinks to high heaven. But I guess it is one way of managing lazy, lying scumbags you’re unfortunate enough to have working for you.
But it is this message to staff at one London branch which has upset the union. The Christmas week rota has the following attached:
No calling in sick! may I remind you that if you are unable to come for your shift it is your responsibility to find somebody to cover your shift (as per contract and handbook). Calling in sick during the next 2 weeks will result in disciplinary action being
Naturally. Wagamama’s head office as distanced itself from the message. The Unite Hospitality union, of course, has more to say:
To threaten workers with disciplinary action for being sick is not just morally reprehensible, it may be unlawful under the Health and Safety Act and Equality Act as it discriminates against those with long-term physical or mental health conditions.
The irony in the fact that the message targets lazy liars, whereas the union supports them, is lost on Unite Hospitality.