Watching 2014 FIFA World Cup Brazil: A Guide for Employers | Labour and Employment Law Issues

The euphoria surrounding 2014 FIFA World Cup Brazil, with the opening match scheduled to kick off in Sao Paulo, Brazil on June 12, 2014, has gripped countries all over Latin America and around the world. No doubt the games will be very exciting, yet work must still go on as usual. Clear communication should be made to all staff about their conduct and the employer’s expectations during this event, especially regarding the key dates between June 12 and July 13. Despite all the hype surrounding the World Cup, employers in all jurisdictions are encouraged to take time out to think about the ways in which this international sporting event will impact their employees and, in turn, their businesses.

This publication intends to serve as a quick-help guide for employers regarding the most likely labor and employment law questions that may arise during 2014 FIFA World Cup Brazil. Further, the information can apply to essentially any major event – sporting or otherwise – that grips the attention of a large part of the population during traditional working hours.

Key Questions for Employers

Absenteeism

  • How can the company react to unjustified or short-term absences or to a false medical certificate submitted by an employee?

Work Time Organisation

  • Are there ways of organising work time so that the employees can follow matches?
  • If the company adapts working time, what risks are incurred in respect to discrimination against women, other nationals, and those unmoved by football?

Company I.T. Tools

  • May a company filter internet use or e-mails? On what conditions, if any?

Intoxication

  • Can a company administer breathalysers in the work place?
  • What action, if any, can be taken against employees who report to work under the influence of alcohol?

Off-Duty Conduct / Football Hooliganism

  • How does a company deal with off-duty misconduct, such as football hooliganism?

Gambling / Office Pools

  • Is it lawful for a company’s employees to conduct office pools at the work place in which money is contributed for the chance to win the entire pot?
  • If office pools or gambling are prohibited, what steps should an employer take to prevent office pools from being conducted at the work place?

About ELA

The Employment Law Alliance (ELA) is the world’s largest network of labour and employment lawyers, selected for their knowledge as well as their dedication to exceptional client service. With the power of more than 3,000 leading labour, employment and immigration attorneys in more than 135 countries, all 50 U.S. states and every Canadian province, the ELA provides seamless and cost effective services to multi-state and multi-national companies worldwide. ELA lawyers consistently provide efficient, effective and timely counsel – 24 hours a day, 7 days a week. International businesses benefit from the ELA’s reach and deep familiarity with both the local laws and local courts, and can take advantage of a single point of contact, consolidated invoicing, and regional billing rates. For more information, visit ELA’s website at www.employmentlawalliance.com.
Print this Page