“Before booking international flights, we recommend that you discuss a plan with your HR manager and agree on how to extend your vacation in this scenario [and] Consider alternatives that might work for your whānau, ”said Vodafone. “Make sure you keep up to date with government travel restrictions and do your homework on what your travel insurance will and won’t do.”
Vodafone is open to considering the situation of employees on a case-by-case basis. As an “absolute last resort”, however, the company can also consider the possibility of dismissing an employee who has to be on site due to his role but remains stranded after all vacation options have been exhausted.
“While working from Australia or a managed isolation facility is entirely possible for many employees depending on the role and discretion of their HR manager, we don’t want those individuals who may not be able to do their work remotely clueless to be caught,” the group said .
Continue reading: Vodafone NZ HR: Taking flexible working to a new level
The latest travel policy came after a previous memo warned employees that they could be terminated if they were unable to return to work for an extended period of time “beyond their originally approved vacation dates”.
