Sports Direct to widen working practices investigation
Sports Direct’s investigation into working practices at its Shirebrook plant will be widened after the firm received the initial report from its legal advisers RPC.
The reports lifts the lid on what goes on the shopfloor at Shirebrook.
A statement from Sports Direct this morning (6 September) said: “In light of the Report, today the Board announces that it has requested RPC to lead a further comprehensive review of working practices that will use this Report as a benchmark to identify what further action is required and to monitor steps already undertaken.
“The review will also include examining the Company’s corporate governance, and as part of this process, the Board will engage with shareholders to obtain their views. This comprehensive review of working practices and corporate governance will take place over the next 12 months and be presented to shareholders in 2017.”
The report sets out a number of recommendations:
– That the recruitment agencies that they suspend the six strikes policy completely as soon as possible following the publication of this Report. The immediate replacement
to be identical to the grievance and disciplinary procedure as is already used for SD’s
permanent employees.
– Alternative systems to be considered in close consultation with staff to create a fit for
purpose system that balances treating staff with dignity, respect and fairness and
ensuring the business can deliver for its customers.
– Use of ‘zero hours’ arrangements will continue to be kept under review to ensure
balance and fairness. Those SD (not Agency) directly engaged casual retail workers
who wish to migrate towards fixed hours will be offered the option to elect between a
‘zero hours’ term of engagement or a permanent contract which will guarantee them
at least 12 hours work a week.
– The Board is considering running a test scheme aiming to transfer ten picking staff a
month from the Agencies to SD (currently on average a total of around 2 people per
month across all areas are transferring from the Agencies).
– Keep under ongoing review (and update where necessary) contracts with staff and
applicable third parties.
– The SDI HR team in Shirebrook will be significantly strengthened and will include a
full time nurse and a Welfare Officer. These appointments will complement the
existing HR team and the external occupational health arrangements that are already
in place.
– The nurse and the Welfare Officer will be available as points of contact for people
who wish to raise potentially delicate issues about their health and wellbeing on a
confidential basis. The nurse may also hopefully be in a position to offer professional
advice as and when required about when an ambulance is or is not required.
– A Welfare Budget will be formally created and recorded in the annual accounts in
order to provide contingency funds without red tape if an urgent need arises to
provide discretionary help and assistance to an individual.
– Additional help and training will be provided/offered for supervisors in the warehouse
to ensure there should be no culture of fear.
– There will be strict enforcement of SDI’s zero tolerance policy of sexual harassment,
with a confidential reporting system for victims of sexual harassment and staff to be
provided with external training where required in order to ensure good practice.
The statement added: “It is also apparent that only so much can be achieved in the short space of time that has been available over the last three summer months – and it will take far longer to improve the general culture within the warehouse and some other parts of the business.”
