The long-established Gibraltar law firm of Triay & Triay are in expansion mode.

Raymond (Monchi) Triay (who needs no introducing!) has rejoined the firm after an absence of 5 years, bringing with him his invaluable experience in the commercial litigation, admiralty and shipping fields as well as an extensive private client base. In addition, Monchi practices law in Spain, being registered with the Ilustre Colegio de Abogados de Cadiz, from offices in Sotogrande. This ties in neatly with the firm’s overall expansion plans. Monchi will form part of the litigation team at the firm, as well as continuing the Spanish practice. “For numerous and some very obvious reasons, we are all delighted to welcome Monchi back to the firm” said J.E. (Melo) Triay (Jnr) Managing Partner.

Also recently appointed is the international business consultant Charlie Gubbins, he will work with the firm to spearhead the firm’s rebranding, marketing and expansion drive as well as manage the human resources, IT and administration side of the law firm.

“Charlie, who has held senior management posts in top international companies such as Rothmans, Gallaher, American Brands and Reckitt Benckisser, is the ideal man to deliver the growth and solutions we need to increase the value and delivery of excellent service to our clients all over the globe”, said Melo.

“When you have been around for as long as we have, the team needs key personnel in non–legal positions that can also look at the firm from the outside and from a totally different perspective. We are proud to have created an “innovative” professional team, committed to growth and progress, whilst retaining traditional values and integrity which have helped us to build up our reputation over the years”. Melo went on to say.

“The skill sets I bring to the firm are ones of corporate business and people management; my aims will be to let the Lawyers get on with what they are good at. My challenge will be the introduction and day to day monitoring of management systems and to concentrate on new business development”, said Charlie.

Charlie, who is also fluent in Spanish and French, is a man who can communicate vision, empower others, and continually raises the bar for the team, and himself.

Joyleen Gomez, specialising in conveyancing, has also joined Triay & Triay. Joyleen will add immediate value to their conveyancing and property department.

Liz lived in Madrid until she was 11 and continued studying Spanish, obtaining a degree in Spanish and South American Studies from University College London. She moved to Marbella 15 years ago, leaving behind a successful career in London as a PR Consultant. Since then she has held a variety of different administrative posts, but was keen to work in the Advertising and Public Relations sector.

Commenting on her appointment Liz said “I am truly delighted to be given the opportunity to reintegrate myself back into a field of work where I can use my writing and people skills and express my creativity once again.”

Originally from London, Robert moved to the Coast in 2000 with his Spanish family. He refocused his career, using his natural communications skills to great effect in the Real Estate sector, where he enjoyed great success in sales, working for established well-known companies.

“I am really excited about the prospect of learning all about the advertising and communications sector” says Robert, who will be taking on a sales-led role within the company, “not only does it give me the chance to learn about a new trade in which I have always been interested, but a great opportunity to broaden my horizons and skills.”

Chamber Absenteeism Survey 2006
During August and September, the Chamber conducted a survey among its members on absenteeism in the workplace. It is the first time that such a survey has been conducted and the findings shed light on some of the issues facing many local employers.

A total of 44 responses were received. This is considerably lower than the response rate we have for the annual Trading Conditions Survey. The timing of the survey may partially explain the reason for this. Nevertheless the responses received provide a lot of information about absenteeism in the workplace in Gibraltar.

One of the most striking points about the responses we received was the number of companies who said that they had only begun monitoring absenteeism and keeping records in the last two years. Well at least they have made a start.

Those members responding employ more than 1660 staff or around 10 per cent of Gibraltar’s total workforce. Here are a few of the key findings.

If an employee has taken their full sick leave entitlement, over eighty per cent of companies responding said that they would act depending on the merits of the case.

The estimated costs of sick leave to respondents’ businesses rose from an estimated £117,000 in 2003 to more than £256,000 in 2005 and the trend looks to be continuing in 2006 (£169,000 in the first six months)
Forty three per cent of those companies responding said that they thought the level of sick leave abuse in Gibraltar was average, high or very high.

Monday was the most frequent day for reported sick leave (74 per cent of respondents) followed by Friday (13 per cent).

The end of the survey sought additional comments from respondents on any other areas of concern. Here is a selection of some of the comments we received:

“Absenteeism in the public sector”
“Ease with which doctors issue medical certificates”
“Doctors at the health centre seem to give one week’s sick leave at a time. If not, the worker goes to another doctor until they are signed off for a week.”
“Reluctance of company doctors to go against NHS colleagues”
“Sick leave seems to be taken as an allocation of extra holiday”.
“We do not keep records but some employees take advantage more than others”.

Dealing with sick pay abuse
Some companies have suffered over the years by individual members of staff taking their full quota of sick leave even when they are not ill, just as if it was part of their annual holiday allowance. This penalises companies but also creates more work for colleagues who have not abused their sick leave entitlement.

In an attempt to combat absenteeism and in particular reduce the abuse of taking sick pay by some staff, one employer has introduced an attendance bonus. This works by awarding those staff who take no sick leave with a lump sum payment. Attendance is monitored each quarter and if a full record has been made by a staff member they are paid a lump sum in the following quarter. The payment is taxable but still it encourages workers not to abuse the entitlement. The company which introduced this scheme, which employs more than 100 staff, has reduced the number of staff taking sick leave considerably and now the number of staff taking their full sick pay entitlement, has shrunk to single figures.

The Chamber would be interested to hear what measures other members use to encourage staff not to abuse their sick leave entitlement.