 Peter, can you tell me what are the main employment relations issues to be aware of when planning a staffing strategy for the games? I think the first one that employers need to be aware of is making sure they've got some really good leave policies in place. Some organisations are actually not going to want their staff to come in to work during the games, and might want their staff to stay either at home or take leave. Others will be inundated with requests by employees who want to watch the games. Either way, it's important that employers have really good policies in place, and above all discuss those with the employees when and abouts the games. Don't just send emails out, but actually talk to people on a team basis, individual basis of what their plans are. The second issue I want to highlight is the issue of travelling into work. I know that TFL are doing some excellent work making sure that people's journeys aren't unusually delayed, but it could be that if those plans don't work out quite as expected, people are late at work, that employers need to have arrangements in place for dealing with that, and also clear policies about timekeeping and so on. The third thing I want to highlight is the importance of clear volunteer policy. If they've got employees who either want to volunteer at the games or are volunteering, that the policy is clearly understood and is above all fair, that people actually know what that policy is. Then there's the issue of the dreaded use of internet. Often people will use either work equipments who watch the games, or they'll be texting and using social media, and it's important that employers have good clear policies and about clear understanding with people what acceptable behaviour is in using that equipment. Again, not just something confined to an internet site, but it's actually talked through properly. Finally, the issue of being fair with people who perhaps aren't interested in the Olympic Games. Not everyone's a sports fanatic, so if undue favours are given to people who are interested in sport and others feel left out, that can cause resentment. Those are some of the things that I think employers need to be aware of. How do you think some of these issues can be addressed as a general approach? A general approach is to visit the ACAS website, acas.org.uk. There's lots of really good information, but the more common sense approach is to talk to your people about it properly. Don't just send emails round, but to talk at team meetings about the impact of the games on people's work lives and work life balance and so on. That's a good place to start.