According to a recent survey conducted by Post Office Travel Insurance, heavy workloads and long working hours mean that the average Brit now needs six holidays every year to avoid becoming ill, anxious or aggressive. Long gone are the days when a week in Butlins did the trick; a quarter of today’s workers now feel so pressured at work that they are ‘desperate’ to get away every few weeks. However, any small business owner will be quick to tell you that this is simply not feasible, given business needs. That said, when it comes to overworked, stressed employees, something’s got to give and that will most likely be productivity or an increase in sickness absence. So it becomes clear that what’s needed is the ever elusive balance.
So how are other people motivating their employees? Well, Dynamo Kiev, the Ukraine’s top flight football team, deduct players’ salary each time the team lose. Not something we at The HR Dept would advise that’s for sure. Sometimes it’s the simple ways to inspire your staff that work the best. Taking time to celebrate the small things like birthdays, weddings or anniversaries or even a monthly celebration shows that management does care. The best reward you can give an employee is to give them what they want. Cool rewards and motivators can include an extra day to work remotely for the new mum, a nice lunch for an employee who rarely gets out; time to attend extra religious services for the devout and chocolate for the chocoholic. The most important thing to remember is that your staff appreciate being appreciated and sometimes a simple ‘thank you’ can go a long way.
Monday, 25 July 2011
Monday, 6 June 2011
To intern or not to intern?
With news coming out that BBC has used more than 6000 unpaid interns, it continues the debate as to whether internships are a loophole in the national minimum wage legislation or an effective training and development exercise for people taking the roles?
Answer to both: Yes!
Ideally, an internship is designed to offer graduates or those starting out in a chosen career a time limited work experience placement, which includes an element of training and can be used to gain experience and create opportunities, even a prospect of a paid role at the end of it. Over a third of internships are currently unpaid, with a loophole in national minimum wage legislation creating confusion over whether interns should be paid. Back in August The HR Dept backed the CIPD proposal for a £2.50 per hour guaranteed minimum training wage, in line with current minimum rates of pay for apprentices.
It is probably likely, as with apprenticeships, that it isn’t just the graduates who are seeking internships as a way to either seek gainful employment and or gain valuable experience in an industry but also older workers looking to boost their prospects during times when full time paid roles are harder to come by.
Perhaps there should now be a show called ‘The Intern’.
Answer to both: Yes!
Ideally, an internship is designed to offer graduates or those starting out in a chosen career a time limited work experience placement, which includes an element of training and can be used to gain experience and create opportunities, even a prospect of a paid role at the end of it. Over a third of internships are currently unpaid, with a loophole in national minimum wage legislation creating confusion over whether interns should be paid. Back in August The HR Dept backed the CIPD proposal for a £2.50 per hour guaranteed minimum training wage, in line with current minimum rates of pay for apprentices.
It is probably likely, as with apprenticeships, that it isn’t just the graduates who are seeking internships as a way to either seek gainful employment and or gain valuable experience in an industry but also older workers looking to boost their prospects during times when full time paid roles are harder to come by.
Perhaps there should now be a show called ‘The Intern’.
Tuesday, 8 February 2011
No right royal knees up!
A Lancashire-based floor company have been accused of a "bah humbug" management style after about 400 staff have been told to work on Royal Wedding day, even though the government has declared it a bank holiday. Similarly, a concrete group, based in Somerset, had stopped staff from taking holiday on the wedding day, citing as one reason the number of other bank holidays in April and May. http://tinyurl.com/5to5hpv
There is no statutory right to time off for bank and public holidays and any right to time off or extra pay for working on a bank holiday depends on the terms of an employee's contract of employment. Nonetheless, the government hoped employees would be given the day off to mark the wedding. Naturally in these cases it comes down to what the business wants to do and what an employees’ contract state. Unions has urged employers to offer more incentives on these days, such as double pay or time off in lieu to ensure an employee isn’t getting a too bad of a deal, but again in these times of uncertainty an employer has to make difficult decisions about their bottom line.
The additional bank holiday on Friday 29th April 2011 could present employers with challenges. There will undoubtedly be an increased number of holiday requests. Employers need to have clear policies in place so that they have sufficient staff to run the business and so those refused do not feel demotivated. This is not the only year this problem will occur. On Tuesday 5th June 2012, there will be a special bank holiday in England, Wales, Scotland and Northern Ireland for the Queen’s Diamond Jubilee celebrations and so, again, there will be nine bank and public holidays in England and Wales in 2012 instead of the usual eight days.
Warning employees that any sickness absence on the bank holidays will be investigated thoroughly could also deter ‘sickies’ being pulled but we predict that calls to workplace for sudden stomach upsets, colds etc may increase on these newly created bank holidays.
There is no statutory right to time off for bank and public holidays and any right to time off or extra pay for working on a bank holiday depends on the terms of an employee's contract of employment. Nonetheless, the government hoped employees would be given the day off to mark the wedding. Naturally in these cases it comes down to what the business wants to do and what an employees’ contract state. Unions has urged employers to offer more incentives on these days, such as double pay or time off in lieu to ensure an employee isn’t getting a too bad of a deal, but again in these times of uncertainty an employer has to make difficult decisions about their bottom line.
The additional bank holiday on Friday 29th April 2011 could present employers with challenges. There will undoubtedly be an increased number of holiday requests. Employers need to have clear policies in place so that they have sufficient staff to run the business and so those refused do not feel demotivated. This is not the only year this problem will occur. On Tuesday 5th June 2012, there will be a special bank holiday in England, Wales, Scotland and Northern Ireland for the Queen’s Diamond Jubilee celebrations and so, again, there will be nine bank and public holidays in England and Wales in 2012 instead of the usual eight days.
Warning employees that any sickness absence on the bank holidays will be investigated thoroughly could also deter ‘sickies’ being pulled but we predict that calls to workplace for sudden stomach upsets, colds etc may increase on these newly created bank holidays.
Tuesday, 1 February 2011
Caught Off Side!
Thank you to Jennie Horchover, The HR Dept Ruislip and Harrow for this post.
The recent incident at Sky Sports, resulting in the sacking of Andy Gray and the resignation of Richard Keys has certainly put the issue of sexism in the spotlight. The huge variety of responses both within the media and in day to day conversations among friends and colleagues show how complex the issues of sexual harassment and discrimination can be. Where is the line between having a laugh and being offensive? Does it make a difference if the comment is made in a private conversation which happens to have been overheard? Should things such as the underlying culture of the company or the seniority of the alleged offenders matter?
Unfortunately, these issues are not confined to the world of tv punditry or the football sector, and all employers have a responsibility to take these issues seriously. Ignoring incidents of harassment and discrimination can easily lead to employment tribunal claims. Employers should also ensure that they deal with all involved legally, fairly and with dignity.
Work place teams follow unwritten rules of behaviour created collectively by the group, and the level of jokes, comments and banter, and thus the cultural definition of acceptable and unacceptable behaviour, can vary enormously between different teams and different organisations. However, in every workplace there are key measures that employers should put in place to protect themselves and provide an acceptable working environment for their employees.
• Have an up to date set of policies and procedures dealing with issues of discrimination, bullying and harassment.
• Ensure that these documents are distributed and understood by all employees
• Train employees, especially managers, on how to recognise, prevent and deal with these issues, and the implications of not doing so.
• Deal seriously, fairly and speedily with any discriminatory issue raised, combining a confidential and supportive approach with a thorough investigation, and instigating disciplinary proceedings when appropriate.
If you want assistance with any of this, then please contact the HR Dept.
The recent incident at Sky Sports, resulting in the sacking of Andy Gray and the resignation of Richard Keys has certainly put the issue of sexism in the spotlight. The huge variety of responses both within the media and in day to day conversations among friends and colleagues show how complex the issues of sexual harassment and discrimination can be. Where is the line between having a laugh and being offensive? Does it make a difference if the comment is made in a private conversation which happens to have been overheard? Should things such as the underlying culture of the company or the seniority of the alleged offenders matter?
Unfortunately, these issues are not confined to the world of tv punditry or the football sector, and all employers have a responsibility to take these issues seriously. Ignoring incidents of harassment and discrimination can easily lead to employment tribunal claims. Employers should also ensure that they deal with all involved legally, fairly and with dignity.
Work place teams follow unwritten rules of behaviour created collectively by the group, and the level of jokes, comments and banter, and thus the cultural definition of acceptable and unacceptable behaviour, can vary enormously between different teams and different organisations. However, in every workplace there are key measures that employers should put in place to protect themselves and provide an acceptable working environment for their employees.
• Have an up to date set of policies and procedures dealing with issues of discrimination, bullying and harassment.
• Ensure that these documents are distributed and understood by all employees
• Train employees, especially managers, on how to recognise, prevent and deal with these issues, and the implications of not doing so.
• Deal seriously, fairly and speedily with any discriminatory issue raised, combining a confidential and supportive approach with a thorough investigation, and instigating disciplinary proceedings when appropriate.
If you want assistance with any of this, then please contact the HR Dept.
Friday, 26 November 2010
Winter travel advice for your staff
It is inevitable that you and your staff will face difficulties getting to and from work when either severe weather conditions, accidents close motorways or there are disruptions to public transport through strikes. Whilst the health and safety and wellbeing of all our staff is in the forefront of our minds, we must also ensure that the business runs effectively and are customers are not disadvantaged due to these external problems.
All staff have a contractual obligation to report for work regardless of the situation. Staff should therefore make every effort to get to work in all circumstances. When severe weather conditions or major disruptions to public transport are forecast in advance, take appropriate advice and allow extra time for your journey or make alternative travel arrangements if possible. Staff are expected to attend work on time and uacceptable absence or lateness may give rise to disciplinary action so it is important to discuss any concerns with management in advance.
Accepted Absence or Lateness
Naturally there will be occasions where even the best attempts to attend work will be in vain and in this case staff should contact their Manager as soon as possible to discuss the position.
For all staff who have genuinely used their best endeavours to attend work but are unable to do so or are late one of the following options may be offered:-
• Make up the time at a later date.
• Take any absence from work as part of that staff member's annual leave entitlement.
• Take any absence from work as special unpaid leave (in this case, that member of staff's pay will reduce accordingly to take account of the hours/days they have not worked).
• Be paid as if they had attended work on the day(s) of absence.
• Work from home or otherwise work remotely.
You as the company owner, manager or director reserve the right to allow different solutions to reflect an employee’s individual’s circumstances. You must take into consideration your staff's distance from home to work, their mode of transport and how viable it is for them to work from home, and on the needs of the Company.
Leaving Work Early to Avoid an Oncoming Risk
Where there is a risk to staff travelling safely home a manager will decide whether to allow staff to leave work early (and to make up the time at a later date if necessary). As a responsible employer you will again base your decision on staff members individual circumstances.
Find out more by watching the video!
All staff have a contractual obligation to report for work regardless of the situation. Staff should therefore make every effort to get to work in all circumstances. When severe weather conditions or major disruptions to public transport are forecast in advance, take appropriate advice and allow extra time for your journey or make alternative travel arrangements if possible. Staff are expected to attend work on time and uacceptable absence or lateness may give rise to disciplinary action so it is important to discuss any concerns with management in advance.
Accepted Absence or Lateness
Naturally there will be occasions where even the best attempts to attend work will be in vain and in this case staff should contact their Manager as soon as possible to discuss the position.
For all staff who have genuinely used their best endeavours to attend work but are unable to do so or are late one of the following options may be offered:-
• Make up the time at a later date.
• Take any absence from work as part of that staff member's annual leave entitlement.
• Take any absence from work as special unpaid leave (in this case, that member of staff's pay will reduce accordingly to take account of the hours/days they have not worked).
• Be paid as if they had attended work on the day(s) of absence.
• Work from home or otherwise work remotely.
You as the company owner, manager or director reserve the right to allow different solutions to reflect an employee’s individual’s circumstances. You must take into consideration your staff's distance from home to work, their mode of transport and how viable it is for them to work from home, and on the needs of the Company.
Leaving Work Early to Avoid an Oncoming Risk
Where there is a risk to staff travelling safely home a manager will decide whether to allow staff to leave work early (and to make up the time at a later date if necessary). As a responsible employer you will again base your decision on staff members individual circumstances.
Find out more by watching the video!
Wednesday, 24 November 2010
Don't call Time on the Christmas Party
The Christmas party still remains a strong tradition amongst small and medium sized business (SME’S) customers of The HR Dept, a national outsourced HR business.
Despite the Queen cancelling her staff Christmas party this year, in a recent survey 58% of The HR Dept SME customers surveyed stated they would be holding a Christmas party in some form.
Despite the past couple of years being particularly economically challenging and businesses looking to match austerity measures felt by the country, the Christmas works party season is nearly upon us. Newspapers and blogs fill with stories of the tales of the Christmas party night and would make make any business owner wince if it happened anywhere near their own organised Christmas party. Given the stories about employers being liable for third party actions at events, grievances against members of staff who act inappropriately and the token photocopying body parts story or not asked for kisses under the mistletoe, the Christmas party can leave an unwanted staff legacy and a cost.
The Key to a Xmas Party
The HR Dept advises that “though letting your hair down" may seem like a good idea, many firms shy away from providing open bars or organising pub crawls in the modern times because of the religious sensitivities and potential HR issues that can come from the party with too much alcohol involved, whether the behaviour of people or even how they get home. The key is to always remind your staff that a Christmas office party is still an extension of the workplace; normal rules about behaviour still apply.
Though Santa traditionally delivers presents, it appears this tradition is not continuing in the workplace as nearly two thirds of SME’s surveyed, decided against buying gifts for their staff. With the rise of office ‘secret Santa’s’ and a potential focus on a staff party as a reward, it is not unsurprising that many employers are deciding against presents. 66% seem to be aware that you can spend more money per head on a party itself than buying gifts at certain higher values and making it deductable to HMRC for both employers and employees. The HR Dept clarifies that “the basic position is that employers can spend up to £150 per head on annual staff events without it being treated as a taxable perk.”
End the Year on a High, Avoid a New Year Tribunal!
Cue the inevitable HR and legal policies about behaviour at Christmas parties, but remember, if managed properly, it can be a great high to end the year on, whatever the economy and of course the cold winter weather.
Despite the Queen cancelling her staff Christmas party this year, in a recent survey 58% of The HR Dept SME customers surveyed stated they would be holding a Christmas party in some form.
The Key to a Xmas Party
The HR Dept advises that “though letting your hair down" may seem like a good idea, many firms shy away from providing open bars or organising pub crawls in the modern times because of the religious sensitivities and potential HR issues that can come from the party with too much alcohol involved, whether the behaviour of people or even how they get home. The key is to always remind your staff that a Christmas office party is still an extension of the workplace; normal rules about behaviour still apply.
Though Santa traditionally delivers presents, it appears this tradition is not continuing in the workplace as nearly two thirds of SME’s surveyed, decided against buying gifts for their staff. With the rise of office ‘secret Santa’s’ and a potential focus on a staff party as a reward, it is not unsurprising that many employers are deciding against presents. 66% seem to be aware that you can spend more money per head on a party itself than buying gifts at certain higher values and making it deductable to HMRC for both employers and employees. The HR Dept clarifies that “the basic position is that employers can spend up to £150 per head on annual staff events without it being treated as a taxable perk.”
End the Year on a High, Avoid a New Year Tribunal!
Cue the inevitable HR and legal policies about behaviour at Christmas parties, but remember, if managed properly, it can be a great high to end the year on, whatever the economy and of course the cold winter weather.
Thursday, 14 October 2010
Turn to the positive, big rise in new UK start-ups.
It is really encouraging to read the latest figures http://tiny.cc/vial6 that the number of small business start ups in the UK in the first six months of 2010 was the highest amount in a decade.
Good on them!
It is natural after a recession that there may be a boom of people starting their own businesses as they may have been fed up in their workplace; they may have access to capital due to redundancy or just have a brilliant idea and are running with it. Dragons Den may have a few more pitches in 2011!
This positive news makes a real difference and is welcome relief from the daily media outpouring of job cuts and losses. With the October spending review looming, there may be more people encouraged to start their own business when they find themselves without a job.
Running your own business can produce some of the biggest rewards in life and every entrepreneur who tries to start up their own business does so for different reasons. There is no right answer, but of course there is no kidding it always takes hard work, dedication and a few learning bumps along the way...
Some of the new start up businesses will face the daunting challenge of taking on their first employee potentially at some point and growing further. Recruiting the right person can be a distraction initially but without a team your business may be limited in growth, therefore, taking the time to plan the job role and person specification will be important in the early stages and advertising cost effectively will be a priority. Word of mouth recruiting in the early stages of growth can sometimes be the most effective...
Whether you take on your first or hundredth employee, they should always be given up to date terms and conditions of employment within eight weeks from when they started. Ensuring your contract of employments actually fit your business, role and the environment is crucial, most small businesses start off with giving the statutory minimum and look to expand on this further when they continue to grow and seeds of success are planted. Nothing wrong with that...
Policies and procedures do not have to be developed from day one; a start up grows and changes, this part of the dynamic business change that will happen over time.
Ok the reality is when starting a new business you should never be bogged down by employment and HR red tape but you should be aware of what you legally should be doing. HR and employment legislation won’t be a barrier to anyone wanting to set up their own business, it is just likely you may have to deal with issues that come up and getting it right so it doesn’t cost the earth.
Onwards and upwards for the start ups of Britain, The HR Dept salutes you!
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