You may or may not be aware that the Equality Act, which brings together various pieces of legislation in regards to diversity, discrimination and equality under one act, comes into force on 1st October 2010 and has implications for all sizes of businesses - small and big.
The HR Dept is keen to assist small businesses in understanding their obligations and making sure they are kept up to date and legal.
The HR Dept is running a workshop in the Cambridgeshire and Peterborough areas for small business owners.
For more information follow the link.
http://tiny.cc/na8zu
Wednesday, 1 September 2010
Friday, 27 August 2010
Growing your business - those next scary steps!
When it comes to being a small employer, it can be quite daunting taking on your first couple of employees and growing your business. How should you recruit? What can I, and importantly, what can't I say? There are also lots of confusing and horror stories about employment law mistakes for a small businesses and where can you get the most up to date and cost effective support from - without paying through the nose for it! Well the shocking truth is that whether you employ 1 or 1,000 people every aspect of employment law applies to you and your business.
You probably didn’t dream of starting and running your business so that you could spend hours embroiled in employment law issues, contracts, payroll problems and everything else that comes along with employing people!
Some practical tips to consider when considering the growth of your business;
Do you employ or could you outsource?
Round pegs in round holes! – How do you recruit the best person? Given there is a huge amount of talent currently in the marketplace you want to attract the best possible candidate and naturally retain them.
Can you afford it?
What is the return on your investment likely to be?
Have you got a job description and person spec for the roles?
We always say.. Think big and follow that dream!
Sue Isaacson - HR Dept Cambridge will be at the Evolving Business Roadshow in Biggleswade on 9th September from 6pm where you will learn the most common management myths surrounding employment law.
As a speaker at the event The HR Dept will be providing practical tips on recruitment, contracts of employment, your obligations as an employer and how to avoid costly mistakes!
To find out more and to book your place: http://tiny.cc/zyoja
You probably didn’t dream of starting and running your business so that you could spend hours embroiled in employment law issues, contracts, payroll problems and everything else that comes along with employing people!
Some practical tips to consider when considering the growth of your business;
Do you employ or could you outsource?
Round pegs in round holes! – How do you recruit the best person? Given there is a huge amount of talent currently in the marketplace you want to attract the best possible candidate and naturally retain them.
Can you afford it?
What is the return on your investment likely to be?
Have you got a job description and person spec for the roles?
We always say.. Think big and follow that dream!
Sue Isaacson - HR Dept Cambridge will be at the Evolving Business Roadshow in Biggleswade on 9th September from 6pm where you will learn the most common management myths surrounding employment law.
As a speaker at the event The HR Dept will be providing practical tips on recruitment, contracts of employment, your obligations as an employer and how to avoid costly mistakes!
To find out more and to book your place: http://tiny.cc/zyoja
Thursday, 19 August 2010
Witch is wicked
Given that "sickies" cost the UK economy and businesses £2.5 billion a year - reality tv shows must add some cost to this figure ...
Take for example the wookey witch!
Recruited in a locally high profile campaign, the acceptable candidate was required to have skills such as potion-making, cat-friendly and be able to cackle ...
Well it appears the witch's curse has struck - the current witch was spotted on auditions for X Factor, by her bosses, and excuse the pun, has ended up in a cauldron of hot water!
http://tiny.cc/am5c4
I mean the story headlines can write themselves ... 'witch put's curse on employer' ... maybe as an afterthought.
The reality being, even a witch can be put through a disciplinary procedure for trying to pull a "sickie". Good on the employer for being consistent and not being left green in the face.
Take for example the wookey witch!
Recruited in a locally high profile campaign, the acceptable candidate was required to have skills such as potion-making, cat-friendly and be able to cackle ...
Well it appears the witch's curse has struck - the current witch was spotted on auditions for X Factor, by her bosses, and excuse the pun, has ended up in a cauldron of hot water!
http://tiny.cc/am5c4
I mean the story headlines can write themselves ... 'witch put's curse on employer' ... maybe as an afterthought.
The reality being, even a witch can be put through a disciplinary procedure for trying to pull a "sickie". Good on the employer for being consistent and not being left green in the face.
Wednesday, 18 August 2010
Win HR Starter Toolkit
The HR Dept – Guildford have a stand at the “Woking means Business” Exhibition on the 7th October 2010, come and visit us for the opportunity to win a “HR Starter toolkit” worth £275 packed with advice, sample forms and procedures for your employees. For more information click here http://tiny.cc/s9i9c
Thursday, 5 August 2010
Stand tall in the face of discrimination
Employment law may make it feel like employers can’t say anything to employees these days without getting themselves into trouble …
Well, in a very recent tribunal case http://tiny.cc/uhl2c a manager clearly overstepped the mark by humiliating a member of staff, but it's the reference to their height that has caught the headlines. The term “short arse” was used more than once to humiliate the suffering worker. Bullying and harassing behaviour is clearly not acceptable. This highlights the dangers for employers or managers who take it upon themselves to hold personal vendettas, height related or otherwise…
Lesson learnt here no doubt!
Well, in a very recent tribunal case http://tiny.cc/uhl2c a manager clearly overstepped the mark by humiliating a member of staff, but it's the reference to their height that has caught the headlines. The term “short arse” was used more than once to humiliate the suffering worker. Bullying and harassing behaviour is clearly not acceptable. This highlights the dangers for employers or managers who take it upon themselves to hold personal vendettas, height related or otherwise…
Lesson learnt here no doubt!
Thursday, 10 June 2010
Contracts of employment
Naturally like mortgage terms, a bank loan, a contract for buying an item on hire purchase you should always read the terms! It is goes the same for contracts of employment, but actually how many employees have terms that are up to date and relevant, not that they don’t actually read them and take on board what they receive and are entitled too...
http://tiny.cc/6r890
The focus actually should be on the employer to provide up to date terms and conditions, but our own experience is that small business don’t have the time to draft their own terms nor the expertise because a standard template just might not be right for their business and environment. It is important to ensure they fit.. Just because a large corporate gives 12 full pay sick pay, a small business doesn’t have to!!
Remember a new employee should be receive up to date and relevant terms and conditions of employment within 8 weeks of starting their employment – there is a penalty for failing to do so…
http://tiny.cc/6r890
The focus actually should be on the employer to provide up to date terms and conditions, but our own experience is that small business don’t have the time to draft their own terms nor the expertise because a standard template just might not be right for their business and environment. It is important to ensure they fit.. Just because a large corporate gives 12 full pay sick pay, a small business doesn’t have to!!
Remember a new employee should be receive up to date and relevant terms and conditions of employment within 8 weeks of starting their employment – there is a penalty for failing to do so…
Wednesday, 5 May 2010
World Cup: Accident at Work
Following World Cup hype in the office, the team of engineers at ABC Ltd, decide to re-enact famous World Cup goals in the company car park during their lunch break. One of the lads has a football so the game begins... Following a truly sensational re-enactment of Michael Owen’s 1998 solo goal against Argentina and the team effort of Brazil climaxing in Alberto’s goal against Italy in 1970, as one of the employees jumps to perform Maradona’s "hand of God" goal, he is pole axed by the oncoming Peter Shilton impressionist and is knocked unconscious.
An innocent accident at work, but an ambulance is called and the employee is off sick for 4 weeks following a serious concussion and later discovered to have fractured his collar bone too.
Is this a problem for the employer?
Well, yes.
Despite the inconvenience of the employee being away from the workplace for four weeks, this would also have to be treated as an accident at work. The employer would have a duty to inform Health and Safety Executive (HSE) under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) because the accident resulted in a serious injury and was off work for more than 3 consecutive days. You will need to record the accident in your accident book and conduct an investigation into the incident due to its seriousness.
The other question is what do you pay the employee for the time they are off due to an accident at or in work?
It would be wise to refer to their contract of employment to see whether a member of staff is entitled to receive Company Sick Pay or just SSP for the period they are off. Under the circumstances it would be difficult to withhold sick pay if they were contractually obliged to receive it as it did happen on Company premises, not technically during a working period, but did involve another work colleague. Given the circumstances, it would not be clear if the Company could be blamed for the accident but remember there are a lot of "no win no fee" lawyers out there…
With the World Cup starting in June 2010 it might be an idea to start reviewing your policies on accidents at work just in case this theoretical scenario (or something similar) comes true.
Our company accepts no liability for the content of this document, external links or for the consequences of any actions taken on the basis of the information provided, as with all employment and Health and Safety issues HR advice should be sought at the beginning of any issue from professionals.
An innocent accident at work, but an ambulance is called and the employee is off sick for 4 weeks following a serious concussion and later discovered to have fractured his collar bone too.
Is this a problem for the employer?
Well, yes.
Despite the inconvenience of the employee being away from the workplace for four weeks, this would also have to be treated as an accident at work. The employer would have a duty to inform Health and Safety Executive (HSE) under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) because the accident resulted in a serious injury and was off work for more than 3 consecutive days. You will need to record the accident in your accident book and conduct an investigation into the incident due to its seriousness.
The other question is what do you pay the employee for the time they are off due to an accident at or in work?
It would be wise to refer to their contract of employment to see whether a member of staff is entitled to receive Company Sick Pay or just SSP for the period they are off. Under the circumstances it would be difficult to withhold sick pay if they were contractually obliged to receive it as it did happen on Company premises, not technically during a working period, but did involve another work colleague. Given the circumstances, it would not be clear if the Company could be blamed for the accident but remember there are a lot of "no win no fee" lawyers out there…
With the World Cup starting in June 2010 it might be an idea to start reviewing your policies on accidents at work just in case this theoretical scenario (or something similar) comes true.
Our company accepts no liability for the content of this document, external links or for the consequences of any actions taken on the basis of the information provided, as with all employment and Health and Safety issues HR advice should be sought at the beginning of any issue from professionals.
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