Good recruitment is vital for every organisation - finding the right people for the right roles at the right time.
It ensures that teams have the relevant skills & abilities for current & future needs. Effective resourcing is not just about filling an immediate vacancy but about having an impact on the long-term success of the business.
Induction processes done well will get new employees up to speed & productive quickly.
It allows you to welcome new employees & build on their positive attitude & enthusiasm for their new job. Having a structured induction process helps improve staff retention.
Induction should be properly planned & consistent to ensure all new employees are treated fairly.
A contract of employment is an agreement between an employer & their employee detailing the terms under which they will work together.
These express terms will likely be pay, working hours, holiday entitlement and notice periods.
A contract should ideally be & normally are signed
but acceptance can be implied by an employee simply attending work.
The Employee Handbook contains the policies & procedures covering areas such as
- Disciplinary Procedures
- Grievance Procedures
- Maternity & Paternity
- Alcohol & Drugs
- and more
These set of rules will show how both employees & employer alike should act throughout their relationship.
An investigation is essential to ascertain the facts.
- Interview all parties & witnesses in a logical order
- Be open as this will improve communication
- If a procedure exists, then be sure it is followed
- Do not delay
- Plan your meetings & questions
- Keep concise records of meetings, evidence, & conclusions
Only a comprehensive investigation will enable an employer to determine if there is a case to answer.
The ACAS Code of Practice states
- Employers & employees should raise & deal with issues promptly & not unreasonably delay meetings, decisions or confirmation of those decisions.
- Employers & employees should act consistently.
- Employers should carry out any necessary investigations, to establish the facts.
- Employers should inform employees of the basis of the problem & give them an opportunity to put their case in response before making decisions.
- Employers should allow employees to be accompanied at any formal disciplinary or grievance meeting.
- Employers should allow an employee to appeal against any formal decision .
Ignoring absence & not managing employee absences can become one of the most time consuming & biggest hidden cost to your business.
Businesses should have in place an effective absence management policy & procedure which all employees & managers will sign up to.
Taking a consistent approach to managing absence will have an enormous impact on reducing absenteeism and unauthorised absence.
Occupational Health (OH) is about assessing & advising on the effect work might have on an employee's health, & what effect an employee's health might have on their work.
Good occupational health services are central to the effective management of workplace health by
- Protecting & promoting the health & well-being of the workforce, hence protecting & enhancing your image & reputation as a good employer.
- Providing support &early intervention to the process of effective absence management, & improved opportunities for timely rehabilitation.
- Fulfilling the statutory requirement to have access to 'competent' occupational health advice as part of the organisational arrangements to ensure that the health of staff & others is not adversely affected by their work
How might your business change in the future?
Changing circumstances & recently lockdown has meant that many businesses have suffered financial & organisational disruption.
It may be that you want or need to make permanent changes.
Remote working, will it become permanent?
Work patterns may need to change.
Potential savings on commuting & premises costs?
All these changes need to be managed correctly, procedure & good communication will make for a better & safe outcome.
Getting it wrong can be very costly & professional intervention later on may mean starting the process again, so take advice from the outset it’ll save you time and money!
Most employers will have encountered a Flexible Working Request perhaps without even realising it. The most common tends to be mothers returning after childbirth & asking to change their working pattern.
- must have at least 28 weeks service
- can only apply every 12 months
- apply in writing giving full details
The employer must
- arrange meetings
- understand the reasons for the request
- consider the application & its impact
- complete the process, including any appeal within 3 months
Changes are permanent.
If an employer says "no" thn there are only 8 reasons
The latest data protection laws require that employers have measures in place to protect the personal data they process.
When referring to organisational measures this means that a business needs to have policies & procedures in place, such as
- Public Facing Privacy Notices
- Employee Privacy Notices
- Data Protection Breach Reporting Procedures
- Data Protection Policy
- Subject Access Rights Procedure
As always, it is important to train employees so that they can uphold the policies put in place by their employer.
The 5 legal reasons for terminating employment
Business owners, directors & managers facing the daunting tasks of making staff redundant need to be aware that redundancy procedures are very complex, they must understand their obligations including employees’ rights & the correct procedures to follow to avoid ending up in an Employment Tribunal.
We can ensure that you follow a meaningful redundancy consultation process should redundancies prove unavoidable.
If an employee’s job is reliant on them holding a qualification & they lose that qualification then an employer may choose to consider terminating their employment.
Before doing so they should consider what reasonable steps they could take to avoid having to terminate. This could mean looking at available positions elsewhere in the business.
There are exceptions where to continue employing them my itself mean breaking the law and therefore termination might be unavoidable.
Examples of this could be if
- a work visa is revoked or expires
- financial & regulatory bodies prohibiting them practicing their profession
- security clearance is no longer held (if this is the result of a criminal offence then this may entitle the employer to use another reason for terminating).
Do you need support with your HR or Health & Safety?
We are here to help!
Whether you need a single one-off meeting, an on-going consultancy or an entire portfolio of documentation and advice, SME Advisor offers a bespoke service on all HR and Health & Safety matters whatever your need and budget. We are here to help you!