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.
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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 to suit your needs and budget.