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HR Advice – Why does length of service matter?

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When giving HR advice we will reassure our clients in saying that length of service only really matters when you are planning to dismiss a member of staff.

If someone has been an employee in your company for two years or more they have the right to claim unfair dismissal. This can result in you and your company to be taken to an employment tribunal.

However, if the employee has been employed for less than two years, they won’t have rights to claim unfair dismissal. But this doesn’t mean you’re out of the woods when it comes to dismissing an employee. Some people who you choose to employ may have what we call ‘protected characteristics’. This video explains what protected characteristics are and how to safeguard yourself when dismissing someone who may have these.

What are protected characteristics?

Protected characteristics are what we know as discriminations. So for example, this could be anything from age discrimination to disability discrimination. These characteristics are so important for you as an employer to understand. This is because someone doesn’t actually have to be employed by you to make a discrimination claim. These people could have applied for a job with you, didn’t get an interview and could then claim against you.

When giving HR advice, we worry about these discrimination claims as they can, if won, be a very expensive claim. This is because there is currently no cap on what an individual can be paid if they win their case for discrimination. Although, with an unfair dismissal claim there is a cap on how much a person can be paid if they win their case.

To conclude, if you are planning on dismissing a member of staff you firstly need to check if they have under 2 years of service. If so great, no unfair dismissal claims but then you also need to check if they have any protected characteristics. If you have any more questions about dismissing a member of staff get in touch today.


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HR Consultant

HR Consultant – What should I do about family bereavement?

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Family bereavement in the workplace is a tricky and delicate matter for obvious reasons.

Surprisingly, there is no law in the UK which states we have the right to have time off when a loved one passes away. So that is where we, as a HR consultant firm step in. We can give you guidance on how to deal with your employee who is going through a family bereavement.

This video will go through the certain aspects you should consider when your employee is going through a family bereavement. Any time an employee is given time off during a family death, paid or not, it is completely at the employer’s discretion.

Our advice to you would be to take this matter on a case by case basis. Not everyone grieves in the same way, some employees may need the time at home whereas others may prefer to keep busy and dive back into work.

We would suggest taking the time to listen to your staff and talk with them to discuss what they want and how they are feeling. You must then go on to decide what the best course of action is. However, we would say that there is no point forcing an employee into work when they are not going to be focused on what they were doing. Unfocused employees can often do more damage than good.

You must consider consistency when you decide to give an employee say two weeks paid leave for a bereavement you must ensure that you are fair and consistent to other employees who want it.

Could you benefit from our HR consultant advice?  Here at JMann Associates, we offer expert HR services that save you time and money and keep you safe and protected. Want to know more? Get in touch today.


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Hr advice

HR Advice – What to do if someone is off sick

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Employee sickness, it happens all of the time. Sometimes it’s for a day or two and sometimes it can be a lot longer.

A very important element of what we do and how we give HR advice is going through the correct procedure to follow when someone is off sick. This is because when somebody is off sick it can often be very disruptive to your business. There are various different paths you can take when dealing with employee absence. These paths can depend on several things such as, whether or not the absence is short-term or long-term.

This video will mainly focus on short-term absence. We will explain what you can do so that you and your member of staff are covered and everyone knows what to expect when they return back to work. We also explain the kind of employee absence that you need to watch out for, the kind of absence we often refer to as ‘red day people’.

When giving HR advice on employee absence one of the first things we would ask you is, what does your procedure/policy or contract say? This is important because you need to be making sure that your employee knows what to do. They need to know what the procedure actually is when they are off sick.

When your employee is off sick, we always recommend that you do a return to work interview with them. You should do this no matter how long they were off sick whether it was a day or 100 days. You can sit down with your employee and ask them some questions and assess whether or not they are fit to come back to work.

Could you benefit from our HR advice?  Here at JMann Associates, we offer expert HR services that save you time and money and keep you safe and protected. Want to know more? Get in touch today.


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HR adviser

HR Adviser – How do you communicate values?

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To follow on from our last blog, this blog will continue to discuss company values but most of all, how to communicate those values.

It can be hard to stick to company values within a business and this struggle more often than not comes from lack of communication. As we already know, values are very important as they form the basis of your company culture. So, it is important that you are always communicating them and involving them in everything your company does.

Take a look at the video below where I, as an HR adviser, describe in more detail how you can better communicate your company values.

There are some key areas in which you can instantly improve the communication of your company values. All you need to do is ask yourself the following questions.

  • Are your values clearly displayed on your website?
  • Do you recruit against your values?
  • Are you cross-referencing values when you are performance managing people?
  • Do you have a theme for your values?

However, the most important thing company values need in order to improve communication is a leader. As a business owner, you need to be living those values and constantly talking about them.

If you think you could benefit from an HR adviser on how to communicate your company values or any other people issues for that matter. Maybe you’ve got a question about a staff issue? Get in touch today and together we can help you stay safe, legal and compliant.


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HR Advice

HR Advice – What are company values and why are they important?

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HR Advice – Values within a company are becoming more and more important.

They help to compose the rules and boundaries within your business. They help tell employees, clients and the public what you truly believe in and how you work.

Company values not only tell people what you believe in, but they also communicate your company’s brand and personality. This will help you to shine from your competitors and most importantly, make you unique and recognisable to your employees and prospects.

Take a look at the video below where I offer my HR advice and discuss how you can set up your own company values to set you apart from your competitors.

But don’t just stop at values, together with your value’s behaviours you can take your company’s personality to the next level. We have our own values and behaviours here at JMann Associates. As an example, one of our values is “To do the right thing”.

We then have behaviours to go with this value which will tell our employees what behaviours are expected to go with this value. So, for our example value, we also have behaviours, which are,

  • “Go with your gut instinct”
  • “Say no if it’s not right for us or the client”
  • “Always be honest with each other and our clients”

To summarise, company values are important as everything you do within your company will need to be aligned with your company values. This can be anything from how you recruit people to how you manage and develop people. By doing this you will be able to create a great culture and business enabling you to stand out from your competitors.

If you need any HR advice and would like to learn more about company values simply get in touch today.


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