Archive



How Can I Make An Employee Stay With Me Once They Have Finished Their Training?

/ 0 Comments

The team often get asked…

‘How can I make an employee stay with me after they finish their training?’

The short answer: Unfortunately you can’t.

I understand how frustrating it is, if you’ve spent a lot of time and money on training someone up, then at the end of that training, they decide they want to leave.

But, they do have a contract of employment with you, hopefully, and in that contract of employment it will tell them what their notice period is. There isn’t really anything you can do to stop someone from leaving. Once they’ve decided they want to go, then they will go.

What you can do, however, is…

Protect yourself a little bit by setting up a training agreement. The training agreement will actually state how much the training costs, and then what the consequences are if that employee decides to leave. You need to decide yourself whether you want them to pay back the full amount of money, or whether it’s a percentage of that money. You can actually have it stating if they leave within two years, or  twelve months or within six months, then the percentage can decrease as the time goes on.

How Can I Make An Employee Stay

Now with a training agreement, you need to make sure that you have it as a separate document and not something that’s included in the employment contract. You also need to make sure that you issue it to a member of staff before they actually start the training, so that when you talk to them about doing the training they have an understanding of what the consequence will be and that there’s a requirement for them to sign this training agreement up front.

It’s no point leaving it until the training is finished and then the employee decides they’re back to leave, and then you want them to sign the training agreement – that’s far too late.

Also Read: Do I Have To Pay An Employee Who Books Doctors Appointments During Working Time?

So if you’re going to be sending a member or staff on some training and it’s going to be quite costly and you want to protect yourself against that, and try to reclaim some of the money, then you can make sure that you set up a training agreement before they start the training.

If you’d like help with your HR Support or need HR consultation

…or if you’ve got any questions, please give us a call on 01980 622167, drop us an email people@jmassociates.org, or contact us.


separator


Do I Have To Issue An Employment Contract Before The Person Starts Work?

/ 0 Comments

We’re often asked

“Do  I have to actually issue an employment contract to a member of staff before they start work?”

Well, the answer is no, you don’t have to…

You legally have to make sure that they have within eight weeks of them starting work, but its not great if you do it that way.

  • What we always recommend is that you make sure that you issue a contract and offer letter to someone before they start to work.
  • The reason for that, is because then you would know that they’re going to accept the terms and conditions that you’ve got.
  • So you’ll make sure you lay out when their start time is and what their salary is and any rules and things that apply, if they get a sick pay or don’t get sick pay.  So everything will be really clear before that person actually accepts that job with you.

Employment Contract

What we see sometimes is that people think:

‘Well, I’d like to wait and see if they are going to be any good before I offer them a contract’

But even though you haven’t given them a written contract, verbally they have a contract they’ve accepted and, if they start work, then they are under a form of contract, which means, the employment law will actually kick in from day one.

Our advice is

‘Make sure you’ve got your contract set up from the beginning’

We do get people sometimes who say:

‘I’m not prepared to accept those terms’

…or they try to change the terms if you give them after they’ve started. So make sure that you issue a contract before that person starts. That will save you from headache for later on!

Find out more about How to Manage Employees’ Probationary Period.

Do You Have A Bullet Proof Employment Contract?

Contact us, if you have more questions regarding employment contracts, HR Support or, HR consultancy.  Don’t have a contract to give staff?  We can help. Call 01980 622167 or email people@jmassociates.org


separator

8 Steps to effective leadership

What makes a good manager? – 8 Steps to Effective Leadership

/ 0 Comments

As you are aware, Leadership & Management plays a huge role in the delivery of the business goals however, not everyone understands some of the basics of good leadership.

Here, I share with you 8 steps to effective leadership.

1. Purpose

A good purpose will explain the direction the business is going in, motivate employees to take the right action to achieve it, and coordinate the actions of all employees to achieve the same goal. Read more in ‘My Purpose and Values: Create a Great Place To Work‘.

2. Belief

Leaders have a strong vision of where they want their business to go. Without that vision, a business is working in the dark. But a leader can’t do much alone. Little can be achieved without the support, buy-in and belief of the employees.

3. Effective communications

Do you talk to people and explain what you really want for your business and from them? If you don’t tell them, how are they to know? Do you put your message across so that everyone understands it? A message is successful only when both the sender and the receiver perceive it in the same way.

Also Read: This starts with leadership. 

4. Effective Listening

To be an effective listener, you need to respond with both verbal and nonverbal cues which let the other person know that you are listening and understanding. Effective listening can mean fewer errors and less wasted time.

5. Coaching

Instead of directing and controlling your staff, use coaching to encourage them to accomplish results on their own initiative.

6. Responsibility & Delegation

Give employee’s greater responsibility, opportunities to make their own decisions, and the chance to develop their capabilities. Make the most effective use of your time by delegating tasks you don’t need to do yourself. Want to know more? Read How Important is Workplace Culture for your Business?

7. Recognition & Motivation

Everyone likes to be recognised for doing a good job. That doesn’t always have to be a financial reward. Saying ‘thank you’ is often enough. Understand what motivates your staff – each individual is different. Motivated staff will have increased energy and will strive to achieve the nurseries goals. Find out more in our 4 Simple Ideas How To Engage and Motivate Your Staff.

8. Managing Conflict

Don’t avoid conflict – tackle it straight away. It won’t just go away if you avoid it, and matters will only get worse. Avoiding conflict can make you look weak as a leader.

To ensure you have a successful management team you must provide them with the right training. Too often I see staff promoted to management positions only to be demoted or dismissed a few months later as they did a poor job. More often than not it’s because they have not received the correct training. So make sure you provide training for your managers on the basics of managing people otherwise you are setting them up to fail.

Interested in Leadership Coaching?

Call us now 01980 622167.


separator


Do I Have To Pay An Employee Who Books Doctors Appointments During Working Time?

/ 0 Comments

Today I’m going to be answering another one of your questions. And the question we’ve got today is

Do I have to pay an employee who books a doctor’s appointment during working time?”

The answer to that is “No you don’t have to.” There’s no legal requirement to pay employees when they are going to see a doctor.

You could ask employees to try to make doctor’s appointments at the beginning of the working day or at the end of the working day – so that it doesn’t disrupt the working day too much, but there is no requirement for you to pay them.

41 Things Every Employers Needs To Know

  • It’s not very easy trying to get appointments at the end of the day or the beginning of the day because doctors as we know are very very busy. But, you can make employees aware that is what you would like them to do. You can even include that in your handbook so that they will understand that.
  • You can also explain that to people during their induction – that, if they are going to see a doctor or a dentist, there is no payment for that time and they need to try and make them either outside of working hours or at the beginning or the end of the day, or potentially in their lunchtime as well – that can work too.

So the quick answer is: No. If someone is booking doctor’s appointment during working time, you don’t have pay them.

Need help with HR support or HR Consultancy? Or, do you have more questions?  Contact us!  or email people@jmassociates.org or phone 01980 622167


separator

Can I refuse employee holiday requests

Can I Refuse An Employee’s Holiday Request?

/ 0 Comments

Hi I’m Jacqui Mann from J Mann Associates answering another one of your questions. The question today is,

‘Can I refuse an employee’s holiday request?

…and the answer to that is yes you can, but

It’s going to depend on what the reason is as to why you’re refusing that request:

  • It could be that they aren’t giving you enough notice of a holiday.
    So how much notice do they need to give you? It should be outlined in your holiday policy or in your company handbook or even on a notice board somewhere. Employees need to know how much notice they need to give you  before they put in a holiday request.
  • It could be that another member of staff is already off on holiday at that time so you would need to refuse that holiday request, or…
  • It could be that it’s not a great time of the year and you might have shutdowns included in your employment contract.
    For example, we have one client who has a very busy time of  year during May to July, nobody’s is allowed to take holiday during that period and that’s very clearly outlined in the employment contract.

You can actually stipulate when employees have to take the holiday.  I know years and years ago my dad worked in the car factories and they always had to take a certain fortnight in July. It was known as the Coventry fortnight, when all the car factories closed down.

Also, you can stipulate when your people can’t take holiday. So there is another reason why you refuse it, is if they’re actually requesting holiday at a time when there is no holiday allowed.

holiday request

The next problem comes in when they’ve already booked their holiday and you refuse the request

So what do you do then?

You can still refuse their request, you can say to them that it’s going be unauthorised absence if they decide to take that holiday. You don’t need to pay them for that because if they are on unauthorised absence they wouldn’t get paid during that time. You can also say to them, that they may face disciplinary action  on their return if they’re taking unauthorised absence.

It really depends on how you want to deal with it.

How you feel you can manage this situation. What you do need to think about is if you are going to set a precedent if you let them take holiday. Now it may be, that it’s a really special occasion and maybe it’s a special wedding anniversary or special birthday and they really need to take this holiday at that time. So you will need to look at it on an individual basis. But, don’t let your employees just decide to take the holiday whenever they fancy if it doesn’t suit the business.

So I hope that answered the question  “Can you refuse a holiday request?” Yes you can but you need to have a reason as to why you’re doing that.

So if you want anymore information about holidays, then you can always give us a call or drop us an email and there are some more information on the site about holiday pay and overtime and how to calculate holidays.

If you have further questions about your HR Support or Consultation needs call 01980 622167 email people@jmassociates.org,  contact us here 


separator


separator
MENU