HR Consultancy, Interim HR Support, HR Management, Rugby, Warwickshire
07710 801957
JAN
06th
Posted by: Sue Busfield
There's no hard and fast rule, it's more about common sense. Many employees can now work from home with modern technology but this isn't applicable to all roles. Companies must be mindful of Health and Safety particularly with regard to staff who are required to drive as part, or all, of their role. Unrealistic objectives on time to complete journeys are not appropriate in severe weather conditions. With staff who need to attend their usual place of work, consideration needs to be taken regarding the local weather conditions and the modes of transport available to individual members of staff. If staff can't get to work then there are the options of paying as usual, not paying or giving staff the opportunity to take the day as holiday.
NOV
30th
Posted by: Sue Busfield
For those companies still holding a Christmas party this year, you need to try and avoid issues relating to sexual harassment, and investigatory and disciplinary hearings for violence and other unacceptable behaviour. Prior to the celebrations it is worth reminding staff of the standards of behaviour that you expect from them and the consequences of failing to meet those standards. In addition to reminding staff about harassment policies you may also want to remind them of the need to be in work the next day, if it's a working day. The knowledge that a return to work interview will take place following sickness can be just enough to make sure they come to work. At the party itself, limiting the amount of free alcohol is another step that can reduce the risk of problems. A Christmas party is supposed to a celebration and you don't want to be trying to sort out problems afterwards.
MAR
30th
Posted by: Sue Busfield
The revised ACAS Code of Practice applies from the 6th April and replaces the statutory dispute resolution procedures and will become the keystone of discipline and grievance matters. The emphasis is on resolving issues in the workplace. It is not legally binding and a failure to follow it will not make any dismissal arising out of a disciplinary matter automatically unfair.
Employers need to review their existing discipline and grievance policies and train staff on the impact of the new regime.
Employers need to be aware that where there has been an unreasonable failure to follow the code (by employer or employee), a tribunal can adjust any compensation awarded by up to 25% if it considers it just and equitable to do so in all the circumstances.
If you require any support in drafting your new policies, or support when you need to implement the procedures please call Stonebridge HR Consultants for support.
Stonebridge HR Consultants Limited
The Homestead | Kilsby Road | Barby | Rugby | Warks | CV23 8TU
T: 07710 801957
