Can really will impact your bottom line if staff are not productive or are working excessive hours and attracting overtime payments.
Depending on the type of role you are looking to fill, thinking about the type of contract which should be put in place is vital.
Prior to entering into discussions regarding the contractual terms, (so before you have even interviewed….!), employers need to consider if they are looking to recruit a permanent or temporary employee.
Full time, part time, annualised or zero hour working,.
And whether there is anything about the role which may require a bespoke contract, for example, if you are recruiting an apprentice.
Considering your current staff and their contractual terms should also be considered within this process.
Examples of this might be:-
Are you paying the going rate/national living wage as an example?
Are you being fair to staff and paying equal pay for equal work carried out?
Lastly, legislation changes and is updated regularly as case law is agreed.
Content of your contract is also an area that must be reviewed to ensure you are compliant.
As an example holiday payments are now calculated on a 52 week average and not 12 week.
And does your contract reflect this?
Contracts do not have to be cumbersome, but they do have to be compliant – if you need support I have over 20 years of HR experience you can tap into to ensure what you issue is fit for your business.
HOWEVER, having the right HR support in place and being responsible for HR when employing staff has never been more important these days.
There is legislation to work to, such as paying the national living wage amount.
The requirement for employees to have contracts from day one (which I cover later on) or managing a discipline situation or terminating a contract.
All areas of employing people, from recruitment, starting employment, working, changing job roles to leaving a business, can all attract some form of claim or proceedings against the employer if processes or the business actions are not deemed appropriate, are discriminatory or do not follow legislative guidance or regulations.
Currently (as of April 2020) the maximum compensatory award for unfair dismissal stands at a year’s pay subject to a cap of £88,519.
Contract claims e.g. for breach of contract – wrongful dismissal is brought to an employment tribunal, compensation is capped at £25,000.
HR procedures and support can help both the employer and the employee to ensure that there is the protection there against these types’ scenarios occurring in the first place.
But it not just the negative side that HR can support.
Employee engagement and development can benefit from supporting HR practices on top of introducing well-being initiatives and enhancing the overall working relationship encouraging loyalty and the retention of good staff, who can be hard to come by these days.
If you are wondering where to start when it comes to HR and your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience!
Whilst initially it may seem a daunting task introducing HR policies, the benefits of having the right policies in place and which suit your business will really pay dividends in the end.
They do not have to be ‘war and peace’ or huge lengthy documents!
First off HR policies provide written guidance for employees and managers on how to handle a range of employment issues.
They provide consistency and transparency for all, which helps to demonstrate fairness and that you value your team and a positive people culture.
Secondly, HR policies can also help avoid involvement with employment tribunal claims as they provide guidance for managers ensuring you remain legal and non-discriminatory.
As a reminder, you will need to have specific policy in place to comply with certain legal requirements, such as having a written health and safety policy for any organisation with five or more employees or setting out formal disciplinary and grievance procedures.
Even where a policy or procedure isn’t specifically required by law, its often helpful to provide clear guidance that reflects the legal framework for handling the issue in question and it also helps employees to be clear about your stance on a particular subject.
Carrying out a gap analysis on what is considered necessary would be the first port of call to starting the process.
If you are wondering where to start when it comes to HR Policies & Procedures for your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience!
For some of us, the thought of having an appraisal one to one meeting, can seem daunting, a waste of time and counterproductive when everyone is busy.
Some of us may have had the ‘appraisal from hell’ which was perhaps soul destroying or where you felt that you had not been listened to.
However, when appraisals are carried out effectively, it can align the efforts of every employee with the overall company goals.
This ensures that everyone plays their part or at least understands their role in the company’s overall success.
HR can support you to develop a process that fits with the business needs and which is easy to follow and understand.
These meetings ensure that employees have the appropriate training and development in order to be effective and make it easier for them to do their jobs.
It can be said, that smaller businesses have the advantage of being able to keep systems flexible while focusing on four key goals:
Align employee activity to the goals and strategies of the business.
Encourages two-way communication between managers and staff.
Highlights any training requirements ensuring they have the appropriate skills to do their job.
Identifies employees who add value to the business and target them for future opportunities.
If you are wondering where to start when it comes to Team Appraisals for your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience on the matter!
Without good HR support you may find yourself missing key areas of managing your staff the right way.It’s all too easy to find yourself putting off managing staff issues
Aside from managing the day to day activities of staff carrying out the role they were employed to do, there are other areas, listed, that will need your attention.
Working time, holidays, and absence
Family friendly rights
Sickness absence and disability discrimination
Management of any disciplinary and grievance cases
Wages, benefits, bonuses and pensions
Development and training
Data protection and GDPR
Health and Safety – ensuring staff are safe whilst working.
As mentioned earlier, having polices in place to manage these areas will ensure you are covered.
Including these policies in an Employee Handbook which accompanies the contract of employment will ensure that all staff fully understand what the rules are and what they need to know.
If you are wondering where to start when it comes to Managing People in your business, why not book a free consultation with me & I’ll be happy to offer you some of my 20+ years experience on the matter!
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