When drafting an internet policy the first thing any employer should consider is when they want their employees to be able to access the internet. If an employer wants the internet to be used for business only, either at all times or just during working hours, then this should be clearly stated...
Increasingly employers are becoming aware that taking a flexible approach when implementing a bereavement policy often ensures that once employees return to work, they are in a better position to resume their duties. Employers should be aware that formulating a bereavement policy will not...
A probationary review is commonly used where an employer is seeking to terminate the employee’s contract as there are concerns with the worker’s conduct or performance. However, it should be noted that they can also occur outside of the circumstance where dismissal is considered. Such...
Persistent lateness, while not a gross misconduct offence, is certainly a matter that can cost companies plenty of money. This is not only true in the initial loss of time when the employee should be in work but also in the time taken to deal with the offence. This, however, is an issue that can...
There is simply no hiding from it; not everyone is happy at work. As strange as this may sound, some employees actually do not even like work, and many bemoan the fact that they have to get out of bed each morning to go and earn a living. While the majority of people who are not in their ideal...
There is no redundancy process that a company can follow which will guarantee that they will not end up at tribunal. However, they can take steps to put themselves in a position where they can successfully defend their case. The problem is not being taken to tribunal, but losing. In order to...
Consistency when dealing with disciplinary sanctions goes a long way in convincing a tribunal that a dismissal that has been carried out is fair.
The Employment Rights Act 1996 provides that employers should have a set of disciplinary rules as part of the terms and conditions given to the...
Head hunters target people who appear happy and fulfilled in their jobs. It is common sense that it is not your troublemakers or underachievers who rival companies want to take off your hands. However, it is often these people who are not top of your list for attention. While much of your time is...
A guide to dealing with people issues.
Time your employees spend on the phone or using the internet for personal reasons during working hours is time that they are not dedicating to their work. Therefore, their productivity is not at its optimum level. Even if your staff are keeping the personal use of your equipment to outside...
A guide to dealing with people issues.
Employees transfer within different departments of a company for a variety of reasons. Any process that is used must be adapted to take into account the particulars of the individual situation. It is important to remember that employees will not usually make idle requests to transfer, so the...
A guide to dealing with people issues
On the first day of the new person’s employment, employers should carry out a formal induction process for a number of important reasons. No matter the size of the organisation, starting a new job can be a daunting experience. Therefore, providing some time for the new employee to settle in...
A guide to dealing with people issues
It’s always amazing how holidays, which are supposed to be a relaxing break to recharge and refresh, can cause so much tension in the workplace. As an employer it can be difficult to balance the needs of your employees with the needs of the business, and ensure that everyone feels that they...
A guide to dealing with people issues
Traditionally, exit interviews are held during the employee’s last week of employment. A standard format is used and questions asked usually include:
• what is your main reason for leaving the company
• what could have been done differently...
A guide to dealing with people issues.
Most companies at some time or another find themselves in a contractual dispute with their employees or former employees. Companies need to try and reduce these as much as possible and ensure that, in the event of a dispute, they can show that they have acted correctly.
The...
A guide to dealing with people issues.
Bereavement is a very personal matter and affects each individual differently. Employers should, therefore, think very carefully before trying to implement a one-size-fits-all policy. It is also important to be sensitive to any cultural issues surrounding death and bereavement.
There...
