Human Resource Matter Ltd
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|Posted on 21 January, 2013 at 6:55||comments (104)|
It seems fitting today to tackle the thorny subject of inclement weather conditions and what employers should do when employees can't get into work. I would recommend that all employers develop a policy on this which states clearly how absence due to weather will be managed. Making your policy known to employees at induction will avoid bad feeling later on. There are a number of options available to employers - you could state that employee absence in this situation will be unpaid OR paid if the employee agrees to make up the time OR can be taken as annual leave where the employee has sufficient entitlement remaining. You will need to make that decision based on the needs of your business but the key is to develop and publish your policy so everyone knows where they stand.
|Posted on 17 February, 2011 at 6:41||comments (71)|
Early in the new year David Cameron suggested that this government would attempt to relieve some of the employment legislation and regulations facing UK businesses. Most of our clients are small and medium sized business who find this increasingly complex employment legislation, much of it coming from Europe, a real challenge.
Yet only a few weeks later we have received news of yet more employment law which will result in extra costs for businesses. These include:
Increased regulations around paternity rights including an option for the parent on paternity leave to take some of the other parent's maternity leave.
The removal of the mandatory retirement age.
Also looming on the horizon are increased rights for temporary and agency workers and an obligation for employers to offer contributory pension schemes for employees.
Although my business is largely about supporting businesses with the implementation of such legislation, I cannot help but sympathise with small businesses already struggling in the current economic climate.
|Posted on 7 January, 2011 at 13:50||comments (77)|
Well 2011 has soon come upon us and promises to be another challenging year for businesses. Human Resource Matters Consultants became increasingly involved in helping clients restructure their businesses during the last few months of 2010. The continuing difficult trading environment means that this trend is likely to continue at least for the next few months.
Taking the decision to make employees redundant is very difficult particularly for smaller businesses where business owners and their staff often work closely together. That's why it's important to get the redundancy process right. Where compulsory redundancy is inevitable our Consultants do everything they can to help affected employees find alternative employment. We also accompany managers through the necessary difficult meetings and carry out all the necessary paperwork and correspondence.
On a more positive note the bouyant employment market means that there are many highly skilled people out there looking for new employment opportunities. We are working with clients right now on recruitment projects, helping them to attract and recruit high quality staff.