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Don’t text the important stuff!

Twice this week I have had to explain to clients why texting is not the best way to communicate some messages. The important ones, the ones that effect their employment directly. Remember when that major UK company text all employees to inform of impending...

Published 15 Jul 2010 10:36 AM by Breathing Space HR

Filed under: Organising Organisations, Handling difficult employee situations, redundancy
Sunstroke

I made a visit to a construction site for an engineering company in South Wales to meet and greet the workers. They raised concern that I didn’t expect - why doesn’t the Company fund our sunscreen? I was rather surprised but it all made sense...

Published 23 Jun 2010 11:29 AM by Breathing Space HR

Filed under: Uncategorized, Handling difficult employee situations
Gorgeous strappy Sandals

I was taking a brief from a client in London, a wonderful company specialising in “beautiful things” for the home (www.neishacrosland.com) I was with the business manager discussing provision of the first aid, when we heard a yelp of pain...

Published 17 Jun 2010 11:27 AM by Breathing Space HR

Filed under: Uncategorized, Handling difficult employee situations
What HR and Business can learn from the Quakers

I am a happy to say that I attend Quaker Meetings on a regular basis. No I am not going to get all evangelical, but I want to pass on my observations on their business meeting practices. A Quaker is a listener, they like stillness and silence, they talk...

Published 2 Jun 2010 12:26 PM by Breathing Space HR

Filed under: HR Strategy, Uncategorized, Organising Organisations, Handling difficult employee situations
’tis the season…

It’s that time of year again…. Every year, throughout my 15 year career, I have had to advise on issues created from an office party - from minor incidents to full blown fights and fall outs. eg, two married women fighting in the loos over...

Published 2 Dec 2009 12:06 PM by Breathing Space HR

Filed under: Uncategorized, Handling difficult employee situations
working time regulations uk - titbits of advice

From recent experience I would like to offer up 3 very small titbits about the working time regs: Always get an opt out form signed by the employee - better to make it a separate form and get it signed on induction or before, of course they don’t...

Published 26 Nov 2009 10:19 AM by Breathing Space HR

Filed under: HR Strategy, Organising Organisations, Handling difficult employee situations
Bradford City Council - absence management update

I had an interesting conversation with a client of mine - a specialist company who deal with all types of occupational health, fitness for work, ergonomics and absence management. The are contracted to Bradford City Council for specialist work in absence...

Published 5 Sep 2009 12:35 PM by Breathing Space HR

Filed under: Uncategorized, Handling difficult employee situations, Absence Management
Never say “no” to a Manager

I have a post-it note stuck above my desk at the moment, something I have to remind myself of for work… “Never say no to a Manager, Ask why instead” The reason I put this note up was to remind me that when a manager wants to act on an...

Published 16 Jul 2009 11:40 AM by Breathing Space HR

Filed under: HR Strategy, Uncategorized, Handling difficult employee situations
Mediation

Just attended the CEDR course on mediation skills, fantastic course with intelligent teaching and coaching from experienced mediators. Mediation is a dispute resolution method which allows the parties involved to reach their own solution, something which...

Published 12 Jun 2009 10:59 AM by Breathing Space HR

Filed under: HR Strategy, Uncategorized, Handling difficult employee situations
This weather reminds me..

When working for a large design and construction company, I went on a site visit to South Wales. A grievance from the guys was a lack of good quality, high factor sun screen. They requested that the Company provide the sunscreen as it was costing them...

Published 1 Jun 2009 3:00 PM by Breathing Space HR

Filed under: Uncategorized, Handling difficult employee situations, Absence Management
Flu - be prepared

The UK Government suggest in its contingency plan that large organisations should plan for absence up to 15% and for small businesses up to 30%. Also bad luck for smaller organisations as it is said that it is likely to spread quicker in smaller workforces...

Published 1 May 2009 11:21 AM by Breathing Space HR

Filed under: Uncategorized, Organising Organisations, Handling difficult employee situations, Absence Management
Employees in Financial Difficulties

In a recession, it might be the case that employees may be experiencing financial difficulties, they may not arise from employment but other factors outside the employer’s control (e.g. the employee’s partner has lost their job). Although...

Published 15 Apr 2009 10:59 AM by Breathing Space HR

Filed under: HR Strategy, Uncategorized, Handling difficult employee situations, redundancy
Meeting with ACAS Northern Director

Yesterday, I spent some time with Phil Pluck, Northern Director of ACAS. Really informative and enlightening meeting. I have always been an advocate of ACAS as a useful source of advice for employees and on occasion for myself! I have also used them for...

Published 18 Mar 2009 12:30 PM by Breathing Space HR

Filed under: HR Strategy, Uncategorized, Handling difficult employee situations, redundancy
Sharon Shoesmith - unfair dismissal and sex discrimination

So, Sharon Shoesmith has lodged a claim in the Employment Tribunal. No big surprise there! It will be an interesting one to watch, completely outside the harrowing details of the Baby P case - did Haringey manage to follow their procedures correctly in...

Published 15 Mar 2009 1:54 PM by Breathing Space HR

Filed under: HR Strategy, Uncategorized, Handling difficult employee situations
It is the job, not the person

Whenever I am asked about redundancy and the process required, I am confronted with the same issue over and over. Managers and business owners look at their organisation and think about people not jobs, then make first judgements on “who”...

Published 24 Feb 2009 2:43 PM by Breathing Space HR

Filed under: Organising Organisations, Handling difficult employee situations, redundancy

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