How to prepare and conduct a grievance meeting

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In any business it is important to have a good grievance procedure as it allows employers the opportunity to resolve workplace issues early, saving them from the breakdown of employment relationships and, ultimately, tribunal claims.

Here are the the key steps to carrying out a fair grievance hearing:

1. Decide whether or not the grievance can be resolved informally or if the formal grievance procedure should be used.

2. Make sure you comply with both the terms of your company’s grievance procedure and the Acas code of practice on disciplinary and grievance procedures.

3. Appoint an appropriate manager to deal with the employee’s grievance.

4. Carry out a full investigation into the grievance and obtain all relevant evidence. Send the evidence to the employee in advance of the grievance meeting.

5. Invite the employee to the grievance meeting and remind them of their statutory right to be accompanied by a colleague or trade union representative.

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6. Ensure that someone who is not involved in the case is appointed to take notes on the proceedings.

7. Allow the employee to explain the details of their grievance and how they would like it to be resolved.

8. Adjourn the grievance meeting to give proper consideration to all the evidence before making a decision.

9. Once the decision whether or not to uphold the grievance is made, inform the employee in writing with details of why that decision was reached.

10. Notify the employee of their right to appeal against the outcome of the grievance procedure.

If you would like any further guidance or reassurance contact HR Revolution on +44 203 538 5311 or email: info@hrrevolution.co.uk, we are friendly expert HR professionals who can help you resolve any issues whilst supporting your employees and minimising any risk to your business.

Remember getting the process wrong, can result in costly repercussions for your business, so let HR Revolution help you gt it right.

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How to conduct a disciplinary hearing – an employer checklist

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If as an employer you decide that there is a disciplinary case for an employee to answer, which can relate to performance, attendance, misconduct, to name a few, then a disciplinary hearing should be arranged.

It is important that the employee is given the chance to put their case forward in response to the allegations, and that a fair process is followed when preparing for, and conducting, the hearing.

Here, we set out a checklist that employers need to follow to ensure that disciplinary hearings are conducted fairly.
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  1. Ensure that the basic principles of fairness are followed throughout the disciplinary procedure.
  2. Ensure that someone who is not involved in the case is appointed to take notes on the proceedings.
  3. Outline the procedure to be followed during the hearing and introduce the parties taking part.
  4. Set out the case against the employee.
  5. Ask the employee questions to ascertain the facts of the case and allow him or her a full and fair opportunity to state their side of events, explain his or her conduct and state any mitigating factors.
  6. Conclude the hearing or adjourn it if new matters are raised that need investigating.
  7. Weigh up the evidence and decide whether or not a disciplinary sanction is appropriate and, if so, what it should be?
  8. Inform the employee of the decision, the reasons for it and their right to appeal.

Remember, this is a formal process and must be followed correctly to avoid potential costly repercussions for your business!

If you have read the above and feel a bit out of your depth with whole process, contact HR Revolution, we are friendly expert HR professionals who can help you resolve any disciplinary issues whilst supporting your employees and minimising any risk to your business.

Give us a call today +44 203 538 5311 or email: info@hrrevolution.co.uk we look forward to hearing from you.

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4 reasons why an Employee handbook is a must in any business

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Compiling an Employee Handbook might seem like an unneeded task for a small business, and perhaps time consuming, but in reality it is a very useful tool that truly supports your business and its people.

Here at HR Revolution, we want to highlight 4 of the main reasons why we think Employee Handbooks are essential.

  1. An Employee Handbook can help prevent very costly employee disputes

In certain cases employee claims can run into the thousands of pounds and the vast majority of employment law disputes can stem from confusion over what is or not accepted practice within a business.  An Employee Handbook is your opportunity to clearly state your polices and procedures in relation to issues, such as:

  • Holiday and Sickness absence
  • Disciplinary and Grievance
  • Maternity, paternity, adoption and parental leave
  • Anti-harassment and bullying
  • Anti-bribery
  • Health and safety
  • Equality and diversity

Having the above policies in place can help with preventing disputes happening in the first place.

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2. An Employee Handbook promotes clear communication and manages expectations in your business

A handbook ensures that every employee knows where to find specific information on policies and procedures that need to be followed, even if they have not been discussed with them.  This gives the employee the knowledge on where they stand and is a major element of ensuring their satisfaction.

It also ensures you have covered all bases when you induct new staff, which is a vital part of your onboarding process, and will promote consistency across your business.

3. An Employee Handbook will set the tone for company culture and outlines acceptable conduct

Your employees need clear and concise information on what is deemed to be acceptable behaviour and conduct and setting the tone for the culture of your company. Leave no room for misinterpretation and set out your best practice on topics such as:

  • Dress code
  • Telecommunications, email, social media and internet
  • Company vehicle and Driving
  • Internal communications
  • Data protection
  • Severe weather and travel disruption
  • Flexible working procedure
  • Time off in Lieu
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Take a look at HR Revolution’s Employee Handbook templates…

4. An Employee Handbook underpins your Contracts of Employment

A handbook can be an effective way to complement contracts of employment with company policies and procedures.

You need to be very clear however, which parts of the handbook are contractually binding and which are not.  Also, if you are changing any contractual parts of the handbook you might need to obtain employee consent and make certain that any changes are compliant with Employment Law.

Other considerations to think about when creating your Employee Handbook, is to ensure it can be adapted.  A handbook should be flexible and have the scope to be adapted as the company grows or any new issues or situations arise.  To make sure this flexibility is clear, it is always a good idea to include a note, which reserves the right to make these amendments.  It is also very important that you make sure your employees are fully aware of any changes as and when they happen.

If you are struggling to know where to start, HR Revolution are here to help! call us on +44 203 538 5311 or email: info@hrrevolution.co.uk

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Thinking about HR for your business?

A recent study from Recruiter Robert Walters, which surveyed 123 hiring managers, found that 89% intended to hire mid-level HR staff, while 77% planned to recruit at junior level.  43% of employers explained that growth in their businesses was driving their hiring strategies.   However, according to Laura Harrison, Strategy and Transformation Director at the CIPD, the changing economic and political environment also meant that businesses were increasingly turning to HR for expertise and advice.

She also went onto say “Businesses are trying to plan for Brexit and the potential skills shortage that will come with it, so there is a lot of change management to do.  All involves HR, so it’s not surprising that more HR professionals are being recruited.  HR is a guiding light because there is only so much that line managers can dedicate their time to.”  Harrison added that the “unprecedented levels of change and uncertainty” many organisations were facing required “fair, consistent and coherent HR.”

If you have concerns about the future but currently don’t have the budget to employ a full-time HR professional, why not explore the outsourced solutions that HR Revolution can bring to your business.

Click here to read more about our outsourced HR solutions…

We are an outsourced HR company and simply put, want to revolutionise the way in which businesses work with HR.  Wendy Read our CEO explains “We know that people are the key to any successful business, without them the wheels just do not turn.  The problem is that most businesses don’t focus on their people and only concentrate on the bottom line.  Our philosophy is simple; focus on your people, hire, on-board, train, manage and develop them and the bottom line will look after itself.”

Why not give us a call today and see how HR Revolution can help your business +44 203 538 5311 or email: info@hrrevolution.co.uk

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Do you need to recruit new talent?

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Are you looking to recruit some of the fabulous new talent that will be entering the job market in the form of University graduates and college leavers?  If the answer is yes, then make sure you have got your basics in order, or here’s how it could all go wrong!

Hiring a new employee is pretty straight forward; but only if it is handled correctly. Many employers however can get it so wrong, which as we know is unproductive for any working environment.

A recent survey has shown that the No.1 reason for it all going so wrong is “not managing the candidate experience”.  This may sound a little fluffy if you do not work in HR or Recruitment, but it basically comes down to communication.  It is important to keep in constant contact with the candidate, providing them with quality information and feedback and remembering that honesty is the best policy. Providing a poor candidate experience can have many negative consequences including damaging comments about your company and lack of faith in the overall brand.

Other reasons the recruitment process can fail are:

  1. Expecting dull job descriptions to attract the right people – This is your chance to sell the position and entice the highest calibre of staff, if you waste this opportunity they will be looking to work for your competitors.outsourced hr - hr revolution
  2. Not taking advantage of employee referrals – a referral means they are pre-screened.  The best companies place nearly 50% of staff through referrals.
  3. Not fully understanding the actual job – If you don’t understand about the job you want them to do, how can you sell it to them or even know if they are capable of performing it?
  4. Using the same recruiting process for different level jobs – High level jobs require a different level of service, knowledge and relationship building. If you want the best out there, they definitely want to be treated that way too.
  5. Making slow hiring decisions – The best candidates are gone quickly, and will probably have more than one offer on the table, you simply can’t afford to hang around.
  6. Assuming interviews are accurate – Interviews are traditionally weak predictors, so poorly executed or generic interviews that do not challenge the candidate, will result in poor hires and put off the right people.
  7. Just using job boards – Only posting jobs on an advertising site means that 75% of the workforce that are not ‘actively’ looking will NOT see them. Make sure that your jobs can be found on various sites.
  8. Not prioritising jobs – Make sure if you are looking for more than one employee that you get the right person first, there is no point getting an assistant if you don’t have the manager.
  9. Not identifying job acceptance criteria – Do you know what the perfect candidates needs to accept the job? If you don’t, they won’t join you.

One last thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you.  First time. Download our helpful free guide to recruiting talent below, or call us on +44 203 538 5311 or email: info@hrrevolution.co.uk

Click here: HR Revolutions Guide – Recruiting Talent

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Have you taken your annual leave?

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Annual leave is a benefit all employees receive. In the UK, the typical allocation is around 28 days, during which we’re encouraged to leave our work and focus on relaxing and rejuvenating.

However, we seem to be forgetting to take annual leave!! Reports suggest that only 1 in 3 of us actually takes our full annual leave allocation each year. Here, we’ll explore the benefits of annual leave and why it’s important to take yours.

The benefits of annual leave

There are many benefits to taking annual leave. These include:

  • Health
  • Stress relief
  • Productivity
  • Trust

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Health benefits

Taking time away from the business gives our bodies and minds the chance to realign. It’s our opportunity to relax, away from the pressures of our day job, and to focus on other areas of our lives that also make us happy, such as friends and family.

Much like sleep helps our bodies rejuvenate, annual leave is an important part of our year and one of very few chances we get to truly forget about work.

This in turn relieves stress. We delegate tasks to our colleagues while we’re away, which means the period prior to annual leave is usually one in which we complete tasks and re-prioritise. This helps us to focus and clear our minds, bringing our levels of stress down.

Productivity

When we work constantly, our bodies are prone to burn out. This is where we’ve worked hard for so long, we simply can’t do it anymore.

Time out of the office gives you chance to relieve that stress and think about things in a more positive manner, with clarity to help you work more productively and effectively.

Encouraging your employees to use their annual leave can also reduce the number of sick days taken each year, which has a tangible impact on your bottom line.

Building trust

It’s important we show our colleagues that we trust them with our work, and that we can rely on them to do a great job in our absence. Taking annual leave, especially if you’re more senior in a business, tells your colleagues that you do trust them and gives them the chance to develop professionally too.

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Top tips for annual leave

Follow these tips to make the most of your annual leave time:

  1. Set an out of office response that gives people an alternative contact during your absence
  2. Turn off your email notifications and work phone so you can relax and forget about your day job
  3. Delegate work in advance so your colleagues have chance to ask questions of you before you leave

Time for a break?

Many companies are implementing initiatives to make working life more flexible. But despite that, we’re still failing to even take our full annual leave allocation.

It’s important that we lead the way in ensuring we take the holiday we deserve and that we make the most of that time. It is good to remember that the business won’t fall apart just because you’ve been away for a few days!  Happy holidays…

HR Revolution is a gold partner of breatheHR, a cloud-based HR employee software that is a straightforward and intuitive system that you and your team will love. You will be able to see your employees holiday allocations easily, so you can see who needs a little nudge to take a day off! Click the link below to see what breatheHR has to offer…

HR management system

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Why you need HR…

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Lets face it, in an ideal world, we’d never have to worry about firefighting people issues within a business. We’d have perfectly crafted policies, highly skilled line managers and engaged employees who are passionate about helping business operations reach their full potential.

I did say in an ideal world, however, things have a tendency not to work out that way. Pretty much every business owner would have experienced some tricky HR issues during their career, and most would probably agree that they can sometimes come out of the blue.

Let us help you identify any potential people issues in your business, until the end of August we are conducting obligation free Audit’s worth £750 free of charge, email info@hrrevolution.co.uk and enter FREEAUDIT in the subject line to book.

In the meantime, if you’ve found yourself with a complex and confusing people issue that you’ve had to deal with, you need to be focused on finding the solution.

Here, we explain in 3 steps how you can take control.

  1. Use the law as your first port of call

Employment legislation exists for a reason. It’s there to protect workers and ensure that standards are upheld. It can be confusing to navigate at times, but it’s imperative to recognise that ultimately, it can help you. If you’re handling an HR problem and you’re not sure what to do, the first thing that you should consider is your legal responsibilities.

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To claim your free Audit, email info@hrrevolution.co.uk and enter FREEAUDIT in the subject line

An example, an employee came and told you that they feel that they need a pay rise. As long as you’re paying your employees the minimum wage, you aren’t obliged to reconsider your benefits package.  Obviously, this doesn’t mean that you should just brush the comments under the table. Exemplary employers move past compliance, and consider the bigger picture and the future of their business.

  1. Bring in the specialists

Sometimes, knowing the law isn’t enough to cut it. If you’re dealing with a particularly sensitive or complex issue, you might need a little extra help. It’s vital that HR concerns are dealt with in a timely manner, and that you get it right first time, so working with an experienced professional could give you that extra peace of mind that you really need.

HR Revolution deal with people issues every day, so we have the knowledge and expertise to cut straight to the heart of any situation to deliver the very best solution.

  1. Stop repeating the same mistakes

You’ve handled your HR issue, and come out the other side breathing a sigh of relief.   Back to business as usual… actually it’s a great time to take a step back and assess your current position and opportunities.

What lessons have you learned?  How can you prevent the same thing from happening again?

In many cases, if you decide to work with an HR consultant, you will be left with a detailed action plan so you can raise your game and become a better employer.

Ultimately though, never forget it comes down to you. Are you serious about nurturing your employees in the best way possible?  Issues are sometimes inevitable, and come hand in hand with running a business. What really matters is the ability to handle the situation in a way which best serves your employees and your business.

Get in touch with HR Revolution and let us conduct an obilgation free HR Audit, where will carry out a full review your current HR, including HR documentation, employee files and processes. We will provide a detailed report to summarise the areas that need attention, especially anything critical required to keep your business compliant with the most up to date employment laws and practices.

Or call us today +44 203 538 5311 or email info@hrrevolution.co.uk

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