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  • November 2015 Newsletter | Noble HR
    why they cannot attend Even then you may still be able to proceed with a disciplinary hearing if the their medical condition allows it However you should offer reasonable adjustments for them to attend such as holding the hearing closer to their home as so to reduce their travel If they continually refuse to attend you can hold the hearing in their absence provided you have warned them of this or on receipt of written submissions from them For more guidance on what you can and cant do regarding disciplinary meetings please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Zero hours Contracts Zero hour contracts are those contracts in which the employee or worker is not guaranteed any hours of work the employer can offer work and the individual can either accept or decline These types of contracts have been used extensively in many organisations due to their flexibility but are a hot topic at the moment as they can be used unethically All employees on zero hour contracts are entitled to statutory employment rights e g in relation to holiday sickness etc I f you employ someone on a zero hour contract for a set number of hours or a set schedule each week then over time custom and practice may mean that you have created a new contractual arrangement with them You will need to regularly review your zero hours to ensure you have the right contract in place for the individual e g would a permanent or a fixed term contract with a set number of hours be more appropriate You must make sure that you are not accumulating zero hour staff who are not being actively used This can be a big problem in some organisations where the numbers of zero hour staff can become so large it s unmanageable even if you are not using these staff members they may well have employment rights so you need to make sure that the zero hour contracts you have in place are used on a reasonably regular basis You cannot have an exclusivity clause in your zero hour contracts as a result you cannot stop an individual on a zero hour contract from looking for work or accepting work from another employer For more guidance and advice as to what type of contract you should be using please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Question Time I m sorry to have to mention the C word however we are rapidly approaching the Christmas Office Party time and we have had our first question regarding this wonderful time of year Question How do I make sure that my staff behave at the Christmas Party Answer Before the event remind your staff that the normal rules apply during the Christmas party including those relating to unacceptable behaviour towards colleagues Christmas

    Original URL path: http://www.noblehr.co.uk/newsletter/item/november-2015-newsletter (2016-02-17)
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  • October 2015 Newsletter | Noble HR
    to conduct 5 minute return to work interview after every episode This approach has been shown to significantly reduce sickness absence occurrences It discourages people from taking duvet days if their sickness is not genuine as it is too difficult to lie to the boss If the sickness is genuine those 5 minutes show you care and are genuinely interested in their well being and it can lead to more open conversations in the future if there is a health issue We also encourage employers to insist that staff must ring in and speak to their line manager to report their absence if they say they feel unwell we ask them to ring in later with an update on their condition and suggest that they might feel well enough to come in later in the day For further advice and guidance please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it National Minimum Wage rom the 1st October 2015 the National Minimum Wage was increased and it is your duty as an employer to ensure that you pay your staff accordingly The new hourly rates are as follows Apprentice 3 30 Under 18 3 87 18 20 5 30 21 and over 6 70 In addition to the hourly rates you need to ensure that if you are paying staff on a salary basis this will also need to be increased The figures below are based on an employee working 5 days a week 40 hours per day Apprentice 6864 Under 18 7696 18 20 11 024 21 and over 13 936 If you have any salaried staff on the minimum salary for their age any additional hours worked must be paid For further advice and guidance please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Question Time This is the section of the newsletter where we answer questions that have been raised by our clients contacts over the last month If you have a question please email it to This email address is being protected from spambots You need JavaScript enabled to view it Question We have just taken on a new employee and he appears to have all the skills we require however towards the end of his first week he asked if he could change his hours and come in half an hour early and leave half an hour earlier He said that he was told at his interview that this would be OK Currently everyone works 9 5 What should we do Answer First off this has to be one of the quickest requests I have heard of for flexible working Since June 2014 any employee with 26 weeks service has the right to request Flexible working There is no restriction on the reason for the request In the past the majority of the requests were in relation to dropping children

    Original URL path: http://www.noblehr.co.uk/newsletter/item/october-2015-newsletter (2016-02-17)
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  • July 2015 Newsletter | Noble HR
    This position requires candidates to have experience of managing and monitoring the performance of ten people because Remove phrases that make assumptions about employees from performance assessments and focus on actual performance Consider whether where the organisation advertises appeals to only one age sector and diversify accordingly the places where adverts are placed Promotion Training Development The policy on promotion should be honest non discriminatory and understood by all employees There should be a good spread of ages at all levels of the workforce People of all ages should take up training and development opportunities Redundancy Redundancy procedures should be based on business needs rather than age Employees and their representatives must be involved in planning for redundancy Age should not be a factor when making decisions about redundancy Enhanced redundancy payments may be made based on age and length of service Retirement If you decide to manage without a compulsory retirement age all references to retirement should be removed across all documentation Retirements with no compulsory age should be carefully justified on a case by case basis and co ordinate with performance management procedures If the you decide to manage without a retirement age employees should be offered fair and flexible options for continued working as they get older Employer justified retirement ages should be objectively justified If you do rely on a retirement age your policy with regard to retirement and the procedures to be followed should be co ordinated across all policies and procedures If you decide to adopt an employer justified retirement age there should be an agreed flexible and fair retirement policy which all workers know about If you would like more advice and guidance with regards to Equal Opportunities please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Question time This is the section of the newsletter where we answer questions that have been raised by our clients contacts over the last month If you have a question please email it to This email address is being protected from spambots You need JavaScript enabled to view it The question this month refers to a request for flexible working Question We took on an office administrator 2 months ago who has now asked about flexible working do I have to consider this request or tell them that they have to work the hours agreed at the time we took them on Answer Although employees with less than 26 weeks service do not have a statutory right to request flexible working some employers may allow all staff to make a request To make a request for flexible working employees must make their request in writing state the date the request is made the change to working conditions they are seeking and the date they would like the change to take effect state whether they have made a previous application for flexible work and the date of that application what change to working conditions

    Original URL path: http://www.noblehr.co.uk/newsletter/item/july-2015-newsletter (2016-02-17)
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  • June 2015 Newsletter | Noble HR
    time to carry out all the planning and preparation required in order to be compliant We strongly recommend that you action this as soon as possible if you require any assistance please contact by phone 0151 348 6660 or by email This email address is being protected from spambots You need JavaScript enabled to view it Perks of the job Are you getting bogged down trying to manage holiday requests managing sickness and not able to find personnel data For years we have managed all these processes for our clients however especially in the case of holidays staff are always asking how many days have I got left Whilst the management are not sure who else is off when they receive the holiday request We now have the answer to this problem in a cloud based HR system called BreatheHR The process is simple you send us all the data relating to your staff we upload and manage it on your behalf to BreatheHR and from that point forward your staff self manage their holiday requests report their own sickness absences and you access their requests HR file electronically all from your PC laptop tablet or Smart phone Many of our clients have already started to utilise the system and can t believe the positive impact the system has had on level of service we can now provide The reaction form the majority of their employees is very positive as they now feel they have more control over their holidays To book an online demonstration and to find out more about BreatheHR and how it can benefit your organisation please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Holiday Pay As some of you may be aware there are now new guidelines with regards to the way holiday pay is calculated and we have listed some of the considerations below however for the avoidance of doubt we would recommend that you review the Acas guidance document here before finalising your calculations Some of the factors are Guaranteed and normal non guaranteed overtime should be considered when calculating a worker s statutory holiday pay entitlement but there is currently no definitive case law that suggests voluntary overtime needs to be taken into account Commission should be factored into statutory holiday pay calculations Work related travel may need to be factored into statutory holiday pay calculations A worker s entitlement to holiday pay will continue to accrue during sick leave There are different rules for calculating holiday pay depending on the working patterns involved Workers must take their statutory paid annual leave allowance and can only be paid in lieu for this when their employment ends For more information and guidance please contact us Question time This is the section of the newsletter where we answer questions that have been raised by our clients contacts over the last month If you have a question please contact us This email

    Original URL path: http://www.noblehr.co.uk/newsletter/item/june-2015-newsletter (2016-02-17)
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  • May 2015 Newsletter | Noble HR
    in zero hours contracts which was first proposed by the outgoing coalition government comes into force after a lengthy public consultation Before this change to the law employers were not prohibited from seeking exclusivity from an individual as this was considered a contractual matter between the employer and individual However after 83 per cent of respondents to the government s consultation voted in favour of a ban on exclusivity clauses it is now a legal offence to prevent staff on zero hour contracts from seeking other employment Nick Boles minister of state for the Department of Business Innovation and Skills said Exclusivity clauses in zero hours contracts prevent people from boosting their income when they have no guarantee of work Banning these clauses will give working people the freedom to take other work opportunities and more control over their work hours and income It brings financial security one step closer for lots of families Neil Carberry CBI director for employment and skills said the banning of exclusivity clauses was a proportionate response to tackling examples of poor practice But any further regulation must not damage our flexible labour market which is an important success story of our economy benefitting employers and employees alike he added Gerwyn Davies labour market adviser at the CIPD said he welcomed the changes but this was just the first step in changing the perception of zero hour contracts We think that there has been a missed opportunity in relation to compensating zero hour contract workers or employees who have had their shifts cancelled at short notice he said There should be some compensation to account for that employee who has travelled for a shift that has been cancelled at short notice For more information on the practice of Zero hours contracts please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Perks of the Job We have been working with a company called Perkbox with regards to enhancing the experience and package you can offer your employees and we thought we would share it with you Employee happiness and how to go about getting it is a hot topic at the moment All companies strive to mimic the buzz created by the Google esque perks but knowing where to start can be a problem especially for smaller businesses that may not have the time or resources to allocate to such a challenge This is where Perkbox comes in We believe that workplaces in the UK are changing to embrace this way of thinking They re becoming more open and enjoyable places to work and we think every business deserves to be a part of that change Our platform does all the hard work we provide great perks tailored to suit your team From a free tastecard and free mobile phone insurance through to discounted childcare and cycle to work schemes we ve got all angles covered To find out more about how we

    Original URL path: http://www.noblehr.co.uk/newsletter/item/may-2015-newsletter (2016-02-17)
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  • April 2015 Newsletter | Noble HR
    staff and they have realised that the procedure they have followed does not meet basic Employment Law requirements For the whole month of May we are offering a FREE HR Health Check on your organisation and provide you with a detailed Traffic Light report which will highlight areas where you are exposed to potential litigation To book your free HR Health Check please e mail This email address is being protected from spambots You need JavaScript enabled to view it and we will send you the initial questionnaire Retention Bonuses Whenever an organisation is about to embark on a period of change the question of retention bonuses or as I call them golden handcuffs will often be a hot topic for discussion These bonuses will predominantly be aimed at retaining the services of key employees during the transition period will nearly always include Executive employees whether they are truly key or not Historically merger or sale related retention bonuses were only time based which means that they paid employees for remaining with the organisation over a designated period In these types of retention arrangements meeting the requirements of the role was implicit through best effort clauses there were rarely any specific performance measurements built into the agreement more Question Time This is the section of the newsletter where we answer questions that have been raised by our clients contacts over the last month If you have a question please email it to This email address is being protected from spambots You need JavaScript enabled to view it Question I have an employee currently on Maternity Leave and need some advice on Keeping Touch Days KIT If they do some KIT days do they have to carry out their existing role or can it be working on something else for the company Answer Your employee can do any type of work on a KIT day including training conferences and meetings Even if they only work for part of a day or a couple of hours it will still count as a whole KIT day They can work up to ten KIT days without losing maternity or adoption pay You will need to agree with your employee the work that they will do and how much they be paid You can use a KIT day to keep up to date with what has been happening in your workplace while they have been on leave to attend a training course or staff meeting to complete a project or to help them settle back into work gradually at the end of their maternity or adoption leave KIT days can be worked at any time during ordinary or additional maternity or adoption leave either before or after the birth but they cannot work during the two weeks of compulsory maternity leave immediately after the birth four weeks for factory workers KIT days do not have to be consecutive and any KIT days worked will not extend their maternity or adoption leave period To find out

    Original URL path: http://www.noblehr.co.uk/newsletter/item/april-2015-newsletter (2016-02-17)
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  • March 2015 Newsletter | Noble HR
    different contracts of employment that you are using paying particular attention to the number of hours staff work on what days If you have staff that regularly work on the same days or do a minimum number of hours each week even it that is only a small amount then they are not zero hour they should be on part time or annualised hours contracts I recommend doing it now before the next Government passing legislation that makes it illegal to use these contracts If you need help in reviewing your contracts of employment please contact us on This email address is being protected from spambots You need JavaScript enabled to view it or 0151 348 6660 Increases to Statutory Redundancy Pay The Government has announced that the weekly wage caps for payments such as redundancy pay will increase from 6th April 2015 The maximum amount of a week s pay for calculating redundancy pay will increase to 475 from the current 464 from 6th April 2015 This changes mean that the maximum amount of statutory redundancy pay that an employee made redundant on or after 6 April 2015 will be able to receive will increase to 14 250 The maximum amount of a week s pay for calculating the basic award of compensation for unfair dismissal will also rise to 475 for dismissals that take effect on or after 6 April 2015 This will mean that the maximum compensatory award for unfair dismissal will increase from 76 574 to 78 335 Breaking News Holiday Pay and Commission On the 25th March 2015 Unison reported via Twitter that the much anticipated judgement in the Lock v British Gas Trading Limited case has been delivered by the Leicester Employment Tribunal The brief extract from the judgement confirms that additional wording must be read into the Working Time Regulations 1998 WTR to bring the calculation of a week s pay in line with the Working Time Directive As a result the WTR are to be interpreted as if the following paragraph were added to it a worker with normal working hours whose remuneration includes commission or similar payment shall be deemed to have remuneration which varies with the amount of work done for the purposes of section 221 We are still waiting see the full judgement to review the issues that were not addressed by the Court of Justice of the European Union this includes the key question of the principles to be adopted when calculating the sum payable to a worker to recompense them for commission he might have earned if he had not been on holiday As soon as we know the final outcome we will let you know in the meantime if you would like an overview of the situation please contact us by calling 0151 348 6660 or by email This email address is being protected from spambots You need JavaScript enabled to view it Question Time This is the section of the newsletter were we answer questions

    Original URL path: http://www.noblehr.co.uk/newsletter/item/march-2015-newsletter (2016-02-17)
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  • February 2015 Newsletter | Noble HR
    This report places the EQ results in the context of the 4 following critical dimensions of a transformational leadership model Authenticity Coaching Insights Innovation There is also a leadership norm made up of high performing leaders as identified by performance review which raises the bar on EQ We find that our clients respond very well to the EQ i2 0 Leadership Report as it provides them with a great deal of extremely useful information for their own development as well as providing useful information for consideration during a recruitment process Please check out a Sample EQi2 Leadership pdf The EQ i2 0 Workplace Report puts the EQ results into a general workplace context therefore it is an excellent tool to use for all employees whether as part of the recruitment process and or their own development Please check out a Sample EQ i 2 0 Report pdf For more information please call 0151 348 6660 or email This email address is being protected from spambots You need JavaScript enabled to view it Useful Information Our useful information guide provides details on current payments applicable under current employment legislation Useful information March 2015 pdf This document is accurate as of February 2015 however it will need updating when the Government publish their new payment schedule in relation to redundancy payments this is normally published by the end of February early March what this space for the updated information Whistleblowing Whistleblowing has once again become a hot topic following the recent news interest in the Reason to Speak up Review that was completed by Sir Robert Francis In relation to this report Health Secretary Jeremy Hunt said If we don t get the culture right we will never deliver the ambitions we have for the NHS This shows the intrinsic link between culture and the approach that companies take to implementing key policies such as whistleblowing So now is a good time to review your Whistleblowing policy to ensure it complies with current legislation to ensure that it is embedded within your organisation so that employees will not have the fear of reprisal if they make use of the policy Part of me quite likes the idea of a guardian however I start to wonder whether this is a form of bureaucracy and job creation in an industry that we needs to streamline back office roles in order to meet reduced budgets Could this guardian role be undertaken by HR as they are meant to be an independent function that can support all staff management plus they are experienced in conducting detailed and often sensitive investigations It is definitely something that I believe needs further consideration If you would like support in reviewing your HR policies please contact us for a no obligation discussion Question Time This is the section of the newsletter where we share questions that have been raised by our clients and contacts Please feel free to email any questions you wish to have answered via our newsletter to

    Original URL path: http://www.noblehr.co.uk/newsletter/item/february-2015-newsletter (2016-02-17)
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