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  • January 2015 Newsletter | Noble HR
    would like a copy of a standard Business Disruption Policy please email your contact details to This email address is being protected from spambots You need JavaScript enabled to view it we will be happy to send one to you New evidence of business case for adopting the Living Wage In the run up to the general election we believe that in addition to the NHS Immigration that the difference between the National Minimum Wage NMW and the Living Wage may be another debating point We have been approached by a number of companies asking for more information about the Living Wage its potential business benefit The Living Wage is currently calculated at 9 15 per hour within London 7 85 per hour everywhere else These figures are considerably more than the NMW which at the maximum is 6 50 for workers aged 21 of over So what are the key business benefits According to the Living Wage Foundation they are Implementing the LW encourages businesses to re evaluate their approaches to staffing and payment or similar in the UK leading to more effective and efficient working patterns in the long term Implementing the Living Wage encourages businesses to re evaluate their business model leading to more effective and efficient working patterns in the long term Increased skills development among existing staff Increased staff performance and job satisfaction Increased staff retention Long term reputational benefits for Living Wage employers They have recently produced an update report that details the findings from their recent report Further details can be found here The number of employers who have signed up to paying the Living Wag e is impressive so much so that the Foundation is now providing companies with an accreditation process complete with a logo to be used on company stationary Hopefully we will also be able to display that logo watch this space Surge in Recruitment Official figures indicate that the number of people out of work in the UK fell by 58 000 to 1 91 million its lowest level for more than six years in the three months to November 2014 The Office for National Statistics ONS said that the unemployment rate now stands at 5 8 of the adult working population We are seeing a surge in the number of vacancies that we are handling on behalf of our clients that would definitely reflect some of the optimism that is growing within the economy just hoping that the newly formed coalition government in Greece will not adversely impact this upward trend Our recruitment is managed through our Recruitment Doctor brand The vacancies we are currently handling can be found on our website www recruitment doctor co uk or via our micro site We always offer a competitively priced recruitment service which is tailored to meet our clients however for any vacancies placed with us during January or February 2015 we will offer a special New Year promotion of 10 of the basic salary for the first vacancy

    Original URL path: http://www.noblehr.co.uk/newsletter/item/january-2015-newsletter (2016-02-17)
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  • November 2014 Newsletter | Noble HR
    overtime where an employer is under no obligation to provide overtime but an employee must do overtime where required and genuinely voluntary overtime however it is quite likely that as and when the courts are asked to look at this issue it will be held that voluntary overtime should also be included in holiday pay This ruling only applies to the 4 week entitlement to holiday under European law and not to the additional 1 6 weeks entitlement under UK law or to any contractual entitlement over and above the statutory minimum So whilst employers must include overtime pay in the calculation of holiday pay for the first 4 weeks of holiday taken in every holiday year they have the option to pay all further holiday entitlement at a lower rate This decision did not change the law on holiday pay The EAT simply decided that this is what the law has always been which means that employers have been underpaying their employees for holiday since 1998 However the extent to which employees can make a claim for back dated pay is limited The EAT decided that where there has been a gap of more than 3 months between previous underpayments of holiday pay an employee will lose the right to claim historical pay unless they can show that it was not reasonably practicable to bring a claim within the 3 month period Bear in mind that employees will only have been underpaid for the first 4 weeks of holiday their European entitlement taken in each holiday year so the relevant gap is between successive periods of European entitlement It makes sense for employers to review their calculation of holiday pay as soon as possible Payment of the correct amount of holiday pay when an employee next requests holiday may in some cases have the effect of preventing a claim for historical holiday pay altogether We are looking forward to hearing the outcome of the taskforce however in the meantime if you want any further advice on calculating holiday pay please feel free to contact us Employers struggle to find job ready entry level candidates As a company that supports organisations recruiting staff I was interested to read an article from the CIPD on the struggle that employers are having to recruit job ready entry level candidates as we have experienced the same problem Without doubt there are a lot of potentially qualified applicants out there they may have the knowledge and qualifications required but many do not appear to have the basic work skills You can often pick this up when applicants turn up for an interview in trainers and jeans If they are then successful at interview their time keeping and commitment to work is often debatable so the question is what can we do to improve the situation The Government would suggest that the Apprenticeship scheme is the answer to this issue I think only time will tell Please follow this link to read the article more

    Original URL path: http://www.noblehr.co.uk/newsletter/item/november-2014-newsletter (2016-02-17)
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  • December 2014 Newsletter | Noble HR
    baby s birth and first birthday or within 1 year of adoption SPL and ShPP are only available in England Scotland and Wales Sometimes only one parent in a couple will be eligible to get Shared Parental Leave SPL and Statutory Shared Parental Pay ShPP This means that they can t share the leave Please contact us if you need support on managing applications for shared parental leave Christmas Opening Hours This year we have decided to close from lunchtime on 24th December to 9am on Monday 5th January 2014 whilst we will be available via email and mobile phone during that period it got us to thinking about how other companies deal with their holiday shut down If you expect staff to use their holiday entitlement to cover the shut down period it is essential that you make them aware of this you have processes in place so they have sufficient holidays left as otherwise you could be into unpaid leave very few people want that at Christmas We recommend that you include wording in your written statement contract of employment as well as in any employee handbook The wording does not need to be complicated but it does need to be unambiguous Dependent on how you word your holiday entitlement you may also have to take account of the Bank Holidays that occur during that period For full time staff we offer 28 days paid holiday inclusive of bank holidays therefore for our Christmas shut down a full time employee would need to have 7 5 days holiday entitlement left for the current year We use a cloud based HR system that allows us to add all the bank holidays at the start of the holiday year which helps our employees plan the rest of their holidays We are a preferred supplier of this HR system so if you would like more information please contact Bruce on This email address is being protected from spambots You need JavaScript enabled to view it or 0151 348 6660 Gifts from Suppliers Christmas is often the time of year when suppliers send through gifts to say thank you for the work that you have given them over the previous 12 months and whilst many of these gifts may seem innocuous there can be a very fine line between a gift and a bribe Therefore is often a good time to review your policies on gifts and hospitality to ensure they do not breach any anti corruption and bribery rules If you would like a copy of our policy on this subject please email This email address is being protected from spambots You need JavaScript enabled to view it and we will be happy to send it to you Question Time Question If staff are working away from home does their working day start from the time they get up or from the time of their first appointment Answer basically the normal rules apply their starting time will be the time that

    Original URL path: http://www.noblehr.co.uk/newsletter/item/december-newsletter (2016-02-17)
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  • October 2014 Newsletter | Noble HR
    paragraph of the article read Why do so much education and training management consulting and business research and so many books and articles produce so little change in what managers and organizations actually do The authors call this the knowing doing problem the challenge of turning knowledge about how to enhance organizational performance into actions consistent with that knowledge Improving organizational performance depends largely on implementing what is already known rather than from adopting new or previously unknown ways of doing things It then goes on to the example the phenomena and what needs to be do to close the gap I thought it was a great read a timely reminder for the need for action within the NHS change project that I have been working on I have attached the article here however I think I will need to acquire the book no although I am not sure it will be the holiday reading I am searching for Question Time This month the question is one that we hear on a regular basis and concerns what happens when an employee leaves an organisation Question What is an employee legally entitled to take with them when they leave one of our sales people recently handed in their notice and I am concerned about my client database Answer This is always a concern especially when the employee has direct access to sensitive information In September 2014 the Information Commissioner s Office ICO prosecuted a former employee under section 55 of the Data Protection Act 1998 It states that a person such as an employee must not knowingly or recklessly obtain disclose procure or sell personal data without the correct permission ie from the data subject and the data controller Anyone who contravenes the strict rules can be found guilty of a criminal offence In this particular case before leaving to join a rival firm the employee removed the personal details of 100 clients via 6 e mails The details were contained in various workload lists file notes and template documents which he hoped to utilise in his new role however unfortunately for him the ICO were tipped off and he ended up with a criminal record Where he fell foul of the law is that like a lot of others he had assumed that al the electronic and hard copy documentation he had created in the course of his employment belonged to him and therefore he had the right to remove it This of course is not true under intellectual property laws anything an employee creates during their employment belongs to the employer The only time this is not the case is when there is a written agreement to the contrary The best way to ensure that your employee are fully aware of their obligations is to have a clear clause in your contract of employment When they resign it is good practice to remind them of their data protection and intellectual property obligations To find out more about these policies

    Original URL path: http://www.noblehr.co.uk/newsletter/item/october-2014-newsletter (2016-02-17)
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  • September 2014 Newsletter | Noble HR
    most recruitment agencies we at Noble HR Solutions decided to create our own Better people Less cost More time Our outsourced recruitment solution is an effective way of managing your staffing requirements Noble HR act as an extension of your own company exactly as an internal recruitment function would We can write place the adverts screen applicants manage all correspondence do reference checks and complete first interviews if you want us to This coupled with our HR knowledge will ensure that you hire the right person for the right roles at the right price Packages start from 275 plus VAT It s that simple As we believe in transparency our full recruitment price list is here You retain ownership we just do the donkey work Talk to Noble HR We re are here to help We are passionate about alleviating your HR and Recruitment headaches by ensuring that you have the guidance and confidence that you want If this sounds like a refreshing approach please call us on 0151 348 6660 to discuss your individual needs Talking about recruitment here is a link to Bruce talking about why our recruitment service which is branded as Recruitment Doctor is different to standard recruitment agencies Check out the vacancies we are currently handling on behalf of our clients at www recruitment doctor co uk Please contact us if you want more information on our This email address is being protected from spambots You need JavaScript enabled to view it Protect your business from only 300 per year plus insurance tax During the period 1st April 2012 and 31st March 2013 there were 191 541 claims accepted by employment tribunals ETs across the country which represents an increase of approximately 2 8 on the previous year The highest awards remain within the areas of discrimination with an award for 387 472 being made in a Disability Discrimination case Sex Discrimination Cases are still proving popular with an average award of 10 552 and a maximum award of 318 630 During the same period there were 2 239 cases of Unfair Dismissal that went to Tribunal with the average award being 10 127 and a maximum award being 236 147 All these figures can have a major impact on the financial viability of your organisation so it is important not only to be aware of your obligations but to make sure that you protect your business from unnecessary tribunal claims Protecting your business has never been easier all you need to do is take out an AXA Employment Protection Liability Insurance through ourselves all our clients say that it is a no brainer as they now have the ability to limit their exposure to ZERO providing they take our advice If they choose to ignore our advice which is their prerogative their exposure is limited to 3 750 considerably less than the average awards To find out more click here Question Time This month s question regards pregnant workers and risk assessments Question Am

    Original URL path: http://www.noblehr.co.uk/newsletter/item/september-2014-newsletter (2016-02-17)
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  • August 2014 Newsletter | Noble HR
    Advisors providing professional business services throughout Merseyside Wirral Cheshire and North Wales More Writing an Effective Person Specification One of the tasks that many managers appear to struggle with is writing an accurate and relevant person specification This must be true as we see many adverts that are either very woolly in their requirements or are so specific they may as well be looking for hen s teeth Therefore we have prepared this brief note on how we recommend you should write an effective person specification More Question Time This month s question time tackles the sensitive issue of entitlement to bereavement leave Question A member of my staff wishes to attend the funeral of a distant relative are they entitled to paid leave Answer They have no statutory entitlement to paid leave for a bereavement Most organisations will allow an employee to have unpaid leave to deal with a bereavement with the length of time reflecting the nature of the relationship This will often vary from 1 to 5 days Some organisations will offer paid leave but due to the current financial situation this is much rarer than it used to be The key advice would be to ensure that you are consistent in your approach for all requests for bereavement leave Changing Terms of Employment An employee s terms will often change a number of times during their employment and whilst most changes will be straight forward occasionally an organisation will want to do something that their employee is less willing to accept In these cases the organisation must understand how to make the change legally binding while minimising any possible disruption Things to consider include more Please email us This email address is being protected from spambots You need JavaScript enabled to view it if you would

    Original URL path: http://www.noblehr.co.uk/newsletter/item/august-2014-newsletter (2016-02-17)
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  • Newsletter | Noble HR
    December 2013 Newsletter Continue Reading November 2013 Newsletter Continue Reading September 2013 Newsletter Continue Reading August 2013 Newsletter Continue Reading July 2013 Newsletter Continue Reading May 2013 Newsletter Continue Reading March 2013 Newsletter Continue Reading January 2013 Newsletter Continue Reading First 1 2 Blog Tags duvet days interview recruitment absence Customer Service Latest News New Regulations Zero Hours Contracts Current Vacancies November 2015 Changes to National Minimum Wage Current Vacancies Our Location Unit 19 Rossmore Business Village Ellesmere Port CH65 3EY mainIcon blue dot width auto height 200 style default mapTypeId roadmap zoom 12 mapCtrl 2 typeCtrl 0 directions 0 styler invert lightness 0 styler hue styler saturation 0 styler lightness 0 styler gamma 0 adresses Get Directions Useful Links Recruitment Doctor Equality Human Rights Commission Department of Work Pensions Contact Us Noble HR Solutions Unit 19 Rossmore Business Village Inward Way Ellesmere Port CH65 3EN 0151 348 6660 E Mail Us Management We offer a range of cost effective management assessment tools including MAP 2 0 Assessment The only objective management assessment tool in the UK which assesses managers against 12 generic management competencies Read More Latest blog To Plan or not to Plan that is the question Correct

    Original URL path: http://www.noblehr.co.uk/newsletter/frontpage/page2 (2016-02-17)
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  • Customer Service | Noble HR
    the difference FAB com have certainly lived up to their name Continue Reading Are You Being Served Customer Service in the UK How good are we at customer service Continue Reading Latest News New Regulations Zero Hours Contracts Current Vacancies November 2015 Changes to National Minimum Wage Current Vacancies Our Location Unit 19 Rossmore Business Village Ellesmere Port CH65 3EY mainIcon blue dot width auto height 200 style default mapTypeId roadmap zoom 12 mapCtrl 2 typeCtrl 0 directions 0 styler invert lightness 0 styler hue styler saturation 0 styler lightness 0 styler gamma 0 adresses Get Directions Useful Links Recruitment Doctor Equality Human Rights Commission Department of Work Pensions Contact Us Noble HR Solutions Unit 19 Rossmore Business Village Inward Way Ellesmere Port CH65 3EN 0151 348 6660 E Mail Us Management We offer a range of cost effective management assessment tools including MAP 2 0 Assessment The only objective management assessment tool in the UK which assesses managers against 12 generic management competencies Read More Latest blog To Plan or not to Plan that is the question Correct use of your knife fork Apprenticeships Pros Cons You snooze you lose Redundancy Pay for an unelected MP Looking for an

    Original URL path: http://www.noblehr.co.uk/noble-hr-blog/tag/Customer-Service (2016-02-17)
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