by Emma | Jan 2, 2018 | Newsletter
We hope that 2018 will be a great year for your business.
We are here to help you get the most out of your employees and ensure you comply with legislation along the way.
EC Human Resources Ltd are offering all of our customers a free HR audit in the months of January and February.
Please contact us to book!
by Emma | Dec 15, 2017 | Newsletter
Can employers can make deductions from employees wages if they turn up for work late the morning after the company Christmas party as long as the right to make deductions from wages for unauthorised absence is detailed in the employee contract.
If disciplinary action is to be taken for lateness or non-attendance after the Christmas party, employers should ensure that staff are informed that this is a possibility in the disciplinary policy.
Where an employee does not attend due to illness, the employer should follow its absence management policy and procedures.
If you would like us to review your disciplinary or absence policies then please contact us. We strongly advise that if you are arranging a Christmas party that you issue a memo to all employees prior to the event to remind them that coming into work late the following day is not permitted.
by Emma | Dec 15, 2017 | Newsletter
Christmas is the time when many organisations start receiving gifts from grateful suppliers/customers.
Whilst we all enjoy the odd box of chocolates, it’s worth reminding staff of what is an acceptable gift.
Be clear that they are welcome to keep or share any gifts of minor value (e.g. less than £5) that they receive, but that they will need to inform a manager about any larger gifts, or gifts where the intention of the gift is questionable (e.g. to encourage you to agree a proposal/sale)
We encourage businesses to have a clear policy on accepting gifts, this way employees can inform their clients and suppliers of what is acceptable.
If you don’t have an Anti-Bribery Policy or an Accepting Gifts Policy, this could be a good time to implement them.
Don’t get irritated with staff who don’t share gifts with colleagues, or let you know what they have received if you have never published a policy that clearly sets out what is required and acceptable.
Many businesses have an annual raffle to share the gifts around the workforce, which means that employees who are not in a position to receive gifts have the opportunity to receive one.
by Emma | Dec 15, 2017 | Newsletter
The Christmas party should be a great opportunity for some fun team building! However, in reality, 90% of employers have experienced an issue arising from a Christmas party and 10% of employees know someone who has been disciplined or dismissed for an incident connected to a Christmas party – so it’s not all harmless fun!
Issues which may arise include:
- Late night, post party, misuse of the copier and scanner
- Late night visits back to the office, then leaving the premises unlocked/unalarmed
- Offering, selling drugs to colleagues or taking drugs
- Driving whilst under the influence/refusing to hand over keys to a vehicle
- Sexual and racial harassment
- Bullying and aggression
- Violent behaviour towards manager or colleagues – often alcohol induced
- Embarrassing photos or inappropriate comments posted on social media
- Heat of the moment arguments leading to unintended, and often later regretted, resignations
To make sure everything goes smoothly, you might want to be clear about your behaviour expectations. Be clear that whilst you want everyone to have fun, the normal standards of professional behaviour apply and anyone who does not maintain professional behaviour may be dealt with formally.
As an employer, you have vicarious liability for your employees’ behaviour, even if the behaviour takes place during a Christmas Party:
- If one of your employees makes discriminatory or offensive comments, or even just gossips about another employee, there is the risk that you could receive a claim and be liable for their behaviour.
- Ensure everyone is familiar with your bullying and harassment policy. Refer employees to your social media policy as not everyone will appreciate party photos being posted on Facebook etc.
- You might also consider designating a senior person to avoid alcohol during your celebration. This will ensure that someone remains vigilant throughout the occasion.
- To minimise the risk of any religious discrimination claim, be considerate of all staff when planning parties including the day and time, theme and catering arrangements.
If you would like any assistance with writing memos to employees prior to an event or have any disciplinary or grievances as a result of a Christmas party then please get in touch with us.
by Emma | Dec 13, 2017 | Newsletter
For those businesses that close over the Christmas period, employers will need to put in place arrangements requiring employees to take annual leave at that time.
Provided that there is no agreement to the contrary, employers can allocate leave to a particular time.
An employer needs to give notice that is at least double the period of leave that the employee is required to take although, in practice, employers should build the requirement into their annual leave policy.
For advise on writing a full Annual Leave Policy, please contact me.
