Human Resources. Growth Profit. Survival

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Human Resources. Growth Profit. Survival"

Transcription

1 Human Resources Human resources refers to the people working within a business They are vitally important if a business is to achieve it s objectives Without workers a business is unlikely to achieve: Survival Growth Profit Business Studies Online: Slide 1

2 Why Are Workers So Important? If a businesses wishes to achieve it s objectives it is important that the workers: Know the objectives Agree with these aims Work towards these objectives Most businesses objectives will be linked to PRODUCTIVITY This compares the output of a firm to the inputs used In other words it measures the efficiency of a firm That usually means that firms will want as much as possible from their workers Will this fit in with the objectives of the workers? Business Studies Online: Slide 2

3 The UK s s Competitiveness In the UK: Average output per worker is 40% less than in the USA..and 20% less than in Germany This low productivity is caused by: Poor management, that is slow to adapt Government regulations which prevent firms being more productive Business Studies Online: Slide 3

4 Workforce Planning Having the correct number and types of workers is crucial if these people are to help the business achieve it s objectives This requires careful planning, to ensure that: There are enough workers Workers have the required skills A workforce plan will therefore involve Looking at the business objectives Analysing the present workforce Planning for the future requirements in the workforce Developing a strategy to meet these future requirements Business Studies Online: Slide 4

5 The Problems of Workforce Planning Planning ahead in Human Resources is especially important since we must answer the following questions: Do we need to replace people who leave? Why are people leaving? Should we promote internally, or appoint externally? What skills are needed due to changes in technology? How do we obtain these skills? Do we need to retrain workers due to changes in technology? Redundancy and retraining need careful planning since they may cause major problems Business Studies Online: Slide 5

6 Changes in the Workplace One of the main problems of workforce planning is managing change In recent years there have been a number of changes: More people are self employed contracting out is now more common Increased use of temporary and casual workers Gives firms increased flexibility More part time workers Again increased flexibility Increased use of homeworkers Reduces costs and increases work time Note homeworkers are NOT necessarily self employed! Business Studies Online: Slide 6

7 Creating a Workforce Plan A workforce plan must consider the following: Recruitment Induction Training Labour Turnover Dismissal Redundancy Legal Issues We will consider these in turn Business Studies Online: Slide 7

8 Recruitment Once a firm has identified a vacancy, it needs to set about filling it. This is done using the following process: Job Analysis Appoint Job Description Interview Person Specification Short list Applicants Job Advertisement Receive Applications Note that at some point references will be taken but the timing of this varies from firm to firm Business Studies Online: Slide 8

9 Where Should We Advertise? The answer to this lies largely in the type of worker required The options are: Job Centres Internally (Via notice Boards and Journals) Local Newspapers Internet Local Shop Window Trade Journals National Newspapers Business Studies Online: Slide 9

10 An Example Job Advert Given below is an example. It is important to realise that any job advert must abide by the law Job Title Location Brief Description Basic Salary/Wage Information Qualifications/Experience Required Address and/or Contract Details Organisations Identity and Logo Business Studies Online: Slide 10

11 Assessing Applicants There are a number of ways in which applicants can be assessed: Letters of application Application forms Interviews Tests Aptitude IQ Test Personality/Psychometric Test It is likely that a combination of these will be used if not all of them! Business Studies Online: Slide 11

12 Induction of New Workers This is a programme aimed to introduce a new employee to a job It is used to: Familiarise the worker with their job Make the employee as efficient as possible Encourage new workers to be committed to the organisation Induction is a form of Training but for new workers Many firms use Induction Days eg school During this day new workers will have the opportunity to: Ask questions Find out what goes on Meet the people they will be working with Familiarise themselves with the workplace Business Studies Online: Slide 12

13 Training This should be an ongoing process for ALL workers Training may be provided for different reasons: Workers are being asked to take on new roles Workers are being given additional skills to motivate them so that they feel valued Workers are being MULTI SKILLED which may help the firm cover absences Workers are being prepared for promotion Training is expensive, so it is important that it is: Planned to meet the needs of the workers being trained Keeps the workers interested Feedback is used to improve future training There are 2 types of training: On The Job Training Off The Job Training Business Studies Online: Slide 13

14 On-The The-Job Training This is where a worker remains at their usual place of work and learns how to do their job Examples include: Teachers Doctors There are 5 main methods: Observing Mentoring Coaching Secondment Action Learning eg special assignments Business Studies Online: Slide 14

15 Off-The The-Job Training This is where a worker is trained away from their usual workplace This may be at: Training Centre College Off the job training can be carried out internally or externally It is usually used to pass on knowledge rather than job specific content Business Studies Online: Slide 15

16 Ending Employment There are 3 ways in which a business can reduce the number of workers that they have This may be at: Termination by Notice Dismissal Redundancy Business Studies Online: Slide 16

17 Dismissal This is where an employee has their contract ended because of their actions Legitimate reasons for dismissal include: Misconduct eg theft Lack of ability eg unable to do job they are employed for Harassment of other employees Non disclosure of a RELEVANT criminal record It is important for firms to demonstrate that they have done as much as possible to help, eg provide training Otherwise they may be accused of unfair dismissal To prevent before they are dismissed employees will usually receive: 2 verbal warnings 1 written warning Business Studies Online: Slide 17

18 Unfair Dismissal This is where an employee has their contract ended in such a way as to breach employment law Industrial tribunals decide whether dismissal has been unfair Unfair dismissal would be dismissing someone because: They are pregnant They are being discriminated against eg religious beliefs They are a member of a trade union They have a criminal record that is not related to their job If an employee is judged to have been unfairly dismissed they can claim damages Business Studies Online: Slide 18

19 Redundancy This is when: The employer ceases trading The employer changes location There is insufficient work for the employee When this happens the employer must make a redundancy payment (sometimes called severance) The amount usually considers the number of years service and current pay level As such redundancy is an expensive process for employers Many will therefore reduce workers through natural wastage Business Studies Online: Slide 19

20 Termination By Notice This happens is when: A short term contract ends Notice is given by either party that they wish to end the contract The amount of notice required will usually be stipulated in the Contract of Employment Usually this will be quoted in weeks Employers usually have to give longer notice than employees Failure to give sufficient notice can result in financial penalties Business Studies Online: Slide 20

21 Labour Turnover This is the measure of how quickly the staff in the workplace change It is calculated using the formula: Labour Turnover = Number of Employees leaving in a Specific Time Period Average Number of People Employed x 100 Eg a business that has 8 of its 200 workers leave will have a labour turnover of: 8 Labour Turnover = x 100 = 4% 200 Business Studies Online: Slide 21

22 Why Is Labour Turnover Important? High labour turnover can have a negative impact on a firm: Recruiting new workers is expensive New workers need training Productivity will be lower whilst the new worker settles in However, labour turnover can sometimes be positive: New workers may be more enthusiastic Workers with specific skills can be employed New workers may bring new ideas and methods It is therefore important to obtain the right level of labour turnover Business Studies Online: Slide 22

Grievance, Whistle blowing and Disciplinary, including Dismissals

Grievance, Whistle blowing and Disciplinary, including Dismissals eastsussex.gov.uk Grievance, Whistle blowing and Disciplinary, including Dismissals This document will provide you with information on Grievance, Whistle blowing and Disciplinary procedures, including

More information

Information Sheet 9: Supervising your Staff

Information Sheet 9: Supervising your Staff Shaw Trust Direct Payments Support Services Information Sheet 9: Supervising your Staff Sheet Outline: Conducting an Appraisal interview Discipline and Grievances Outcome: To increase awareness of the

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

Direct Payments Becoming an Employer Guide

Direct Payments Becoming an Employer Guide Direct Payments Becoming an Employer Guide Becoming an Employer (April 2015) Page 1 of 13 Contents 1. Introduction 1.1. Getting the right advice and help 1.2. Employer responsibility 2. General: Becoming

More information

WEEK SIX Performance Management

WEEK SIX Performance Management WEEK SIX Performance Management Performance Management: objective-setting and systematic performance review Monitoring Performance: control/monitoring systems, absence control and the design of disciplinary

More information

Management of Excess Teaching Service

Management of Excess Teaching Service Management of Excess Teaching Service Last updated 6 August 2015 MANAGEMENT OF EXCESS TEACHING SERVICE CONTENTS PAGE OVERVIEW... 2 CONSULTATION... 3 IDENTIFICATION... 5 REDEPLOYMENT/CAREER TRANSITION SUPPORT...

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

DRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure

DRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure DRAFT VERSION 4 Wiltshire Council Human Resources Recruitment Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS

MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.

More information

Diploma in Human Resource Management (Level 4) Course Structure & Contents

Diploma in Human Resource Management (Level 4) Course Structure & Contents Brentwood Open Learning College Diploma in Human Resource Management (Level 4) Course Structure & Contents Diploma in Human Resource Course Structure & Contents Page 1 Unit 1 Overview of Human Resource

More information

HUMAN RESOURCES & FINANCE

HUMAN RESOURCES & FINANCE HUMAN RESOURCES & FINANCE CORPORATE SERVICES EMPLOYMENT RELATIONSHIP GUIDELINES FOR EMPLOYEES, WORKERS AND SELF-EMPLOYED SERVICES 2 Contents 3 Contents 4 Introduction Definitions of Employment Status 5

More information

Diversity and Equal Opportunities Policy - UK

Diversity and Equal Opportunities Policy - UK 1.0 Purpose The purpose of the Diversity and Equal Opportunities Policy is to encourage an atmosphere where all staff embrace the benefits of working in a diverse community and to provide a framework for

More information

MANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS. LRA Good Practice Seminar

MANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS. LRA Good Practice Seminar MANAGING SICKNESS ABSENCE AND EMPLOYEE RIGHTS LRA Good Practice Seminar What is absence? Absence refers to the non attendance of employees for scheduled work when they are expected to attend Types of absence

More information

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals Unfair Dismissals Termination of Employment Series Unfair Dismissals The best protection from unfair treatment in the workplace is to become a union member as unionised employments tend to have better,

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards and conduct expected

More information

All about pay, hours at work, record keeping and what breaks employees are entitled to.

All about pay, hours at work, record keeping and what breaks employees are entitled to. Skip to main content Employment New Zealand Search the entire site Starting employment Starting employment Starting a new job is an exciting and challenging time. It s important for employers to use good

More information

religious and political discrimination: fair employment and treatment in northern ireland

religious and political discrimination: fair employment and treatment in northern ireland religious and political discrimination: fair employment and treatment in northern ireland EQUALITY HOUSE, 7-9 Shaftesbury Square Belfast BT2 7DP TEL: 028 90 500 600 FAX: 028 90 248 687 TEXTPHONE: 028 90

More information

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO FOR SMALL / MEDIUM SIZED ENTERPRISES & THIRD SECTOR ORGANISATIONS GOOD PRACTICE ON EQUALITY AND DIVERSITY WHEN CONTRACTING WITH BRACKNELL FOREST COUNCIL Version

More information

Disciplinary policy INTRODUCTION

Disciplinary policy INTRODUCTION Disciplinary policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes in writing

More information

Redundancy & Redeployment Policy. Transformation & Human Resources

Redundancy & Redeployment Policy. Transformation & Human Resources Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is

More information

Quick guide to the employment practices code

Quick guide to the employment practices code Data protection Quick guide to the employment practices code Ideal for the small business Contents 3 Contents Section 1 About this guidance 4 Section 2 What is the Data Protection Act? 5 Section 3 Recruitment

More information

Information Sheet 6: Recruiting a Personal Assistant

Information Sheet 6: Recruiting a Personal Assistant Shaw Trust Direct Payments Support Services Information Sheet 6: Recruiting a Personal Assistant Sheet Outline: Drafting a Job Description and Person Specification Advertising your vacancy Interviewing

More information

LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES

LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES HR Service Effective from 1 April 2010 (AS AGREED BY GENERAL PURPOSES COMMITTEE JANUARY 2010) 1 REDEPLOYMENT AND SALARY PROTECTION

More information

F36H 04 (LMC A3) Actively engage in the safe selection and recruitment of workers and their retention in care services

F36H 04 (LMC A3) Actively engage in the safe selection and recruitment of workers and their retention in care services Elements of competence LMC A3.1 LMC A3.2 LMC A3.3 Review the requirements for the safe selection and recruitment of workers, and their retention Actively engage in the safe selection and recruitment of

More information

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY 1 st September 2012 THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY Effective Date 1 st SEPTEMBER 2012 V2_120509 Page 1 of 24 1 st April 2012 Summary of Procedure Procedural Stage Action By 1-3 Establish

More information

Data Protection Act 1998 Codes of Practice. The Employment Practices DP Code Part 1: Recruitment and Selection

Data Protection Act 1998 Codes of Practice. The Employment Practices DP Code Part 1: Recruitment and Selection Data Protection Act 1998 Codes of Practice The Employment Practices Data Protection Code CONTENTS CONTENTS... 1 Who is the Code for?... 3 Why should you use it?... 3 Other parts of the Code... 3 Five sections...

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough For Small and Medium Sized Enterprises September 2011 DRAFT Page 1 of 8 Introduction The Royal Borough of Windsor

More information

Brasenose College Policy Redundancy (Non Academic Employees) Approved by Governing Body on 30 November 2011

Brasenose College Policy Redundancy (Non Academic Employees) Approved by Governing Body on 30 November 2011 Brasenose College Policy Redundancy (Non Academic Employees) Approved by Governing Body on 30 November 2011 Introduction Purpose and Scope This policy is applicable to all permanent employees that are

More information

Human Resources Review 2013

Human Resources Review 2013 Item Item # 12 CounciRemunerationl Council Date19 1 April March 2014 2013 Human Resources Review 2013 Purpose of paper To report on HR indicators and on priorities for 2014 Action Public/Private Corporate

More information

33,106 40,619. 10 Woodcock Street. Working 36.5 hours per week

33,106 40,619. 10 Woodcock Street. Working 36.5 hours per week HR Practitioner - Recruitment and Resourcing 33,106 40,619 10 Woodcock Street Working 36.5 hours per week We are looking for a forward thinking, innovative recruitment operations manager to lead the newly

More information

This policy has been created using the WBC Model Policy Version December 2013.

This policy has been created using the WBC Model Policy Version December 2013. POLICY TITLE: REVISED: January 2013 NEXT REVIEW DATE: Autumn / 2015 APPROVED BY COMMITTEE: Full Governing Body This policy has been created using the WBC Model Policy Version December 2013. Principles

More information

Old enough to know better?

Old enough to know better? Old enough to know better? The effect of new anti-ageism legislation on hiring and HR practices A white paper produced by specialist employment lawyers, Glovers, in association with Nigel Lynn G L O V

More information

Payroll and HR Outsourcing Services

Payroll and HR Outsourcing Services Payroll and HR Outsourcing Services 1 Why Essential HR We are not your typical outsourcing provider. We don t just focus on where you ve been, we re more interested in where you want to go, and how we

More information

CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES

CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES ADVISORY CONCILIATION AND ARBITRATION SERVICE MAY 2000 CONTENTS Page Preamble...3 Introduction...4 Section 1 - Disciplinary practice and procedures

More information

FLEXIBLE WORKER GUIDELINES DISCIPLINARY PROCEDURES

FLEXIBLE WORKER GUIDELINES DISCIPLINARY PROCEDURES FLEXIBLE WORKER GUIDELINES DISCIPLINARY PROCEDURES NHS Professionals disciplinary guidelines for flexible workers July 2014 1 1. Scope These procedures are to be used for breaches of discipline or complaints

More information

Grievance. Informal Resolution? Identifying Grievances. Potential Claims. Verbal Grievances DISCIPLINE AND GRIEVANCE WORKSHOP

Grievance. Informal Resolution? Identifying Grievances. Potential Claims. Verbal Grievances DISCIPLINE AND GRIEVANCE WORKSHOP Grievance Any concern, problem or complaint that an employee raises with their employer DISCIPLINE AND GRIEVANCE WORKSHOP Why important? Staff morale Employment tribunal claims Constructive unfair dismissal

More information

Policy C11 Staff Disciplinary Policy and Procedure

Policy C11 Staff Disciplinary Policy and Procedure Policy C11 Staff Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards

More information

Disciplinary Skills SAMPLE PAGES

Disciplinary Skills SAMPLE PAGES Disciplinary Skills SAMPLE PAGES Delegate Manual 9.00 Welcome and Setting the Scene 10.45 BREAK Knowledge/Skill Checklist Getting to Know You Exercise COURSE OUTLINE Disciplinary Procedure Overview Consequences

More information

HUMAN RESOURCES. Resourcing and Appointment. HR 1.1 Recruitment, Selection and Appointment

HUMAN RESOURCES. Resourcing and Appointment. HR 1.1 Recruitment, Selection and Appointment 1.1 Recruitment, and Appointment 1 Purpose The purpose of this policy is to ensure that applicants and employees of the Zoological Parks Board of NSW (ZPB) understand the importance of the recruitment

More information

Practical guide... termination of employment

Practical guide... termination of employment The decision to dismiss an employee is an area of the employment relationship that requires an understanding of a wide range of legislative and other obligations of an employer. The decision is also a

More information

Release: 1. BSBHRM506A Manage recruitment selection and induction processes

Release: 1. BSBHRM506A Manage recruitment selection and induction processes Release: 1 BSBHRM506A Manage recruitment selection and induction processes BSBHRM506A Manage recruitment selection and induction processes Modification History Not applicable. Unit Descriptor Unit descriptor

More information

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract.

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract. Discipline Policy 1. Introduction This policy set outs how Monitor will deal with employee conduct which falls below the expected standard. It is Monitor s aim to use the policy as a means of encouraging

More information

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation HUMAN RESOURCES DISCIPLINARY POLICY 1. Introduction 2. Structured support 3. Formal action process 3.1. Investigations 4. Notes of the Hearing and Investigation 5. Suspension 6. Grievance 7. Convening

More information

Recruitment and Selection Policy

Recruitment and Selection Policy Recruitment and Selection Policy Document Control Title : Recruitment and Selection Policy Applicable to : All Staff and Executive Officers Date last reviewed : March 2015 Procedure Owner : People and

More information

Little Stoke Primary School

Little Stoke Primary School Little Stoke Primary School A Model Disciplinary Procedure for Staff Employed in Locally Managed Schools This Policy complies with the ACAS Code of Practice and ACAS Guide to Discipline and Grievances

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE 1. Purpose and Scope 1.1 The Company s procedure is designed to help and encourage all workers to achieve and maintain standards of conduct, attendance and job performance. The Company

More information

Tesco & MFPE Suppliers: Commitments to Ethical Trading

Tesco & MFPE Suppliers: Commitments to Ethical Trading Tesco & MFPE Suppliers: Commitments to Ethical Trading Our Aim: for Tesco and suppliers to ensure decent treatment of workers across the Meat, Fish, Poultry & Eggs supply chain. Joint commitments: 1. We

More information

BSBHRM507A Manage separation or termination

BSBHRM507A Manage separation or termination BSBHRM507A Manage separation or termination Revision Number: 1 BSBHRM507A Manage separation or termination Modification History Not applicable. Unit Descriptor Unit descriptor This unit describes the performance

More information

RESOLVING DISPUTES AT WORK: New procedures for discipline and grievances A GUIDE FOR EMPLOYEES

RESOLVING DISPUTES AT WORK: New procedures for discipline and grievances A GUIDE FOR EMPLOYEES RESOLVING DISPUTES AT WORK: New procedures for discipline and grievances A GUIDE FOR EMPLOYEES This guide tells you about new rights and procedures you must follow if you have a grievance in work are facing

More information

DISCIPLINARY, DISMISSAL AND GRIEVANCE PROCEDURES. Guidance for employers

DISCIPLINARY, DISMISSAL AND GRIEVANCE PROCEDURES. Guidance for employers DISCIPLINARY, DISMISSAL AND GRIEVANCE PROCEDURES Guidance for employers Contents Foreword...1 Chapter 1: Disciplinary and dismissal procedures...2 Communicating your disciplinary and grievance procedures...2

More information

Tripartite Guidelines On Fair Employment Practices

Tripartite Guidelines On Fair Employment Practices Tripartite Guidelines On Fair Employment Practices Produced by: www.tafep.sg Supported by: Reprinted in April 2014. All rights reserved. No part of this book may be reproduced in any form or by any electronic

More information

CODE FOR MANAGEMENT PRACTICES: EQUALISING OPPORTUNITIES PART 1: CREATION OF EMPLOYMENT RELATIONSHIP 1. JOB DESCRIPTION

CODE FOR MANAGEMENT PRACTICES: EQUALISING OPPORTUNITIES PART 1: CREATION OF EMPLOYMENT RELATIONSHIP 1. JOB DESCRIPTION CODE FOR MANAGEMENT : EQUALISING OPPORTUNITIES PART 1: CREATION OF EMPLOYMENT RELATIONSHIP 1. JOB DESCRIPTION Job descriptions must clearly define responsibilities and outputs. Job descriptions can however

More information

Job Applicant Guidance Notes

Job Applicant Guidance Notes Job Applicant Guidance Notes Thank you for your interest in working for Queen Margaret University. The following document has been put together as a guide to ensure that you provide us with an application

More information

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing the council.

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy 1. Purpose of the policy and procedure Disciplinary rules are important for the running of the University so that everyone understands what is expected of them

More information

Managing Termination of Employment Guide

Managing Termination of Employment Guide T E M P L A T E Managing Termination of Employment Guide About this Guide This guide has been designed by Business Solutions Contact (BSC) service provider, Stratecom Pty Ltd. Stratecom specialises in

More information

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation.

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation. WHISTLEBLOWING Introduction This factsheet has been produced to provide advice on how to negotiate agreements and procedures on whistleblowing for branch officers and stewards. UNISON recognises that employees

More information

Agency Workers Regulations 2010

Agency Workers Regulations 2010 Agency Workers Regulations 2010 Briefing for hirers - August 2011 CONTENTS 1. Background 2. What are the Agency Worker Regulations? 3. Who is an agency worker for the purposes of the Regulations? 4. What

More information

Human Resources in the Aviation Industry

Human Resources in the Aviation Industry Unit 12: Human Resources in the Aviation Industry Unit code: R/504/2286 QCF Level 3: BTEC Nationals Credit value: 9 Guided learning hours: 54 Aim and purpose The aim of this unit is to give learners knowledge

More information

EMPLOYING A CROATIAN NATIONAL IN THE UK

EMPLOYING A CROATIAN NATIONAL IN THE UK EMPLOYING A CROATIAN NATIONAL IN THE UK What is this leaflet about? This leaflet explains what employers need to do in order to legally employ a Croatian national from 1 July 2013. Issues covered include

More information

STAFF SMOKE FREE POLICY AND PROCEDURE

STAFF SMOKE FREE POLICY AND PROCEDURE Title: STAFF SMOKE FREE POLICY AND PROCEDURE Type: Employment Policy Distribution: All managers and staff via SBCinsite Approved by: Employment & Appeals Sub-Committee (21 st January 2016) Issue Date:

More information

Managing Change HR Policy and Procedures

Managing Change HR Policy and Procedures Managing Change HR Policy and Procedures Incorporating changes following the review process in September 2012 Issued October 2012 2 Contents Page 1. Scope 3 2. Managing Organisational Change Key Principles

More information

Exit Questionnaire and Exit Interview Procedure

Exit Questionnaire and Exit Interview Procedure Exit Questionnaire and Exit Interview Procedure Procedure Reference Number: 2009.51 Approved: Name Date Author: Susan Poole 12/02/13 HR Advisor, Policy and Development Produced: 12/02/13 Review due: 3

More information

Practical Guidelines For Employers On Eliminating Age Discrimination in Employment

Practical Guidelines For Employers On Eliminating Age Discrimination in Employment Practical Guidelines For Employers On Eliminating Age Discrimination in Employment The Government of the Hong Kong Special Administrative Region Practical Guidelines for Employers On Eliminating Age Discrimination

More information

Procedure. Development. Joint Consultative Committee, College Management Team. Status: FINAL Approved by: Finance and General Purposes Committee

Procedure. Development. Joint Consultative Committee, College Management Team. Status: FINAL Approved by: Finance and General Purposes Committee GUILDFORD COLLEGE GROUP POLICY ACADEMIC/NON ACADEMIC: Non-Academic FRAMEWORK AREA: Human Resources POLICY TITLE: Recruitment and Selection Policy and Procedure LEAD COLLEGE MANAGER: Executive Director

More information

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11 APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY Page 1 of 11 Revision Date November 2014 Author Glen White, Corporate Services Officer Policy Owner Reason for Revision Training and Awareness Methods

More information

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting

More information

Vale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011

Vale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011 Vale of Glamorgan Overview Report: Review of HR and Workforce Planning November 2011 Content 1 Introduction 1 2. Review Findings 3 3. The Way Forward 17 2012 Grant Thornton UK LLP. All rights reserved.

More information

New hire checklist. 1. Job description. Prepare a job description that defines the key tasks and responsibilities of the job, including: Job title

New hire checklist. 1. Job description. Prepare a job description that defines the key tasks and responsibilities of the job, including: Job title 1. Job description Prepare a job description that defines the key tasks and responsibilities of the job, including: Job title Location Salary range Brief description of organisation Key responsibilities

More information

HR/IR & WORK HEALTH SAFETY DOCUMENTS. Reduce your business risk and gain peace of mind today.

HR/IR & WORK HEALTH SAFETY DOCUMENTS. Reduce your business risk and gain peace of mind today. HR/IR & WORK HEALTH SAFETY DOCUMENTS Policies & Procedures Agreements Correspondence Checklists Employee Handbooks Reduce your business risk and gain peace of mind today. All our documents comply with

More information

Transfers of undertakings an introduction

Transfers of undertakings an introduction Transfers of undertakings an introduction January 2014 The law relating to transfers of undertakings is notoriously complex and is constantly developing. Inevitably, this account can only be an introduction,

More information

Employment Rights and Responsibilities

Employment Rights and Responsibilities Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which

More information

REPEAL OF THE STATUTORY DISCIPLINARY AND GRIEVANCE PROCEDURE: ACTION!

REPEAL OF THE STATUTORY DISCIPLINARY AND GRIEVANCE PROCEDURE: ACTION! REPEAL OF THE STATUTORY DISCIPLINARY AND GRIEVANCE PROCEDURE: ACTION! We recently wrote about the repeal of the Statutory Disciplinary and Grievance Procedure. The repeal will be effective from 6 April

More information

LIBRARIES NI EQUAL OPPORTUNITIES POLICY

LIBRARIES NI EQUAL OPPORTUNITIES POLICY LIBRARIES NI EQUAL OPPORTUNITIES POLICY THE NORTHERN IRELAND LIBRARY AUTHORITY 1 1. General 2. Legal Framework 1 3. Implementation 3.1 Management Arrangement 3.2 Communicating the Equal Opportunities Policy

More information

Discipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope

Discipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope Discipline P o l i c y a n d P r o c e d u r e 1 Purpose and Scope This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct. This procedure applies to

More information

Debt collection guidance

Debt collection guidance Debt collection guidance Final guidance on unfair business practices July 2003 (updated December 2006) OFT664 Further copies Further copies of this report can be downloaded from our website at www.oft.gov.uk

More information

Equality and Diversity Policy. February 2015

Equality and Diversity Policy. February 2015 Equality and Diversity Policy February 2015 Contents Page no. Kier Group Plc 3 Statement of Intent 3 Core Policy 4 Forms of discrimination principles 4 Equality and diversity in recruitment, selection,

More information

Wotton-under-Edge Town Council

Wotton-under-Edge Town Council Wotton-under-Edge Town Council Disciplinary Procedure Adopted March 2015 1. PROCEDURE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct

More information

Managing Sickness Absence Policy for Schools Based Staff

Managing Sickness Absence Policy for Schools Based Staff Central Bedfordshire Council Managing Sickness Absence Policy for Schools Based Staff 1. Introduction....3 2. Scope and Principles 3-4 3. Guidelines for Headteachers/ Managers, Governing Bodies and Employees...5-7

More information

Health & Wellbeing Framework. Absence Management Policy

Health & Wellbeing Framework. Absence Management Policy Health & Wellbeing Framework Absence Management Policy 1 Introduction This Policy is part of the Health & Wellbeing Framework which is made up of a number of elements which together encompass all formal

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE INTRODUCTION These procedures are compliant with the ACAS code of practice and are designed to help and encourage staff at Pilgrims Hospice to achieve and maintain required standards

More information

Job Description and Person Specification

Job Description and Person Specification Job Description and Person Specification Job Description The job description should detail the purpose, tasks and responsibilities of the job. It is of great importance both in the recruitment process

More information

HUMAN RESOURCES STRATEGY

HUMAN RESOURCES STRATEGY HUMAN RESOURCES STRATEGY Last Updated: February 2014 Human Resources Committee: February 2014 Corporation Approval: April 2014 Review Date: April 2017 HUMAN RESOURCES STRATEGY 1. Introduction 1.1. The

More information

Managing sickness absence - policy and procedure

Managing sickness absence - policy and procedure Managing sickness absence - policy and procedure Absence Management, Issue 2, March 2008 Page 1 Contents 1. Introduction...3 2. Policy aim...3 3. General guidance...3 4. General responsibilities...4 4.1

More information

POLICY FOR MANAGING SICKNESS ABSENCE

POLICY FOR MANAGING SICKNESS ABSENCE Summary POLICY FOR MANAGING SICKNESS ABSENCE This policy sets out the standards for dealing with sickness absence in a fair, sensitive and supportive way, whilst at the same time recognising the needs

More information

NHS Business Services Authority HR Policies Recruitment and Selection

NHS Business Services Authority HR Policies Recruitment and Selection 1. POLICY STATEMENT 1.1 The Policy is designed to support managers in providing a fair, consistent and effective approach to the recruitment of all employees and to help managers deal with recruitment

More information

Disciplinary and grievance procedures Draft Acas Code of Practice

Disciplinary and grievance procedures Draft Acas Code of Practice Disciplinary and grievance procedures Draft Acas Code of Practice June 2004 This Code of Practice provides practical guidance to employers, workers and their representatives on: The statutory requirements

More information

Employment Law Guide for Employees

Employment Law Guide for Employees Agency Workers The Agency Workers Regulations 2010 S12010/93 came into effect on 01 October 2010. The regulations introduce a number of rights for temporary agency workers in the UK relating to their basic

More information

HR Service Level Agreement 2013 / 14

HR Service Level Agreement 2013 / 14 HR Service Level Agreement 2013 / 14 Why use City of York Council HR Service There are a number of reasons why you should choose to work with the York HR Service: HR understands education and can apply

More information

John Leggott College. Data Protection Policy. Introduction

John Leggott College. Data Protection Policy. Introduction John Leggott College Data Protection Policy Introduction The College needs to keep certain information about its employees, students and other users to allow it to monitor performance, achievements, and

More information

AGE DISCRIMINATION. Summary of the law on

AGE DISCRIMINATION. Summary of the law on Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in

More information

A Manager s Guide to Reasonable Accommodation

A Manager s Guide to Reasonable Accommodation A Manager s Guide to Reasonable Accommodation This guide is the responsibility of the Public Service Agency Province of British Columbia TABLE OF CONTENTS INTRODUCTION...2 KEY CONCEPTS...3 A. The Concept

More information

Toolkit Recruiting a personal assistant

Toolkit Recruiting a personal assistant Toolkit Recruiting a personal assistant # 2 Toolkit Recruiting a personal assistant These are the key tasks of the recruitment process. This section will take you through each of them in turn. Job description

More information

Staff Disciplinary Policy

Staff Disciplinary Policy St Crispin's School Policy Staff Disciplinary Policy Version Date Changes or reason for Update Date Approved Number Created V1 1999 First Issue 1999 V2 04/ 2005 New Issue from the LEA 04/2005 V3 02/2007

More information

FEBRUARY BLOG UPDATE ON TUPE UNFAIR APPOINTMENT REVIEW PERIOD

FEBRUARY BLOG UPDATE ON TUPE UNFAIR APPOINTMENT REVIEW PERIOD FEBRUARY BLOG Make sure that you are managing your employees well and dealing with issues head on. more... UPDATE ON TUPE We provide an overview of the TUPE regulations and the amendments which came into

More information

Disciplinary and dismissal procedures for school staff

Disciplinary and dismissal procedures for school staff Revised guidance for governing bodies Guidance Welsh Assembly Government Circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Governing

More information

Bullying. A guide for employers and workers. Bullying A guide for employers and workers 1

Bullying. A guide for employers and workers. Bullying A guide for employers and workers 1 Bullying A guide for employers and workers Bullying A guide for employers and workers 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be

More information