Annual fixed fee retainer service. Support on employment law and managing people

Transcription

1 Annual fixed fee retainer service Support on employment law and managing people

2 Contents Collinson Grant's work on managing people 1 Our team 5 How our service will benefit your business 6 The next step 6

3 Support on employment law and managing people Collinson Grant's work on managing people Where we fit in The implications of making the wrong decisions about contractual and other employment matters are substantial and they are increasing. In terms of financial cost, managerial time or both, the price can be high. We have been advising companies, including many multi-site businesses, on employee relations and employment law since the 1970s, helping to ensure that their policies and practices comply with the law, meet business needs, promote effective management and enhance employee relations. Collinson Grant's tried and tested retainer service is effective because our services are available for a fixed fee, with no meter running when urgent advice is sought. This encourages managers to consult us promptly, thus averting delays and greatly reducing the risk that decisions will be taken without proper advice. The retainer provides speedy access to advice from specialists who get to know your business and understand its employment policies and history of employee relations. What types of business use the service? The annual, fixed-fee retainer is particularly useful for businesses that operate on many separate sites or want to consider more cost-effective ways of providing support to busy line managers. It also works well for more centralised organisations and those with a dedicated human resources function. We currently have 30 retainer clients across a variety of sectors. confidence, the list includes: In Care Management Group Echo Managed Services Edmundson Electrical Exemplar Healthcare FINDEL Harsco HC-One National Car Parks Noble Foods How we work with busy line managers We are external advisers but we prefer to operate like a close and trusted business partner. To achieve the best results, it is essential we have a sound 1

4 understanding of a company s business and its plans. That gives our guidance context and relevance, maximising its value to the client. We do not infringe upon managers responsibility for actions, nor do we evade our duty to take part in robust discussions and to give competent and frank advice. We assist an employer to make sure that: all employment practices and decisions help to achieve the company s aims and are consistent with its policies and procedures, as well as with the law relationships with employees sustain the company s plans procedures for communicating and maintaining standards of performance, attendance and conduct are fair and efficient well-informed actions are taken in response to problems and opportunities. Overall, our aim is to allow managers to 'get on with the day job' and to assist businesses to achieve their targets. Standard retainer service The core feature The core element of the service is support by telephone and for nominated managers (and work on associated letters and memoranda to employees). This should not be interpreted restrictively. As we are accustomed to providing practical guidance, our involvement generally goes beyond enquiries such as What is the law concerning [a subject]? or Is this proposed action lawful? into others where, generically, clients ask us: How do I deal with this situation to best effect? Often when the last question is asked, employment law provides a backdrop to the ensuing discussions but there is no complex legal point to be confronted. We find that complicated legal explanations are sometimes unnecessary or can make it harder to clearly evaluate the options and to select the most effective approach. Although our skills in employment law are just as extensive, our approach is more practical and attuned to the needs of business than most legal practices. Our advice is not linked to an insurance policy or indemnity arrangement, so it is not unduly 'procedural' and does not defeat, inhibit or delay proper managerial action. Other standard elements In addition to telephone and support, our annual, fixed-fee support service covers: a yearly review meeting (normally, around the anniversary of inception) 2

5 Support on employment law and managing people one half-day briefing for managers on developments in employment law or some aspect (such as discipline or absence) of managing employees within the law an annual audit of employment documentation and policies (in the first year, this would be a review of existing materials) regular newsletters and updates on important new topics for nominated managers, free copies of our annual publication, Employment law for line managers. Cost Our current minimum annual fee is 6,000 (plus VAT). The initial annual fee is based on a provisional assessment of likely activity, taking into particular account the number of employees and locations covered and the maximum number of managers who would be likely to have direct access to the service. The fee is then reviewed against actual use during the first six months and, thereafter, on each anniversary of inception. Any proposal for an increase is discussed and agreed with the client. We would always visit your business and discuss your particular needs before preparing a proposal for fixed-fee retainer. Optional additional features Exit interviewing Properly-conducted exit interviews are an effective 'barometer' of employee engagement and employee relations. They can highlight possible deficiencies in management style, systems for reward and recognition and procedures, so allowing an employer to consider steps for correction. Getting to the root causes can be difficult 'from the inside'. An informed outsider will tend to extract more worthwhile information. So, for a block fee, calculated by applying an assumed rate of voluntary departure, Collinson Grant will provide a summary report for each leaver. Introductory two-day programme Where a business has no human resources function or none that will act as the primary contact, the retainer service is best 'bedded in' with the client's managers through a two-day briefing on managing within the law and operating policies/procedures. This allows basic knowledge to be imparted, gives a greater understanding of our approach and 'the art of the possible' and, just as importantly, puts faces to names. The briefing can be provided for little more than half what it would cost at our daily fee rate. 3

6 Other advantages of the retainer service Extranet Our website has secure areas which can only be accessed by clients and where, at no extra charge, standard policies, letters and other documents can be made available to authorised users. A record of all telephone conversations with the client's managers is also readily available. Preferential daily/hourly rates For clients with a fixed-fee retainer, our daily fee for projects done outside the scope of the retainer is lower than the rate that would otherwise be charged. These projects might be to: draft or substantially redraft contracts of employment, staff handbooks, et cetera represent the company at an employment tribunal negotiate and conclude a compromise agreement run a programme of briefings for managers assist in the planning of a restructuring exercise and the drafting of communications to employees and their representatives take part in negotiations or consultations with employees representatives; or implement changes in terms and conditions of employment. In such cases as these, we provide a proposal for the work to be undertaken and, where practicable, an estimate of consultants and calendar time with related costs. All our daily fees are reviewed and adjusted from the start of a calendar year. Short notice of termination We hope that new clients will join current clients in staying with us for a long time. But we recognise that circumstances sometimes change. Unlike other providers with similar-looking or similar-sounding arrangements, we do not insist on any onerous tie-in. In line with our view that we can only work effectively with a client who wants to remain a client, we ask only for the courtesy of one month's advance notice of termination. 4

7 Support on employment law and managing people Our team To allow us to provide the most rounded and commercially oriented support, our employment law team features consultants with diverse qualifications, backgrounds and experience. They are: Mike Carroll A graduate member of the Chartered Institute of Personnel and Development, Mike was Senior Industrial Relations Adviser for the Engineering Employers' Federation, Manager of Industrial Relations at The Royal Bank of Scotland, Personnel Manager for Lucas Aerospace, and Personnel Manager with Tameside Council. He has been with Collinson Grant since Jo Hale Jo qualified as a solicitor in 1999, having spent her early career in personnel management in the NHS. Immediately before joining Collinson Grant in 2004, she was Director of Legal and Human Resources Services for Community Integrated Care. She is a member of the Employment Lawyers' Association. Richard Hendry Richard has a Masters Degree (Ll.M) from the University of London and is a member of the Industrial Law Society as well as a former contributor to various Tolley's legal and business publications. Before joining Collinson Grant in 1989, he had a short spell in insurance broking and then a ten-year one in legal education, finishing as Principal Lecturer in the School of Law at Liverpool John Moores University. Michael Lambe Michael has been a tutor on employment law and advocacy skills for the CIPD and other organisations, and also a Senior Caseworker at the Free Representation Unit. He subsequently worked for Whittles Solicitors, covering a wide spectrum of employment matters for the firm's predominantly trade union clientele. He has been advising employers with Collinson Grant since Ian McGlashan After graduating in law and completing his Legal Practice certificate course, Ian initially did research and preparatory work with a number of law firms in London, including Linklaters Alliance. He joined Collinson Grant in 2007, after spells as an Employment Law Advocate with Peninsula Business Services and as Employment Law Consultant for ADL. Victoria Young Victoria has a first class honours degree in Forensic Science and Law and a diploma in legal practice, during which she won an award for her advocacy skills. Admitted as a solicitor in 2007, she spent her early legal career with two established East Anglian practices first Taylor Vinters and then Blocks. She joined the employment law team at Collinson Grant in early

8 How our service will benefit your business In summary, a client with an annual, fixed-fee contract secures: expert employment advice from nominated consultants who know the business and understand its employment policies, culture and history an external perspective on the impact of day-to-day decisions on managing people, advice on compliance with current and imminent employment legislation and early warning of matters that might need attention time and opportunity to stand back and refrain from making decisions that might have potentially expensive consequences access to specialist skills and knowledge - our consultants keep up-todate not only with complex British and European legislation, but also with the latest trends in human resources, pay and recruitment a speedy response with, where necessary, immediate access to advice by telephone or . Prompt response to the need for face-to-face meetings additional resources to support managers with immediate needs or to realise longer-term projects tailored response - the service is matched to employers needs and can be particularly appropriate for multi-site businesses. The next step To get more information or to discuss your specific requirements, please contact: Richard Hendry - [email protected], or Peter Mackenzie - [email protected],

9 Costs People Organisation Productivity Performance Restructuring United Kingdom Mainland Europe United States of America Complexity, Direct costs, Employee relations, Employment law, Implementing change, Integrating organisations, Lean, Managerial controls, Organisational design, Overheads, Performance management, Pricing, Process improvement, Procurement, Reward, Supply chain, Transitional management, Value chain analysis, Workforce planning collinsongrant.com

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