The HR Forum

hr policy (17)

Managing employee holiday entitlement during furlough

Hi all,

At this end of this year, our company has encountered a situation where most employees have taken bulk holidays at the end of the year after being unfurloughed. Even though we 'forced' them to take 10 days during the furlough months, it didn't

Started by Camille Hardouin in HR Policy

1 Reply · Reply by Theresa Mayne FCIPD Dec 24, 2020

Pre-agreed Holiday prior to Starting Work - does it come out of an employee's leave entitlement?

Hi all,

I have just started in my new HR role and one question i've been asked is an employee query with regards to holiday that was pre-agreed before joining the company. the Employee seems to think this shouldn't come out of their annual holiday ent

Started by Sophie Gibbin in HR Policy

11 Replies · Reply by Lauren Frisby Apr 10, 2019

Head of HR at Uber Resigns - How prepared are you?

“By failing to prepare, you are preparing to fail” – Benjamin Franklin

What’s the toughest issue you’ve dealt with as an HR representative?

How prepared were you to deal with this?

For Liane Hornsey, Chief People Officer at ‘Uber’, preparation could

Started by Sam Houlton in Employment Law

0 Replies

Bradford Factor

Hi All,

We are starting to use the Bradford factor in one area of the business that seems to have started experiencing absence issues with newer employees. Whilst we are addressing every aspect of managing this situation, eg inductions etc, I wonder h

Started by Clare Dodd in HR Policy

3 Replies · Reply by Karen Taylor Nov 14, 2017

So what does a hung parliament mean for employment law?

For those of you waking up today and the outcome of the General Election hot off the press an interesting review of what a hung parliament could mean for employment law.

http://www.hrmagazine.co.uk/article-details/a-hung-parliament-could-have-a-major

Started by Sarah Loates in Being An Effective Practitioner

3 Replies · Reply by Peter Hammond Jun 10, 2017

Contracts of Employment

I was wondering if it is necessary to include the salary amount in the contracts of employment. If so, what do you do when there is a salary increase, do you need to ament the contract of employment each time?

Thanks for your advice.

Sarah

Started by Sarah Newman in HR Policy

7 Replies · Reply by Sarah Newman Dec 19, 2016

Company Social Event Policy

Hi All,

Dare I say it but it won't be long and we're coming into the party season and I think now that our current company has grown so much that we really need to have a Social Event Policy.

I've got a template that I am going to adapt which I think w

Started by Clare Dodd in Workplace Matters

1 Reply · Reply by Sarah Loates Oct 5, 2016

Maternity/Paternity Packages

Hi All,

Would anyone be prepared to share with me what their company offers in terms of an enhanced maternity / paternity package and whether they have a policy to claw it back if the employee doesn't return or leaves within a certain period of time a

Started by Clare Dodd in HR Policy

20 Replies · Reply by Clare Dodd Oct 27, 2016

Holiday Entitlement and Benefits

Hi All,

I have been given the challenge from rolling the dice to start a conversation in the HR Zone and have a need for some advice!

We are currently in the process of implementing a new holiday and absence management system and it is giving us some t

Started by Olivia McDermott in HR Policy and Reward & Recognition

10 Replies · Reply by Samantha Wilkinson Jul 27, 2016

EU Vote

How has everyone been communicating with their staff about the EU vote? If at all?

I came across this article the other day:

http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/04/18/should-you-tell-your-staff-how-to-vote-in-the-eu-refere

Started by Becky Black in Workplace Matters

3 Replies · Reply by Mike Collins Jun 24, 2016

ACAS guidance on workplace investigations

Hi all

I thought you may be interested in this recently published guidance from ACAS.

http://m.acas.org.uk/index.aspx?articleid=5507

It has some useful templates especially for managers who are not confident in conducting investigations.

Enjoy

Sarah

Started by Sarah Loates in Being An Effective Practitioner

0 Replies

General Election 2015 - What does it all mean for HR?

Wow it was a rollercoaster of a week last week with the twists and turns of the General Election. As David Cameron assembles his new cabinet here is an article which revisits the Conservative manifesto pledges on employment.

http://www.eversheds.com

Started by Sarah Loates in Workplace Matters

1 Reply · Reply by Mike Collins Jun 3, 2015

Time & Attendance Systems - Policy & Procedures

Hi Everyone,

In my current business, we are shortly going to be using a Time & Attendance (Clocking In) system and I was wondering if anyone out there has an example policy that they wouldn't mind sharing with me?

Many thanks

Carol

Started by Carol Entwistle in HR Policy

2 Replies · Reply by Sarah Loates May 6, 2015

Collective redundancy update Woolworths' case

Interesting update re the above case and one we were discussing in last week's CHRP Managing Employee Relations workshops.

The case was referred to the CJEU (The Court of Justice for the European Union formerly the ECJ) by the EAT last year which sai

Started by Sarah Loates in Employment Law

0 Replies

Relationship rules?

Hi all

I've just been reading February's edition of People Management & came across the article "What's wrong with sex in the office?" - quite fitting as it's Valentine's Day n all.

For those of you that haven't read the article it's about relationsh

Started by Jillian Tansey in Workplace Matters

13 Replies · Reply by Steve Biggs Mar 18, 2014

Termination in Probationary Review

Hi All

One of my Managers approached me today saying after 4 months of reviews she isn't getting anywhere with her newest member and wants to let her go.

She is in tomorrow and my Manager wants to do it as soon as she comes in which I am ok doing ju

Started by Rachel Weaven in Employment Law

5 Replies · Reply by Kiryll Koniayev Feb 9, 2014

CIPD - Megatrends

The CIPD is committed to championing better work and working lives, for the benefit of individuals, businesses, economies and society. The unprecedented scale and pace of change in the economy and world of work presents an urgent and critical need to

Started by Mike Collins in HR Policy

0 Replies