hr policy - The HR Forum - DPG Community2024-03-29T09:06:12Zhttps://community.dpgplc.co.uk/human-resources/feed/tag/hr+policyManaging employee holiday entitlement during furloughhttps://community.dpgplc.co.uk/human-resources/managing-employee-holiday-entitlement-during-furlough2020-12-17T12:06:06.000Z2020-12-17T12:06:06.000ZCamille Hardouinhttps://community.dpgplc.co.uk/members/CamilleHardouin<div><p>Hi all,</p><p>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 help to avoid this situation as no one wanted to take annual leave during 'furlough' months.</p><p>As the beginning of 2021 is compromised with possible lockdown or Tier 3, we would like to manage furlough holiday a different way. How are you doing it in your companies? Can we ask furlough employees to take a minimum of 2.5 days per 'furlough' months, and if so, how to enforce it?</p><p>Thank you</p><p>Camille</p></div>Pre-agreed Holiday prior to Starting Work - does it come out of an employee's leave entitlement?https://community.dpgplc.co.uk/human-resources/pre-agreed-holiday-prior-to-starting-work-does-it-come-out-of-an-2019-02-13T12:05:58.000Z2019-02-13T12:05:58.000ZSophie Gibbinhttps://community.dpgplc.co.uk/members/SophieGibbin<div><p>Hi all,</p><p>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 entitlement.</p><p>My natural reaction is that it should; the company may accommodate the dates that have already been agreed however since joining the company you are entitled to a certain number of days leave per year which will be pro-rated from the employee's start date. The pre-agreed holiday should therefore be taken out of the employee's annual entitlement.</p><p>The employee is complaining and has claimed there is a 'rule' which dictates any pre-agreed holiday prior to starting a new role should be given as additional leave and should not be taken out of their annual entitlement. I have looked but cannot find anything on this 'rule'. Is anyone else aware of this and would you agree with my opinion above?</p><p>Thanks so much!</p><p>Sophie</p></div>Head of HR at Uber Resigns - How prepared are you?https://community.dpgplc.co.uk/human-resources/how-prepared-are-you2018-07-13T12:01:50.000Z2018-07-13T12:01:50.000ZSam Houltonhttps://community.dpgplc.co.uk/members/SamHoulton<div><p><a href="https://upload.wikimedia.org/wikipedia/commons/thumb/7/79/Uber_App_Icon.svg/1200px-Uber_App_Icon.svg.png" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/50497248?profile=RESIZE_710x" width="290" height="290"/></a></p><p><em>“By failing to prepare, you are preparing to fail” – Benjamin Franklin</em></p><p><em> </em></p><p>What’s the toughest issue you’ve dealt with as an HR representative?</p><p> </p><p>How <em>prepared</em> were you to deal with this?</p><p> </p><p>For Liane Hornsey, Chief People Officer at ‘Uber’, preparation could have prevented catastrophic disaster.</p><p> </p><p><a href="https://goo.gl/SMbvne" rel="nofollow">News broke</a> yesterday that the head of HR at the global taxi fare had been driven to resignation. This comes following an investigation into her handling of racial discrimination allegations.</p><p>Her 18-month stint at the company ended abruptly on Tuesday after she had systematically dismissed internal complaints of racial discrimination.</p><p> </p><p><a href="https://storage.ning.com/topology/rest/1.0/file/get/50497354?profile=original" target="_blank" rel="noopener"><img class="align-right" src="https://storage.ning.com/topology/rest/1.0/file/get/50497354?profile=RESIZE_710x" width="426" height="320"/></a></p><p>Huge cases like this are becoming more common in a working world that is increasingly diverse, which begs the question, are you <em>really</em> prepared?</p><p> </p><p>Business magazine Forbes have made a pretty helpful list of the <a href="https://www.forbes.com/sites/allbusiness/2017/11/13/15-key-steps-for-companies-responding-to-sexual-harassment-or-discrimination-allegations/#169c1b664582" rel="nofollow">ua</a><a href="https://www.forbes.com/sites/allbusiness/2017/11/13/15-key-steps-for-companies-responding-to-sexual-harassment-or-discrimination-allegations/#169c1b664582" rel="nofollow">15 Key Steps for responding to Sex</a><a href="https://www.forbes.com/sites/allbusiness/2017/11/13/15-key-steps-for-companies-responding-to-sexual-harassment-or-discrimination-allegations/#169c1b664582" rel="nofollow">l Harassment or Discrimination Allegations</a>, which is fantastic to form a knowledge base.</p><p> </p><p>For some cases however, a deeper understanding is needed. This is where having CIPD accredited knowledge could be the difference between fronting a company’s HR department and heading to the Job Centre.</p><p> </p><p>For expert training, DPG offer a wide variety of HR qualifications and Toolkits that can have you ready for any situation. Click <a href="https://www.dpgplc.co.uk/courses-qualifications/human-resources/" rel="nofollow">he</a><a href="https://www.dpgplc.co.uk/courses-qualifications/human-resources/" rel="nofollow">re</a> to find the ideal course for you</p><p> </p><p>If you have any stories of HR disasters and how you managed to deal with them, then we’d love to hear from you!</p><p> </p><p>Useful links: <a href="https://www.equalityhumanrights.com/en/advice-and-guidance" rel="nofollow">https://www.equalityhumanrights.com/en/advice-and-guidance</a></p><p> </p></div>Bradford Factorhttps://community.dpgplc.co.uk/human-resources/bradford-factor2017-11-13T14:18:09.000Z2017-11-13T14:18:09.000ZClare Doddhttps://community.dpgplc.co.uk/members/ClareDodd<div><p>Hi All,</p><p>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 how people manage the probation period. Do you pro rata down the figures for the Bradford factor or work a different system entirely?</p><p></p><p>Thanks</p><p>Clare</p><p></p></div>So what does a hung parliament mean for employment law?https://community.dpgplc.co.uk/human-resources/so-what-does-a-hung-parliament-mean-for-employment-law2017-06-09T06:16:13.000Z2017-06-09T06:16:13.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>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.</p>
<p><a rel="nofollow" href="http://www.hrmagazine.co.uk/article-details/a-hung-parliament-could-have-a-major-impact-on-uk-employment-legislation" target="_blank">http://www.hrmagazine.co.uk/article-details/a-hung-parliament-could-have-a-major-impact-on-uk-employment-legislation</a></p>
<p>It will also be interesting to see how this will impact the Brexit negotiations.</p>
<p>What impact would a hung parliament have for your business?</p>
<p>Please do share</p>
<p>All the best</p>
<p>Sarah</p>
</div>Contracts of Employmenthttps://community.dpgplc.co.uk/human-resources/contracts-of-employment2016-11-21T08:45:43.000Z2016-11-21T08:45:43.000ZSarah Newmanhttps://community.dpgplc.co.uk/members/SarahNewman<div><p>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?</p><p>Thanks for your advice.</p><p>Sarah</p></div>Company Social Event Policyhttps://community.dpgplc.co.uk/human-resources/company-social-event-policy2016-10-05T08:52:16.000Z2016-10-05T08:52:16.000ZClare Doddhttps://community.dpgplc.co.uk/members/ClareDodd<div><p>Hi All,</p><p>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.</p><p>I've got a template that I am going to adapt which I think will work but I would like to know if others have any examples that they would be prepared to share, just so I have a comparison. I don't want us to be viewed as the fun police (probably inevitable) but we do have a responsibility during these events which are getting bigger by the year. Also do any of you reiterate this just prior to a big event such as the Christmas party?</p><p>As this will be the first time we will have formally rolled out this policy, I want to find a fine line between make it clear yet not putting people off attending events either. </p><p>Many thanks</p><p>Clare</p></div>Maternity/Paternity Packageshttps://community.dpgplc.co.uk/human-resources/maternity-paternity-packagesit2016-08-09T15:12:45.000Z2016-08-09T15:12:45.000ZClare Doddhttps://community.dpgplc.co.uk/members/ClareDodd<div><p>Hi All,</p><p>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 after it has been paid?</p><p>I am currently in the midst of reviewing our benefits package and would appreciate some feedback directly, especially if the claw back clause was an issue.</p><p>Thanks<br/> Clare</p></div>Holiday Entitlement and Benefitshttps://community.dpgplc.co.uk/human-resources/holiday-entitlement-and-benefits2016-07-17T15:43:44.000Z2016-07-17T15:43:44.000ZOlivia McDermotthttps://community.dpgplc.co.uk/members/OliviaMcDermott<div><p>Hi All,</p><p>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!</p><p>We are currently in the process of implementing a new holiday and absence management system and it is giving us some thought and opportunity to review how we currently manage and offer holidays.</p><p>I was interested to get some feedback on the following from other organisations,</p><ul><li>How much holiday entitlement do you offer employees?</li><li>Do you increase holiday entitlement with length of service? If so, how and is there a limit?</li><li>Do you offer an employee's birthday as holiday?</li><li>Can you buy and sell holiday?</li><li>Do you allow carry over of holiday? If so, is there a maximum and time limit to use it?</li><li>What is the feeling/thoughts in your company on your holiday management and arrangements?</li></ul><p>Thank you in advance,</p><p>Liv</p></div>EU Votehttps://community.dpgplc.co.uk/human-resources/eu-vote2016-06-23T08:28:12.000Z2016-06-23T08:28:12.000ZBecky Blackhttps://community.dpgplc.co.uk/members/BeckyBlack<div><p>How has everyone been communicating with their staff about the EU vote? If at all?</p>
<p>I came across this article the other day:</p>
<p><a href="http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/04/18/should-you-tell-your-staff-how-to-vote-in-the-eu-referendum.aspx" target="_blank">http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/04/18/should-you-tell-your-staff-how-to-vote-in-the-eu-referendum.aspx</a></p>
<p>and was of the opinion that we should not communicate anything - however yesterday, our Senior Partners made the decision to issue a statement about why the business leaders would be supporting the remain campaign. This statement was emailed to staff this morning (from HR email) and has welcomed nothing but negativity.....messenger being well and truly shot! </p>
<p>What's everyone else's experience??</p>
</div>ACAS guidance on workplace investigationshttps://community.dpgplc.co.uk/human-resources/acas-guidance-on-workplace-investigations2015-11-16T16:56:42.000Z2015-11-16T16:56:42.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Hi all</p>
<p>I thought you may be interested in this recently published guidance from ACAS.</p>
<p><a href="http://m.acas.org.uk/index.aspx?articleid=5507" target="_blank">http://m.acas.org.uk/index.aspx?articleid=5507</a></p>
<p>It has some useful templates especially for managers who are not confident in conducting investigations.</p>
<p>Enjoy</p>
<p>Sarah</p>
<p></p>
</div>General Election 2015 - What does it all mean for HR?https://community.dpgplc.co.uk/human-resources/general-election-2015-what-does-it-all-mean-for-hr2015-05-11T11:53:11.000Z2015-05-11T11:53:11.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>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.</p>
<p><a href="http://www.eversheds.com/global/en/what/articles/index.page?ArticleID=en/Employment_and_labour_law/uk-hr-ebriefing-election-outcome-conservative-employment-law-policies" target="_blank">http://www.eversheds.com/global/en/what/articles/index.page?ArticleID=en/Employment_and_labour_law/uk-hr-ebriefing-election-outcome-conservative-employment-law-policies</a></p>
<p>What impact will this have for your business?</p>
<p>Regards</p>
<p></p>
<p>Sarah Loates</p>
<p></p>
</div>Time & Attendance Systems - Policy & Procedureshttps://community.dpgplc.co.uk/human-resources/time-attendance-systems-policy-procedures2015-05-05T15:56:32.000Z2015-05-05T15:56:32.000ZCarol Entwistlehttps://community.dpgplc.co.uk/members/CarolEntwistle<div><p>Hi Everyone,</p>
<p></p>
<p>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?</p>
<p></p>
<p>Many thanks</p>
<p></p>
<p>Carol</p>
</div>Collective redundancy update Woolworths' casehttps://community.dpgplc.co.uk/human-resources/collective-redundancy-update-woolworths-case2015-02-08T21:21:00.000Z2015-02-08T21:21:00.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Interesting update re the above case and one we were discussing in last week's CHRP Managing Employee Relations workshops.</p>
<p>The case was referred to the CJEU (The Court of Justice for the European Union formerly the ECJ) by the EAT last year which said that businesses must collectively consult whenever they planned to make 20 or more redundancies within 90 days regardless of how many were in a single location or 'establishment' as more commonly referred to.</p>
<p>It has not been ruled on as yet but on Thursday the Advocate General (an adviser to the CJEU) stated that the UK rules limiting collective consultation requirements to cases where an employer was proposing 20 or more redundancies at one establishment are compatible with EU law.  Effectively reversing the decision reached by the EAT last year.  The Advocate General's guidance is not binding but typically it is a good indication of where the CJEU will land.</p>
<p>Larger UK businesses will be breathing a sigh of relief as the impact of the EAT's previous ruling on failure to collectively consult was significant especially in larger more complicated businesses. As the penalty for failure to collectively consult of a protective award of up to 90 days' pay for each employee could potentially be very costly and managing multiple redundancy programmes across multiple sites very tricky!</p>
<p>Further details are here</p>
<p><a href="http://www.out-law.com/en/articles/2015/february/advocate-general-employment-appeal-tribunal-was-wrong-in-woolworths-collective-redundancy-case/" target="_blank">http://www.out-law.com/en/articles/2015/february/advocate-general-employment-appeal-tribunal-was-wrong-in-woolworths-collective-redundancy-case/</a></p>
<p>What do you think about this?</p>
<p></p>
</div>Relationship rules?https://community.dpgplc.co.uk/human-resources/relationship-rules2014-02-14T16:25:05.000Z2014-02-14T16:25:05.000ZJillian Tanseyhttps://community.dpgplc.co.uk/members/JillianTansey<div><p>Hi all</p>
<p>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.</p>
<p>For those of you that haven't read the article it's about relationships that develop in the workplace and how companies manage this or not, as the case may be.  The general jist seems to be that you cannot control relationships developing but there are probably agreed standards of behaviour & conduct people must adhere to and ways to handle things should conflicts arise.</p>
<p>So i was wondering if anyone has a policy on workplace relationships? Is it part of your Code of Conduct?  How do you deal with them if things end badly?</p>
<p>We have an Employee Relationships Policy & Procedure that was introduced early last year after consultation with staff & TU's.  We have had a situation in which a couple were married, divorced and he has since remarried someone else in the organisation. There is a lot of animosity so we are unable to let them work from the same building or be put on the same training course.  It can be a bit of a minefield!  However, on the other side of it there are couples who have met at work who are now happily married with kids.</p>
<p>Would be interested to hear your thoughts & experiences on this.</p>
<p>Jill</p>
</div>Termination in Probationary Reviewhttps://community.dpgplc.co.uk/human-resources/termination-in-probationary-review2014-02-04T15:16:42.000Z2014-02-04T15:16:42.000ZRachel Weavenhttps://community.dpgplc.co.uk/members/RachelWeaven<div><p>Hi All</p>
<p>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. </p>
<p>She is in tomorrow and my Manager wants to do it as soon as she comes in which I am ok doing just wanted to know how you would all go about this, get so nervous everytime I have to do things like this!!</p>
<p>Thanks</p>
<p>Rachel</p>
</div>CIPD - Megatrendshttps://community.dpgplc.co.uk/human-resources/cipd-megatrends2013-07-26T08:16:58.000Z2013-07-26T08:16:58.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p>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 ensure the ways we work, our workforce and workplace cultures are fit for today and drive performance and growth for the future.</p>
<p>The purpose of this report is to highlight some of the key trends that have been shaping our economies and the world of work in order to prompt a debate among practitioners, academics and policy-makers on the <strong>implications of change and what the HR profession can do to adapt to change and help shape the future.</strong></p>
<p>In the report the CIPD have grouped the analysis of the trends under three broad themes:</p>
<p>1) the changing nature of work;</p>
<p>2) the diverse and changing nature of the workforce</p>
<p>3) the changing nature of organisations and the workplace context and environment.</p>
<p>These themes will guide future research, strategic conversations and policy development.</p>
<p>Here are the resources you can take a look at</p>
<p><a href="http://community.dpgplc.co.uk/video/megatrends-the-trends-shaping-work-and-working-lives" target="_self">Megatrends Video</a></p>
<p><a href="http://www.cipd.co.uk/hr-resources/research/megatrends-trends-shaping-work-lives.aspx" target="_blank">Megatrends full report</a></p>
<p><a href="http://www.cipd.co.uk/cipd-hr-profession/whats-new/megatrends-infographic.aspx" target="_blank">Megatrends infographic</a></p>
<ul>
<li><strong>What do you think to the research?</strong></li>
<li><strong>Do agree with the broad themes of change and how can you see these changes taking place in your organisations?</strong></li>
<li><strong>How do you think HR professional need to respond?</strong></li>
</ul>
</div>