When you employ a new person, it is important to check references. All you are looking for is confirmation that they really did work for that company as stated on their CV. More than that is unrealistic to expect nowadays. But what else do you need to have?
I do tribunal audits on employment contracts and handbooks so that the company knows what needs to be updated, how much risk they are at, and whether the documents are really “fit for purpose”. Once they have that knowledge, they can make an informed decision about whether they will be updating their paperwork themselves or outsourcing it (to me hopefully!).
Most companies that have been doing HR themselves have fairly basic contracts where a couple of clauses are either void or non-existent.
…and it all changes back!
Having previously blogged about the changes to employment tribunals, today is about the change in the other direction – early conciliation.
Fees were introduced to the employment tribunals to stop disgruntled staff trying it on. Now they can again “try it on”!
From 29 July 2013 disgruntled employees had to pay fees to start a tribunal claim.
The minimum fee is £160 for a Type A case (e.g. unlawful deductions from earnings, i.e. you haven’t paid them what they are owed; unfair dismissal).
KCC Basildon is a Korean-owned manufacturer of silicone compounds, antifoams and emulsions.
I started working with them on my HR Navigator package. Their line managers were good on the soft skills of managing, but unsure on the details of employment law. So we spent the next 12 months tightening up on exactly how to deal with issues and what to say when.
As part of this process I introduced an appraisal system.
Overtime doesn’t count towards holiday entitlement – or does it?
The Employment Appeal Tribunal (EAT) decided on 4 November 2014 that any overtime worked does count towards an employee’s holiday entitlement. Yikes!