General

How to avoid Social Media misuse and protect from liability

Posted by on Apr 15, 2015 in Employment law for HR Directors, General

How to avoid Social Media misuse and protect from liability

Exposure through Social Media is rapidly becoming part and parcel of an organisation’s day to day operation. Even if your business isn’t actively on Social Media platforms such as Twitter, Facebook or messaging Apps such as WeChat or WhatsApp, your employees most likely will be. Most employers get into trouble over, or on social media because they haven’t put policies in place and they haven’t set expectations with staff of what is good and bad behavior online. Below we’ve put together a 5 point summary of the risks involved and the steps you need to take to avoid Social Media misuse and protect your business from liability. It provides an...

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HR Guide to Managing Stress at work

Posted by on Oct 10, 2014 in Employment law for HR Directors, General

HR Guide to Managing Stress at work

This is a detailed guide to managing stress at work for Managers and HR specialists. It covers the law relating to stress that you need to know and practical tips on how you and your company can manage employee stress, minimizing it’s effect on the business, being protected from claims, and ensuring you take the appropriate steps to help your employee.         What is stress? The Health & Safety Executive (HSE) defines stress as the “adverse reaction people have to excessive pressures or other types of demand placed on them”. There is sometimes confusion between pressure and stress; it is healthy for staff to have challenges to...

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Zero-Hours contracts, guide for employers

Posted by on Sep 11, 2014 in Employment law for HR Directors, General

Zero-Hours contracts, guide for employers

Zero-hours contracts – latest guide for employers What are zero-hours contracts?   A zero-hours contract is one used for casual working, under which the employer does not guarantee to provide the worker with any work and pays the worker only for work actually carried out. The worker is expected to be available for work when or if called on by the employer. Zero hours contracts are not illegal. If they are freely entered into, a zero-hours contract is a legitimate form of contract between individual and employer. Zero-hours contracts can be used by employers to provide a flexible workforce to meet a temporary or changeable need for Staff. Examples include a need...

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New flexible working laws & procedures 2014 explained

Posted by on Jul 25, 2014 in Employment law for HR Directors, General

New flexible working laws & procedures 2014 explained

A 60 second summary of the new flexible working laws, in pictures. Employers and HR Directors can be resourced with the essential knowledge you need to know when planning Flexible Working Policies and responding to Flexible Working requests. View the slideshare below New flexible working laws made easy – a guide for Employers, HR Directors from...

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New Flexible Working Toolkit for Employers and HR Directors

Posted by on Jun 30, 2014 in Employment law for HR Directors, General

New Flexible Working Toolkit for Employers and HR Directors

Be ready for the new Flexible Working laws with our Flexible Working Toolkit for £299+VAT. Before reading on, you may like to review our previous articles on Flexible Working:  Overview & Flowchart on Flexible Working Requests, and What to do when faced with a Flexible Working request.   With the new laws in place,  it’s a good time to think about how to handle multiple requests for flexible working, and to create a flexible working policy to include in your employee staff handbook. If you already have a policy, you will need to update it after 30th June 2014 to reflect the new laws.     With The Flexible Working Toolkit  you can be...

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Flexible Working requests, at-a-glance flow chart of the new procedures

Posted by on Jun 25, 2014 in Employment law for HR Directors, General

Flexible Working requests, at-a-glance flow chart of the new procedures

From 30th June 2014, the right to request flexible working is extended to all employees who have worked for 6 months for their employer. Under the new laws, Employers are legally bound to consider requests  and have a decision period of 3 months to respond. Read more on the new Flexible Working Laws  & what to do when faced with a Flexible Working Request . Many employers will be familiar with these requests from employees relating to childcare and caring responsibilities and with the procedures for handling them. The new laws effectively widen the pool of people who can request a change to their working patterns, and they put a duty on the employer to consider...

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