October 2008

Dear Reader,

Welcome to the October issue, which covers the seasonal topic of sickness absence, as well as what to prepare for new employees to bring them up to speed as soon as possible. Don't miss the FAQs on notice periods - what notice periods are in your contracts?

Sick or pulling a sickie?

The perennial problem of how to prevent employees from using their sickness leave as extra holiday entitlement. There are several ways to attempt this: not pay any sickness absence other than SSP (there is no legal right to full pay whilst sick); not pay the first day of absence (in the hope of dissuading hangover sufferers from pulling a “sickie”); only pay a small number of days a year and then SSP (you always have to pay SSP). The best ways to reduce and keep your sickness absence down are very easy to follow. Make sure your employees enjoy their jobs and are motivated and challenged. If they like what they do and who they work with, then there is a good chance that they will only be absent when they really are sick! If you do think that they could be pulling a fast one, then make it standard for every member of staff, when they return to work after sickness absence, to have an interview with their line manager to go through their self-certification form. This is THE most effective way of dissuading bogus sickness absence as most people will not want to have to make up convincing lies to tell their managers – too much effort trying to remember what you've said! Before you get too worried about sickness absence, it is good to know that the average private sector sickness absence in 2007 was only 5.8 days. And even in the public sector it was only an average of 9 days. However, if your averages are above this, then we need to talk!

http://www.personneltoday.com/articles/2008/05/14/45837/sickness-absence-rates-in-public-sector-outstrip-private-sector-by-55-in.html

How to – deal with new employees when they start

The candidate has passed the interview and tests with flying colours and you have made them a written offer, which they have accepted. What now? Well, now would be a good time to think about the induction plan. It will get the new employee productive much quicker if you structure the information you are giving them. On their first day they will need to have the practical side of office life explained to them (coffee, etc) but to also get an understanding where their job fits into the department and contributes to the company's success. Ideally they should have the opportunity to meet the whole company (if you are not too large) but certainly everyone in their department and those in other departments that they will be interacting with. Get them to sit with someone to learn the job or break it down into bite size chunks so that they are not sat with a folder and told to “read this” – how boring and guaranteed to make them not come back after the first day! Remember the sooner you teach them (emphasis on “you” and “teach”) to do their job, the sooner they will be productive members of staff. Fairly obvious, but putting them in front of a computer and expecting them to “get on with it” is a tad unrealistic. So plan how you are going to structure this learning phase over the first two weeks, so they learn lots and don't have the chance to get bored and start updating their CV!

Free Stuff and Events

Eye Test Request Form

As you all know, it is a legal responsibility for the employer to pay for the eyetest. This form is what the employees should use so that you can make sure that you are not paying for unnecessary multiple tests. If you take advantage of our Specsavers offer, then this form is included on the voucher your employee hands to the optician.

Events

HR & H&S for small businesses: what's the point?

Members of the Goring Gap Business Network, Carolyne Wahlen (Gap HR Services) and Rebecca Russell (Goode Management) held this informative and helpful seminar on Tuesday 28 October at the Shillingford Bridge Hotel, Wallingford. The participants found out exactly what the point was of not only being aware of legislation in these two areas, but that it was painless and made sound business sense to apply it. Subjects covered included IR35 and subcontractors, what needs to be done through the first year of employing staff, and the H&S requirements as you grow your businesses. Even the sole traders in the audience left with four action points to implement as soon as they were back in the office! "Great value seminar, with lunch as well" GA, Goring.

Our next events are:

04 February 2009 at the Red Lion Pub in Henley

08 April 2009 at the Abingdon Four Pillars Hotel

10 am – 1 pm

£25 + VAT including buffet lunch

Contact Carolyne on 01491 872767 or AvoidTheHassles@GapHR.co.uk to reserve a place. Places are limited so please book in advance.

The Athena Network started a new women's networking group in Wallingford, South Oxfordshire in October. We had 6 registered members before we started, and that number has already increased to 16! Our next meeting is on 19 November 2008. If you are a female entrepreneur who would benefit from networking to build your business (and who wouldn't?), then why not come along as a guest? I would be happy to take you along and show you the ropes! Just give me a call 01491 872767.

Survey Question - Pay reviews

Recommendation - Shirley Densham

It's a reality that in a challenging economic climate, businesses need to deliver differentiators to achieve continued growth and success whilst mindful of their fixed costs. Shirley Densham helps organisations increase their profits, primarily through analysing and providing insight, solutions and guidance. Whether you simply require a sounding board or an objective review of your company's performance and capacity, Shirley offers a pragmatic approach for the creation of sound business initiatives for SME's.

Maybe you need an external resource for ad-hoc projects or can your business benefit from engaging commercial & operational management, product and brand development, strategic marketing, identifying income streams and setting sales strategy and motivational team development?

With a career spanning 24 years and experience of both corporate & SME entrepreneurial businesses in competitive markets, she has led her own consulting business since 2003. Shirley has also been acting CEO for an ‘esuperbrand' lifestyle website targeting the mature market, dedicating time to its placement for success.

To invigorate and invest in your business, arrange a ‘no strings' free consultation:

Call 07771 911964 or email shirleydensham@btinternet.com

If I have a notice period of one month for all employees, does that still apply after eight years service?

No, is the quick answer to that. After the first month it has to increase to one week on both sides. You can keep the notice period at one week for the first year, or after the probationary period increase it to one month, but the statutory notice periods will always override what has been written in the contract, unless it is a longer notice period. The statutory minimum is one week's notice for every full year worked up to 12 weeks notice (i.e. after 12 years). If you have agreed a longer notice period due to the seniority/importance of the role concerned, that will apply, as long as it remains longer than the statutory minimum. This is particularly important to bear in mind when making staff redundant.

+++ STOP PRESS +++

The Agency Workers Directive passed last week by the European Parliament will give temps equal rights to permanent staff after 12 weeks with an employer. Temps are also entitled to statutory sick pay since 27 October 2008 after a change in the law.

http://www.personneltoday.com/articles/2008/10/24/48101/agency-workers-entitled-to-statutory-sick-pay.html

+++ STOP PRESS +++

If you want to halve the time you spend on people issues and legal compliance, give us a call!