TIM - a product suite that addresses Training, Investigations and Mediation
Every organisation has a ‘Duty of Care’ to its employees. It is your line manager’s responsibility to fulfil this duty of care for all of their direct reports. It covers recruitment, inductions, performance management, capability and conduct and is a fundamental and essential tool to the key aspects of successful line management.
Too often a newly appointed ‘First Line Manager’ will have received little or no training in the ‘people management’ aspect of his/her new managerial role. Many new managers are not even aware that they have a level of responsibility under Duty of Care for staff on their teams. One manager was dismayed when a Tribunal Chairman awarded a financial penalty of £7,000 against him personally for failing in this key area. His ignorance of the law had cost him £7,000 of his own money!
Over the last 5 years we have worked extensively and successfully in both the Private the Public sectors, mainly with County Councils and the NHS. We have designed a 20-step Investigation formula that enables us to get to the very heart of a dispute and provide you with a complete dispute resolution remedy, acceptable to both employees and employers. As part of the TIM product suite we are able to train HR teams and line managers to conduct their own in-house first stage investigation.
The 3-step dispute resolution laid down in The Employment Act 2002 is highly complex and confrontational. By April 2009 the Act will be replaced with a less confrontational set of statutory procedures which employers will be required to follow. The soon to be announced new employment laws will feature a mandatory requirement on employers to work with external help-lines and mediators as part of a complete dispute resolution approach.
ACAS generally gets involved in proposing mediation after a Tribunal has been alerted and at the tail end of confrontational, internal, phased meetings. We believe that it is important to ‘nip it in the bud’ and address potentially contentious issues at a much earlier stage – to avoid unnecessary disruption in the workplace. Mediation can provide a fast, economic return to productivity and the status quo with staff who may have been employed for a long period of time, and who currently could be lost to the organisation.
We’ll be telling you more about TIM over the coming months and how you can build a happy, loyal workforce.