“Be The Book” Photography Competition Winners

People in Mind is the proud sponsor of the Cambridge Autumn Festival’s first “Be the Book” Photography Competition.

There were lots of wonderful, creative entries. The judges had a tough job!

The winners were announced on Friday 21st April and we are happy to present you with them! There were 4 categories: Primary School, Intermediate, Secondary School and Adult.

You can check out these winning entries as well as the Highly Commended entries at the Cambridge Library till 1st May.

  • Primary School Category Winner – Bumageddon
  • Intermediate School Category Winner – Beyond the Pale
  • Secondary School Category Winner – Perfectly Reflected
  • Adult Category Winner – Cat Detective

The Etiquette of Managing a Resignation

Resignations come in all sorts of shapes and sizes.
They can be planned or unplanned, civil or fiery, single or en masse, totally expected or head-shaking incomprehensible.

When a staff member resigns, tensions can sometimes run high. As the employer, you need to manage it well, in the best interests of your business, your departing staff member and your clients.

This is when it’s helpful to have some rules or guidelines around how to behave. I call it “Resignation Etiquette” because it provides some guidelines for the employer and employee during the resignation process.

  1. Putting it in writing:
    – If you have only a verbal resignation from your employee, ask them to confirm it in writing.
    – It’s best practice for you, as the employer, to acknowledge the resignation in writing. In doing so, outline key points like the employee’s last day of work and the date of their final pay. And don’t forget to wish them well for the future.

    Many people think the notice period is the same as the pay frequency. This is a myth – the notice period is what the employment agreement specifies. This is another good reason for acknowledging the resignation in writing – it means this notice period is spelt out and there’s no room for confusion.

  2. Handling a resignation made in the heat of the moment:
    – Don’t accept the resignation on the spot (even if inside you’re really glad they’ve resigned!). Ask the employee to think about it overnight and ask them to let you know what they decide in the morning. This opportunity to rethink it could be the difference between a personal grievance and an amicable ending.
    – If the employee still wants to resign the following day, accept the resignation.
    – Respond in writing if the final answer is still a resignation. In this response, refer to accepting the resignation “in good faith”.
  3. Handling a resignation when the employee is going to work for a competitor:
    – Consider whether you should pay them in lieu of notice (if you don’t wish to have the employee remain in your business).
    – Manage how you restrict the employee’s access to files, databases, etc. This needs to be handled carefully because you don’t want to “lock” them out of work.
    – Consider whether to exercise the Garden Leave clause, if you have one in the employment agreement. A general Garden Leave clause gives the employer the ability to direct an employee not to report to work or do work-related duties at any time and for any reason (but the employee will receive their full pay for this time). For more information about Garden Leave read www.employment.govt.nz/leave-and-holidays/other-types-of-leave/garden-leave
  4. Keeping the employee productive at work during the notice period (because many people who resign “check out” early when it comes to being productive at work):
    – Use this time as a handover time. The employee may not be handing over to their replacement, but someone will be covering for them in the meantime.
    – Use this time to also get some of the “housekeeping” matters out of the way, or give the employee other projects e.g. writing up procedures.
    – Engage them in helping train other staff if appropriate.
  5. Keeping on good terms, during and after:
    – Where appropriate, agree with the employee how the rest of the team will be advised – who will advise the team and what will they be told?
    – Consider a communication plan to your clients who the departing employee works with. This is a good PR step and helps to retain clients.
    – Farewell the employee appropriately.

If there’s any time in HR when it’s beneficial to keep it civil it’s when an employee resigns. Take the time to follow these etiquette guidelines and, if you need a hand with managing a resignation, give our team a call.

Have a go at this competition!

We are proud sponsors of the 2017 Cambridge Autumn Festival’s quirky and fun photography challenge.

It’s called “Be the Book Photography Competition”, so if you are feeling creative, get cracking because entries close on 7 April 2017. Here’s the link to the Entry Form

Employing a Teenager

March 2017

This month’s article is a bit of a departure from our usual newsletter. Usually I write articles for employers, covering some HR issue or other that is burning a hole in my brain at the time!

But this month, I thought I would write some Q&A for teenagers who are starting a job, whether it’s part-time or full-time. If you have teenagers, this may come in handy when they are looking for their first job, or feel free to forward this information to friends and family with teenagers. As an employer you may also find some of this information useful when employing a young person.

So, let’s get started…

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The Reference

September 2015
“The Reference” sounds like it could be the title of a Grisham novel. I don’t promise the same suspense or entertainment! But this article is an important read if you are at all confused about giving a reference for a current or past employee.

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Buying or selling a business – there are humans in this equation too

May 2015

You’ve decided to sell your business and there’s a seemingly endless list of things to think about… finances, assets, systems, risks and legal considerations. These are the nuts and bolts of the sale and purchase. But it’s important to also think about the “people” side of the process. What will it mean for your staff?

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There’s something in the water!

January 2015
There seems to be a bit of a baby boom going on. Well, certainly with our clients! So, I thought I would start the year with an article about parental leave and how it affects employers.

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FAQs about Leave – what are your rights?

Our most frequently asked questions about leave

Can employees text to say that they are sick? When can I request a doctor’s certificate? Is there a standard leave application form? For the answers to these questions…

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Great Hires – 10 Steps to Guide You

Hiring the right staff is critical! A great hire can help make your business hum, a poor hire can be catastrophic for your business. Our 10 steps to a great hire can help you reduce the chances of a poor hire and if you need a little help then give us a call.

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Stuck for something nice to say?

So what can you say?!

Have you ever been asked to give a reference for a staff member and just not felt quite comfortable doing so? You don’t want to say anything disparaging but you cannot in all honesty sing their praises so what do you do?

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