A client rang me recently with an interesting question. Could their employee take bereavement leave for their dog? The employee was genuinely grief-stricken and incapable of working. Was there anything the employer could do?
On 25 January 2018, the Labour Government signalled changes to the law governing trial periods. The changes are yet to pass into law. In the meantime it is business as usual, so I want to run through how you can use the trial period for new employees, under the current legislation.
In HR we encourage forward planning and documenting the agreed plans. Some might say I am slightly obsessive about this. But, quite simply, planning and documentation is good! With Christmas rolling around, the plan we should all be working on right now is our Leave Management Plan.
Thinking you might have stepped into some weird universe where HR has turned into Marketing? Don’t worry – it’s just a short visit, but definitely worthwhile.
While away on holiday I was sitting in a café one day and noticed something which has stuck with me. A very young person was delivering meals to a table. The scenario stuck in my mind as he just didn’t appear to fit that particular role. I don’t mean from a team fit perspective, but from a customer’s perspective.
Despite the title of this article, the first thing I have to say is that I love recruiting. Being able to match up the right employee to the right role is hugely satisfying. And I meet some real stars, who I know will go on to great things.
When someone on your team trots out this phrase, then you’ve got some work to do. No small business can afford to have employees with this attitude – everyone on your team needs to be prepared to pitch in and help.
Candidates don’t realise that every interaction with a recruiter reveals something. Every email, phone call or face to face meeting is a golden opportunity for the recruiter to assess them.
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.
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…