Written by John Berry on 3rd May 2017. Revised 10th November 2020.
7 min read
Pay is a complex business. Pay is not the only reason why folk leave one firm and move to another but often it is high in prominence in the overall decision. This blog sets out the primary criteria in deciding how much to pay an employee for doing a job and then describes a pay model that allows these criteria to be met.
Written by John Berry on 27th March 2020. Revised 10th November 2020.
6 min read
When business goes screwy, as is happening now during the coronavirus pandemic, it’s time for managers to think. To manage the recovery, managers need to develop one or more likely scenarios describing both the future market environment and the firm’s future required capability. Each scenario describes a possible state for which to plan. Here we discuss two methods of strategy-building, Delphi forecasting and rich picture/thematic analysis.
Written by Sue Berry on 29th September 2019. Revised 4th November 2020.
6 min read
Holiday pay, and holidays in general still cause managers difficulty. It's complex. Managers need to determine what holiday an employee is entitled to accrue. And there's no statutory need to allow further accrual with overtime. Managers must calculate, holiday by holiday, how much employees are to be paid when off. The rate must include commission, overtime and even travel time. TimelessTime has a calculator.
Written by John Berry on 28th September 2017. Revised 4th November 2020.
5 min read
There’s a situation that’s quite unsatisfactory and easily rectified to benefit all parties. It’s that often documents comprising the contract of employment are ‘issued’ by the employer to the employee once the new hire has actually started in the job. It’s lawful but unfair and risky. It also misses a huge opportunity to get relationships off to a flying start. Here’s why.
Written by Sue Berry on 29th April 2020. Revised 4th November 2020.
3 min read
From 6th April 2020, written statements (employment particulars) will now have to be provided for all ‘workers’ – not just employees - on or before their first day of work. This means that zero hours contract workers must also likewise be provided with a statement of particulars. This is a change from previous requirements for contracts not later than eight weeks in from start.
Written by John Berry on 31st May 2020. Revised 4th November 2020.
2 min read
The psychological contract defines how the employee feels about their employer. How an employee feels dictates their commitment. Commitment makes motivation and engagement possible. Commitment makes management possible. Has your employee psychological contracts taken a nose-dive recently?