A manager’s guide to homeworking
Home working is where the firm extends its business activities from its premises to an employee’s home. A small part of the employee’s home is taken over by the firm for its benefit and the employer must acknowledge this. That simple paragraph needs careful consideration, case by case, home worker by home worker, to ensure that the scenario is lawful, controlled and beneficial to both parties.
Statement of employment particulars to be issued on or before the first day of work
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.
Contracts on start day: but what damage does it cause?
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.
Bank Holidays - England, Wales and Scotland
Bank Holiday dates for England, Wales and Scotland
Holiday pay still confuses
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.
Employee Engagement in Practice
A lecture to University of Sussex HRM MSc 2020 cohort. Focus is the dyadic pair - manager and employee – I aim here to give HR practitioners an understanding of how, in practice, their function, HR, can support managers in achieving employee engagement. Job engagement can be measured. And it can be achieved through management intervention. The HR manager’s role in achieving job engagement is as a consultant to the line manager.