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It's easier to settle than manage

Blog PostWritten by John Berry on 23rd April 2019. Revised 25th March 2020.7 min read

Entrepreneurs and leaders must become managers and embrace management when they want to achieve something - when, metaphorically, they want to build ‘great big ships’. They must work with their people and help them excel, not demand performance and dismiss when that does not follow, or the relationship otherwise sours. Here's why - but take care, some managers may find that the truth in this offends.

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Managing restrictive covenants

Blog PostWritten by Sue Berry on 4th May 2017. Revised 25th March 2020.5 min read

So what happens when someone jumps ship to a competitor and has a restrictive covenant in their contract of employment? Restrictive covenants bind employee to neither solicit, compete, deal nor poach. Restrictive covenants are difficult to enforce, involving complex discussions and communications. Read here how to proceed.

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On Health Screening and Other Employee Surveillance: A guide to introduction

White PaperWritten by John Berry on 29th May 2017. Revised 25th March 2020.13 min read

Management has the right to manage. But it has to behave reasonably and have good reason for its actions. This paper addresses the general question often asked: can management implement routine screening, testing or other surveillance of employees, their goods, information and health? It goes on to show how management should go about its introduction in cases where screening or surveillance is appropriate.

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Annualised Hours Yields Flexibility

Blog PostWritten by Sue Berry on 3rd May 2017. Revised 25th March 2020.5 min read

The press is full of stories about flexible working. Normally, flexible working is considered as moving to part-time hours, working from home or perhaps converting to job share. But there is one tool that gets overlooked. It’s one that can really benefit both employee and employer – the introduction of annualised hours. Annualised hours contracts have been around for a long time. This blog gives the pros and cons.

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Competent Person Role Assures Health and Safety

Blog PostWritten by Sue Berry on 3rd May 2017. Revised 25th March 2020.5 min read

Recently we were asked if a person with specific health and safety responsibility, and identified by a firm as a Competent Person, needed a special section in their Terms and Conditions of Employment stating that they should ‘act without fear or favour’. What’s important is the delegated authority and status enabling them to carry out their role as required by management. Modification of employment documents is not needed.

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Do I need to provide a reference for an ex-employee

ArticleWritten by Sue Berry on 10th May 2017. Revised 25th March 2020.3 min read

There is no statutory or moral requirement upon an employer to provide a reference for a former employee. The exceptions are where the former employer has expressly agreed with the employee that a reference will be given as part of their negotiated exit conditions. Sometimes also there can be an implied contractual term that a reference will be given. The principles also apply where the manager is receiving a reference.

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