Written by John Berry on 16th September 2020. Revised 23rd September 2020.
4 min read
It’s imperative that managers implement a COVID-19-guidelines-compliant plan. This will involve the now-familiar controls such as limited numbers, distancing, screens, face-coverings and contact details for track and trace. But how can senior managers be sure that the plan is adhered to? We argue that the answer is though audit.
Written by Sue Berry on 27th June 2018. Revised 28th August 2020.
11 min read
The UK is suffering a massive skills and labour shortage. Whilst we hear a lot about the NHS, any manager in a technology-centric business will tell a similar story – we simply have too few engineers and scientists. Employing overseas workers can help. This article discusses how you apply for a visa sponsorship licence and go on to have a foreign worker apply for a visa. This article is up to date at 20th August 2020 and will be kept up to date as the UK Government explains its future visa policy.
Written by John Berry & Sue Berry on 28th June 2020. Revised 27th August 2020.
4 min read
Pay as present leading up to the notice of redundancy, and pay both notice and redundancy pay based on normal wages. The firm is liable under statute for both notice and redundancy payments. We believe it wrong to use Government payments intended to keep the firm afloat to meet the firm’s redundancy payment obligations. Here's our rationale.
Written by John Berry on 3rd May 2017. Revised 18th August 2020.
7 min read
Performance appraisals are worthwhile. Manager and subordinate sitting down together to review performance over the past year provides huge benefit. But for many it’s a time of dread. Unless controlled, both parties will use their power to distort the performance appraisal outcomes in their favour.
Written by John Berry on 23rd November 2017. Revised 28th June 2020.
5 min read
People believe that they must move up to progress. But in an SME, that’s rarely possible. Modern SMEs have flat structures and opportunities to move ‘up’ are few. So it’s often assumed that ambitious staff in SMEs have to leave to advance. To give careers in SMEs management and staff must e re-defined 'progress' on a personal level. It’s the taking on of greater responsibility, making greater contribution to the business and gaining greater personal achievement. Here's how progress becomes career.
Written by Sue Berry on 23rd August 2017. Revised 28th June 2020.
4 min read
Employment tribunals in England and Wales and Scotland deal with disputes between employer and employee. Fees are no longer payable. Just because there are no fees does not mean access to informal and speedy justice. Employment tribunals are neither informal, nor are they speedy. In principle, all grievance could move from tribunal to company procedures. This needs high trust by employees on management. There’s significant benefit for management striving to be a high trust firm. Here's how..