Employing Staff Rochdale
It is crucial that you take your time in choosing your employees and that you respect them so they enjoy being at work. Keep reading to learn about considerations that must be given when employing staff.
Alternatively, if you need to make a permanent change to working hours from 28 to 20, you will need to gain the consent of the employees involved because it is a change to their agreed terms and conditions.
Offering your staff childcare vouchers could be a great way to support employees and save money through tax relief, writes Simon Moore, managing director of childcare voucher provider Computershare Voucher Services.
If this person has worked consistent hours each week and provides a particular personal service which they cannot easily turn down or pass on to someone else to complete, then there is a chance that this person may be classed as a worker and so entitled to holiday pay.
Good business practice would suggest that you advertise, shortlist and interview for every role available within your business. This ensures everyone is given a fair chance as well as ensuring your decision is the best one that you can make in the circumstances and is demonstrably fair. Obviously, as you understand this is a time consuming process however it is considered best practice.
Some employers do contract out their services in an effort to avoid the responsibilities and liabilities of the employer/employee relationship. However, before you decide to take this approach you need to be aware of the Transfer of Undertakings Protection of Employees legislation, also known as TUPE.
If you’ve never conducted an interview before, it can be a daunting task. Smallbusiness.co.uk and Peter Done, managing director of Peninsula Business Services, reveal how to get the most out of an interview and stay within the law.
Being a good manager means being there for your staff. But if you are there for them, who is there for you? Who supports the manager? What tools are available for you when things get tough? How do you support others?
Occupational pension schemes – these are private pension schemes run by some employers and are also known as a works pension, company pension or superannuation. You can find more information on occupational pensions here.
More employers are realising just how important it is to have a healthier workforce. Not just to help improve productivity and profit, but in respect of the vital contribution their performance has on the overall success of each and every business.
For employee lateness, discuss with your employees about how they will make the time up if they are leaving early or arriving late so that they can make the decision about when they want to leave. Where possible, consider what flexibility you can afford in unusually adverse weather conditions.
If you are a private company there is no legislation specifically requiring you to advertise the post. However, it is good practice to do so as otherwise, you could be in breach of your equal opportunities policy, if you have one, or in breach of the law protecting certain groups against discrimination in the workplace.
Good business practice would suggest that you advertise, shortlist and interview for every role available within your business. This ensures everyone is given a fair chance as well as ensuring your decision is the best one that you can make in the circumstances and is demonstrably fair. Obviously, as you understand this is a time consuming process however it is considered best practice.
Ideally it would seem sensible to advertise the vacancy as widely as appropriate to its level of importance and seniority. The law only specifically involves itself in N. Ireland under the auspices of the Fair Employment Act 1976 where recruitment processes must be targeted broadly to ensure no discrimination on the grounds of religion, political persuasion or opinion.
Here in this article are some advice on freelancing and dealing with your employers. If you want to get the tips on this topic, keep on reading for details.
Writing a health and safety policy is an important step for all businesses – as well as a legal requirement for those with five or more employees. The Heath and Safety Executive (HSE) defines a health and safety policy as a statement about how you will manage health and safety issues within your workplace.
You are right, advice may often seem conflicting, but this could be due to the sheer volume of material available on this subject. I have tried to keep my advice to the point without losing context. I hope it helps you see the wood for the trees.
The risk the apprenticeship causes you relates to loss of earnings because he has an argument for loss of earnings for the full length of the apprenticeship contract. However, you should contact the apprenticeship scheme to see if they can place him elsewhere to mitigate any future losses and reduce the level of any awards.
The Care Act 2000 lays down very stringent rules as to who can and cannot work with children and vulnerable adults. In some respects the legislation isn’t too sensible. There is an implication that you should take an individual on then clear them with the Criminal Records Bureau and anyone else necessary, i.e. by taking up references inquiries from previous employers.
Training in how to deal with employees suffering from stress is key. If nothing else, businesses need to recognise these risks from an economic point of view. Of course, the other consequences are bad for business too – namely, low staff morale and unhappiness at work.
I am purchasing a business and do not need to employ all of the current staff. If I need to release some of them in order to make the business viable, am I able to do so? Read on and get the answer in the article.
An employer is not legally under an obligation to provide a departing employee with a reference unless there is a contractual requirement to do so and the answer to this should be evident from reading the employment contract.
Alternatively, if you need to make a permanent change to working hours from 28 to 20, you will need to gain the consent of the employees involved because it is a change to their agreed terms and conditions.
Some of the tests include questions like do they control how their business is run, for example, do they decide which work they will take on, which hours they will keep and where they do the work? If they don't make these decisions, they are probably not self-employed.
Is there any advantage in changing from being self-employed to a limited company? Read through this article and get the answer.
Offering your staff childcare vouchers could be a great way to support employees and save money through tax relief, writes Simon Moore, managing director of childcare voucher provider Computershare Voucher Services.
Do you know what information should be included in the contract of employment? Here in this article is the brief introduction to the contract of employment. Read on to know the details.
This article include the basic knowledges of how to cut your staff's hours. If you are interested in this issue, keep on reading and you will know how you can do it.
While a team of hardworking, capable staff can help a business thrive, only one difficult employees can affect the business negatively greatly. This article teaches you some tips on dealing with difficult employees. Read on.
The feeling of being overloaded can happen at any level within an organisation, but as managers we have a responsibility to our staff to identify when workload is the primary issue involved in causing stress and to deal with the underlying causes. Reducing workload or changing working practices for staff is easier said than done. But we do have a responsibility to act. What can and should we do?
Computer keyboards can be a major health risk. In fact, it is such an issue now that companies are developing dishwasher-safe, antibacterial keyboards to combat the problem. These are a great idea but they are primarily used in the health sector so may not be available to all employees, which is why care should be taken to ensure desktops are clean.
I am buying a business, which has five members of staff. I want to run it as a family business, so won’t need all of the present workers. Can I dismiss them or reduce their hours without any legal issues?
Give consideration to the reason you will be dismissing staff. They have told you that they are going to be off sick for some time. This gives you the option of dismissal on medical capability grounds. Ask your employee for permission to contact their GP, or specialist if they have one, for a report on their condition and how long it is likely to last.
Remuneration alone won’t be enough to keep your staff motivated and cleverly thought out employee benefits are useful tools for ensuring staff loyalty. SmallBusiness.co.uk spoke to two businesses about their approach to benefits.
Typical treatment of employees includes paying a wage at regular intervals, deducting PAYE and NI, as well as dictating their hours of work, days of work, and control over how work is completed, and when they have time off.
An employer may request and hold this information on file if they have a legitimate reason, such as a concern that members of their workforce may not have obtained t'e right to work in this country, however, they should be registered with the Information Commissioner's Office as a data controller.
Employers who have more than one employee must provide liability insurance cover - but with some notable exceptions. Read on and get more information.
Employing non-UK nationals can bring with it a variety of benefits, may reduce skills or workforce shortages and can help promote equality and diversity. Yet business owners need to understand how to comply with relevant legislation and make sure the candidate is legally employable in the UK. The Home Office provides the following list of issues to consider.
The question with employing someone who is themself self-employed is, what is the real contractual relationship between the parties? What starts out as one type may change over a period of time to another.
A zero hour's contract is a normal contract of employment except for the “Hours of work” box. Readers may recall a lot of activity in the press in early 1997 about a fast food chain which was making employees clock off and wait, in the staff canteen, to be called back to clock on again for work, once customers entered the premises.
If you want to dismiss an employee then you need to make sure that you have fair reason for doing so, that you have followed the correct procedure, that you have reasonably investigated the situation and that the decision is a reasonable one in the circumstances.
In employment law there are only three types of employment; employee, worker and self-employed. Terms such as casual, temp and Agency are all well understood until someone questions their definition. A temp, casual or most “Agency” staff are employees, whose expected length of employment is likely to be of short or unknown duration.
If you were still employed by the company, it would be a case of making a deduction from wages, but as you have left their employment this is clearly not the case and as a result it makes it more difficult for them to get their hands on the cash.
You are in danger of being treated as an employee because you are starting your business just working for two clients. Your tax office may decide that these are two part-time jobs.
I employ a Saturday girl who has worked for six months. I have spoken to her twice asking her to improve in her daily jobs. She has failed to improve. What are the next steps?
You haven’t specified whether it is a permanent change to working hours that you wish to make, or simply a temporary measure to see you through until the next job comes in.