HR for SME's

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Human Resources for the small employer - Catherine Howells

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HR for SME's

  1. 1. The Small Employer May 2009
  2. 2. How it comes together You – the employer Practical advice Legislation
  3. 3. Aims <ul><li>Provide understanding and awareness of </li></ul><ul><li>typical issues </li></ul><ul><li>practical solutions </li></ul><ul><li>… . in your context </li></ul>
  4. 4. Examples of this….. <ul><li>Legislation constantly changing. </li></ul><ul><li>E.g. new dispute regulations ( ACAS) </li></ul><ul><li>Flexible working rights extended </li></ul><ul><li>Costs </li></ul><ul><li>no upper limit on discrimination claims </li></ul><ul><li>Dispute regulations – compensation awarded -25% increase </li></ul><ul><li>“ Employee”. </li></ul><ul><li>Definition is widening to take account of vulnerable groups ( agency workers, home workers) </li></ul>
  5. 5. Does this affect me? <ul><li>Are you… </li></ul><ul><li>A small employer – 5 or more </li></ul><ul><li>Intending to grow, or </li></ul><ul><li>Do you…. </li></ul><ul><li>Employ and renew “ contract” or “ casual” staff </li></ul><ul><li>Have a problem facing you now </li></ul>
  6. 6. Typical areas covered by employment legislation <ul><li>Who is an “employee?” </li></ul><ul><li>Contracts of employment </li></ul><ul><li>Absence issues </li></ul><ul><li>Performance issues </li></ul><ul><li>Discrimination rights </li></ul><ul><li>Dismissal ( including redundancy) </li></ul>
  7. 7. So, to prevent or react to a situation you have to…… <ul><li>Interpret the legislation and … </li></ul><ul><li>Find a clear path </li></ul>
  8. 8. Interpret the legislation <ul><li>How do I manage my recruitment and advertising </li></ul><ul><li>Am I spelling out the contract </li></ul><ul><li>Disciplinary and dismissals </li></ul><ul><li>Working hours </li></ul><ul><li>Holidays and time off </li></ul><ul><li>Being unwell </li></ul><ul><li>Health and Safety </li></ul><ul><li>Tread with caution ( e.g. bullying) </li></ul><ul><li>Am I discriminating? </li></ul><ul><li>Consulting with staff </li></ul><ul><li>Minding your own business (e.g. data protection) </li></ul><ul><li>Resolving differences </li></ul><ul><li>Working out pay and other substantive benefits </li></ul>
  9. 9. Find a clear path <ul><li>Recruit with care </li></ul><ul><li>Communicate clearly </li></ul><ul><li>Spell out everyone’s responsibilities </li></ul><ul><li>Follow disciplinary procedures </li></ul><ul><li>Avoid ANY kind of discrimination </li></ul><ul><li>Take good care of your staff </li></ul><ul><li>Pay everything you owe </li></ul><ul><li>Consult correctly </li></ul><ul><li>Use mediation </li></ul><ul><li>Take good advice </li></ul><ul><li>Plan your people requirements – look ahead </li></ul>
  10. 10. How it comes together You – the employer Practical advice Legislation

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