Welcome to Hot HR

What's happening in Hot HR this week

2012-03-02T02:23:00.000-08:00

Welcome to all new members - we now have 1,378 members and the group is really seeing some great discussions and activity.

This week's update from Hot HR, provides you with the Speed Read from employment lawyers Ward Hadaway and a sample of interesting discussions and updates from the group for you to to read, join in and comment on.

WARD HADAWAY SPEED READ 20/2/12:

*Discriminatory comments – is context important?

*Religious beliefs clash with gay rights…again

*TUPE service provision changes cause yet more headaches

DISCUSSIONS: Lots of great discussions this week, here's a snap shot:

*Sleep or lack of it can be a huge source of stress, affecting our ability to focus and function effectively. The historical norm was two periods of sleep. Reassuring and interesting

*How to add value to your networx on LinkedIn

* Should employers insist on proper english?

* One little word

To read more, comment or start a discussion join here

EVENT: Employment Law Update 18th and 19th April - Following the sucess of the employment law update last year, Ward Hadaway in association with Hot HR are pleased to announce free employment law updates on 18th and 19th April at the Ward Hadaway offices in Leeds.

The very popular 'Social Media & Recruitment - The Right Way' seminar, held in association with Hot HR, is being running in Birmingham on 29th March. For more information or to register please click here

HR JOBS - Please look in the job section for current HR roles

JOIN US- Hot HR welcomes new contributors and partnerships, if you would like to discuss this further, please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR. Not already a member, click here to join Hot HR.

We look forward to seeing you in Hot HR!

Hot HR Update 20-24 February

2012-02-24T02:34:00.000-08:00

What's happening in Hot HR this week

Welcome to all new members - we now have 1,365 members and the group is really seeing some great discussions and activity.

WARD HADAWAY SPEED READ 20/2/12:

*Hands off my clients

*Can indirect age discrimination be justified by cost?

*Surrogate mothers - do they have rights?

DISCUSSIONS: Lots of great discussions this week, here's a snap shot:

* Mediation - woefully under-used but the government is actively promoting it as alternative to tribunals. I have a new checklist on "Mediation in the Workplace" which members may find useful.

* Should employers insist on 'proper english?'

* I often see smaller companies where the HR lead is the only women on the senior management team. I'm interested in members experience of this and how it affects their effectiveness.

* I'm creating a guide for line managers on how to handle employees who go out on maternity leave and a fact sheet for the employee. Does anyone have something similar they can share? Thanks!

To read more, comment or start a discussion join here

EVENT: The very popular 'Social Media & Recruitment - The Right Way' seminar, held in association with Hot HR, is being running in Birmingham on 29th March. For more information or to register please click here

HR JOBS - Please look in the job section for current HR roles

JOIN US- Hot HR welcomes new contributors and partnerships, if you would like to discuss this further, please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR. Not already a member, click here to join Hot HR.

We look forward to seeing you in Hot HR!

What's Hot in HR: 13-17 February

2012-02-17T01:49:00.000-08:00

What's Hot in HR this week?

Welcome to all new members - we now have over 1,350 members and the group is really seeing some great discussions and activity.

This week's update from Hot HR, provides you a sample of interesting discussions and updates for you to to read, join in and comment on.

DISCUSSIONS:

Lots of great discussions this week, here's a snap shot:

* Can anyone recommend a good Occupational Health service?
* Looking to outsource payroll - does anyone have any recommendations? 150 staff and
   growing!
* Can anyone recommend recruitment tests for sales positions?
* Can anyone recommend a company to conduct our Employee Engagement Survey?
* Hi there, can anyone advise on next steps when an employee has reached their maximum amount of sick pay (28 weeks)?

To read more, comment or start a discussion join here

HR JOBS - Please look in the job section for current HR roles

JOIN US- Hot HR welcomes new contributors and partnerships, if you would like to discuss this further, please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR. Not already a member, click here to join Hot HR.

Next week have a look at our blog for Ward Hadaway legal upates.

We look forward to seeing you in Hot HR!

Hot HR Update 6-10 February

2012-02-13T03:21:00.000-08:00

What's Hot in HR this week?

This week's update from Hot HR, provides you with current updates from Ward Hadaway, Hot HR's only employment law specialist along with a sample of interesting discussions and updates for you to to read, join in and comment on.

FROM WARD HADAWAY:
* Protective disclosures in the workplace – an employee's obligations

* Taxable payments to employees under TUPE transfers
* Government launches regional mediation networks

To read more from Ward Hadaway join Hot HR.

DISCUSSIONS:

* It's now official - those employed on or after 6 April this year WILL need 2 years' service to claim unfair dismissal (UFD). The relevant amending legislation was published this afternoon.
* Have to admit that I had no idea what this Facebook Timeline is all about, but here is someone who does! Informative read I think.
* Mediation - woefully under-used but the government is actively promoting it as alternative to tribunals. I have a new checklist on "Mediation in the Workplace" which members may find useful.

To read more, comment or start a discussion join here

STRATEGIC PARTNER ANNOUNCEMENT:
Hot HR welcome a brand new strategic partner with Virtual College.

Virtual College has been established for over 15 years, providing e-learning advice and products to over 700,000 people (and counting) in a range of public and private sector industries.

With an in house team of course developers, designers and technical staff we have over 150 modules available to use today, and develop new modules to keep up with changes in various industries.
With cutting edge Learning Management System offers unparalleled usability and functionality in:

• Tracking of learner progress
• Appraisal and Evaluations
• Recording Face to Face Training
• Event Management and Attendance Tracking
• Recording of offline learning and e-Portfolio evidence
• Personal Development Plans
• Creating Assessments
to name a few.

Secure online access is available 24/7 and with a dedicated support team based in Ilkley available by phone or email to all learners. There are dedicated professional divisions for Safeguarding, Healthcare, Housing, Trades and Apprenticeships, each of which know their industry inside out and work like hubs not just for e-learning, but industry developments in general.

To learn more or contact Virtual College please click here.

HR JOBS - Please look in the job section for current HR roles

JOIN US- Hot HR welcomes new contributors and partnerships, if you would like to discuss this further, please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR. Not already a member, click here to join Hot HR.

We look forward to seeing you in Hot HR!

Hot HR Update

2012-02-03T05:29:00.000-08:00

Welcome to this week's update from Hot HR, with updates from Ward Hadaway, Hot HR's only employment law specialist along with a sample of interesting discussions and updates for you to to read, join in and comment on.

From Ward Hadaway this week:

* Employers beware – Making adjustments for disabled employees
* Employer liability – Fighting in the workplace
* Reminder: New tribunal award limits in force from 1 February 2012
* Revised timetable for Auto-Enrolment announced

To read more from Ward Hadaway join Hot HR.

Discussions:

* Does anyone know of any good recruitment training providers?
* HR Manager role in Leeds
* Tough Interview questions

To read more, comment or start a discussion join here

Hot HR Feedback Polls
Please vote on the Hot HR polls requesting feedback from the group in order to review, improve and enhance the running of the group.
How often do you use the group?
What type of group user are you?
Waht do you find most useful in the group?
What would you like to see more of in the group?

HR JOBS - Please look in the job section for current HR roles

Join us - Hot HR welcomes new Hot Spot writers, contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

We look forward to seeing you in Hot HR!

The need for a good CV

2012-01-30T03:51:00.000-08:00

I have just revamped a CV for a friend looking for a new role, whilst the content was there, the format and layout needed a helping hand. It just wasn't the finished article, but they thought that it was ok and hadn't really questioned it.

Going through this process made me think about the quality of CV's that are out there. I also found myself asking do we still need a great CV these days.

Do you still need a CV with social media and online applications changing the way employers recruit?

My opinion was, and still is, that yes you absolutely still need a CV. Not only do you need a CV but it has to be a good one.

I found these statistics that support why a good CV with maximum impact is so important:

•almost a third only read a CV for 1 minute before making their decision

•the main reason for rejecting a CV is irrelevance to the job

•50% say the cover letter is as important as the CV

So, it's clear that first impressions count, your CV has to do the talking for you in the first instance and presentation is everything. If you don't provoke any initial interest then you won't even get a chance to impress in an interview.

It goes without saying that the job market is more competitive now than ever before, and this is unlikely to change in 2012. This is why your CV needs to standout! You need to make your CV a must read and sell your skills, make it a document that makes them want to offer you a job.

It isn't just about listing responsibilities from your last jobs, this alone won't secure you an interview, but focussing on what you have achieved within those duties and responsibilities, and how you can successfully build upon them and deliver in your next role just might.

You need to think about the format, layout, wording, and fonts and how best to present all your information, it's a hard process to get right, but once you have cracked it, it really just needs a tweak and update when you look for a new role.

If you do need to write a cover letter ensure that you use this opportunity to make your application specific to the role and highlight why youo are the best person for the role.

As for social media, I do believe that you must consider social media as part of your CV, utilising LinkedIn profiles etc., just consider how you want to be portrayed.

Social media an online recruitment is an excellent way of looking and applying for jobs, but the majority of the time you will still be asked to submit a CV. Even you if you don't have to submit your CV, having your CV next to you whilst you complete any application forms makes it so much easier and less time consuming having the information to hand, and at least you have it for next time!

So in response to my initial questions: the CV still lives on; better make it a good one!

For more tips and assistance with writing your CV click here

Hot HR udpdate

2012-01-27T03:40:00.000-08:00

From Ward Hadaway this week:

* When can a redundant employee refuse suitable alternative employment?
* The importance of clarity in sponsorship contracts
* New unfair dismissal qualifying period to only affect new starters

To read more from Ward Hadaway join Hot HR.

Discussions:

* I read this article on tough interview questions. Would you ask these tough interview questions? Have you ever asked them?

* 2012 employment law changes: six things employers need to know

* Mediation - woefully under-used but the government is actively promoting it as alternative to tribunals. I have a new checklist on "Mediation in the Workplace" which members may find useful.

To read more, comment or start a discussion join here

Hot HR Feedback Polls
This week Hot HR has run a selection of polls requesting feedback from the group in order to review, improve and enhance the running of the group.

To vote please click on the links:

How often do you use the group?

What type of group user are you?

Waht do you find mos useful in the group?

What would you like to see more of in the group?

HR JOBS - Please look in the job section for current HR roles

Join us - Hot HR welcomes new Hot Spot writers, contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

We look forward to seeing you in Hot HR!

Hot HR Update 16-20 January

2012-01-20T02:30:00.000-08:00

From Ward Hadaway this week:

* Indemnifying employees – The importance of strict drafting
* An employee's duty of faith towards their employer
* Equal Pay disparity – Councils given the green light to tackle inequalities

To read more from Ward Hadaway join Hot HR.

Discussions:

* I read this article on tough interview questions. Would you ask these tough interview questions? Have you ever asked them? Eight toughest interview questions

* Does anyone in the group have experience of going for ISO9001 accreditation?

I would love to hear your comments on the process and the benefit this has brought to your organisation.

* Hot HR member Karl Whittle shared his blog in Hot HR - My 2012 HR Resolution

To read more, comment or start a discussion join here

Vote on this poll: If, as looks likely, the new 2-year qualifying period for unfair dismissal rights only applies to new hires post-6 April 2012, will this affect the timing of your 2012 recruitment?

HR JOBS - Please look in the job section for current HR roles

Join us - Hot HR welcomes new Hot Spot writers, contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

We look forward to seeing you in Hot HR!

Hot HR update 9-13 January 2012

2012-01-13T04:02:00.000-08:00

Welcome to this week's upate from Hot HR.

This week we have updates from Ward Hadaway, Hot HR's only employment law specialist along with a sample of interesting discussions and updates for you to to read, join in and comment on.

Ward Hadaway

* TUPE – Similarity of activities in service provision changes
* Working Time Regulations – Opting out of the 48-hour week
* New rates of statutory pay announced

To read more from Ward Hadaway join Hot HR.

Discussions

* A very popular discussion - With social media very much in the news at the moment, I've put together a Checklist of issues to consider which I'm happy to share. Let me know if you want a copy.

* Fact or Fiction. People are more motivated to move away from pain than towards pleasure

* Best Companies accreditaion

Comment on these discussions

Join us

Hot HR welcomes new Hot Spot writers, contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

Thank you for your support over the last year and best wishes for a prosperous year ahead.

Hot HR Update 2-6 January 2012

2012-01-06T06:20:00.000-08:00

Happy New Year and welcome to the first Hot HR Update for 2012.

This week we have updates from Ward Hadaway, Hot HR's only employment law specialist along with a sample of interesting discussions and updates for you to to read, join in and comment on.

Ward Hadaway

Ward Hadaway: Important Dates For HR Professionals in 2012

2012 will see some significant changes and developments to employment law

To read more from Ward Hadaway join Hot HR.

Discussions

* LinkedIn news story worth looking at - Very interesting case - I do wonder if the 'CV' they refer to was simply the normal profile or an actual CV via one of the applications. Either way it will be interesting to see where this goes

* Has anyone got any examples of a customer care/incentive/feedback scheme they could share please - more interested in gathering good examples than rewarding!

Comment on these discussions

Join us

Hot HR welcomes new Hot Spot writers, contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

Thank you for your support over the last year and best wishes for a prosperous year ahead.

Hot HR Review of 2011

2011-12-19T01:47:00.000-08:00

It's hard to believe that it's nearly Christmas and another year is fast approaching. I thought I would take this opportunity to share some of the highlights from Hot HR from over the last 12 months.

This has been an exciting year for Hot HR, we have seen fantastic growth and we now have 1,240 members!

The statistics - show that the peak months for people joining the group in 2011 were May with 131 new members, November with 166 and 168 in September.

Our members - are all UK based HR professionals or people that have HR qualifications, a HR background or work in areas directly connected to HR.

In the group 37% of the group are HR Managers; 12% are based in London; 71% work in a HR function and 33% are in the HR industry.

Hot HR Ethos - these statistics really support the ethos behind the group, which is to become one of the UK’s leading HR networking groups by providing HR professionals with the information they require by sharing experiences, communicating directly with others and asking advice from leading specialists. It is important to Hot HR that the group remains a committed group to the HR profession with UK based dedicated HR professional members only. It is essential that the content and quality of the group is not diluted in any way and for this reason we are not numbers driven.

What happened in 2011.......

The first Hot HR Employment Law update in association with Ward Hadaway took place in Leeds. This will extend into 2012, with all updates being available via Hot HR.

Strategic partners - this year we welcomed relationships with strategic partners including:

-Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
-Stephen Hart owner of Edenchanges training
-Andy Whittle from Genesys Training
-David Taylor from Data Protection Consultancy
-Mark Terry from Edenred Employee Benefits
-Jenny Cooper from Key Steps Coaching for Stress Management

The Hot Spot - we also saw start of the Hot Spot, with articles written by members of Hot HR, inclusing Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape, Alison Mulholland from nef and Karl Whittle, a HR Programme Director.

Thank you - to all the group members for making Hot HR such a great group and to everyone who has contributed throughout the year. I hope that you have found the group useful and informative and that this will continue and grow in 2012.

The Future - there will be some exciting developments to the group in 2012, which will continue to make Hot HR an up to date and useful group for the HR community.

If you would like to join the group or recommend it to any HR professionals you may know please click here.

All that remains is for me to wish you all a very merry festive season, all the best for the New Year and I hope to see you in Hot HR in 2012!

Hot HR Update 12th-16th December

2011-12-16T03:55:00.000-08:00

Welcome to the Hot HR Update for this the last week, here's a roundup of the group activity:

Ward Hadaway Speed Read - W/C 12th December

1. Less favourable treatment due to marriage – what an employer should know

2. Determining reasonableness when dismissing after sickness

3.Auto-enrolment delay for small businesses

To read more from Ward Hadaway join Hot HR.

Discussions

* With social media very much in the news at the moment, I've put together a Checklist of issues to consider which I'm happy to share. Let me know if you want a copy.

* Does anyone know of a good freelance training consultant that can help write 5 modular training guides for the professional services industry. I have not got the resources myself to write them but would look to outsource. Any recommendations would be welcome

* Does anyone have experience of annualised hours working well in large companies? Case studies appreciated.

Please share your thoughts and experiences by joining HotHR.

Training

Hot HR can exclusively offer free training on how to use LinkedIn to recruit successfully. If you are interested please click here andregister.

Join us

Hot HR is looking for additional Hot Spot writers and contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

2011-12-12T05:56:00.000-08:00

Welcome to the Hot HR Update for this the last week, here's a roundup of the group activity:

Ward Hadaway Speed Read - W/C 5th December

1. Sick-workers: clarification regarding the carry-over of holidays

2. Government issues response to consultation on Employment Tribunal reform

3.Gender pay gap narrows

To read more from Ward Hadaway join Hot HR.

Discussions

*Would anyone be willing to share their Anti Bullying and Harassment Policy – I am doing a review of ours and would be interested in any feedback - happy to share the outcome.

* Am not going to join the lawyer Scrooges who publish the usual "Beware dangers of Christmas party" every year at this time, but ....

Please share your thoughts and experiences by joining HotHR.

Training

Hot HR can exclusively offer free training on how to use LinkedIn to recruit successfully. If you are interested please click here andregister.

Hot HR is looking for additional Hot Spot writers and contributors and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

Hot HR Update 28th November to 2nd December

2011-12-02T05:57:00.000-08:00

Welcome to the Hot HR Update for this week, already December, it's hard to believe!

Here's a round up of this week's action in the group:

Ward Hadaway Speed Read - W/C 28th November

1. Unfair dismissal – an employer's duty to investigate the facts
2. Constructive dismissal – employer pays the price for costly mistake
3. Government review of sickness absence

To read more from Ward Hadaway join Hot HR.

Discussions
1. Could anyone advise on how capability policy can effectively be used within a small organisation (600+) to tackle long term sickness?

2. HR Forums

3. Adding value" to Christmas and reducing the cost of personal stress, part 2. How can we prepare to enjoy the holiday? Let me know how you get on, share your own tips.

Please share your thoughts and experiences by joining Hot HR.

Hot HR Hot Spot

This week I am pleased to welcome a new guest writer for the Hot Spot - Karl Whittle.

Karl has written an excellent article on 'Are we striving for HR MI perfection?'

Karl is a HR Programme Director with broad and successful experience in the management of transformation of process, people and technology programmes in UK and international businesses.

Are we striving for HR MI perfection? Click here to read and comment.

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR is looking for additional Hot Spot writers and contributers and content partners, if you are interested please contact Alex via Hot HR.

Please see the Hot HR blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Not already a member, click here to join Hot HR.

Have a great weekend.

Hot HR Hot Spot - Are we striving for HR MI perfection? by Karl Whittle

2011-12-01T04:51:00.000-08:00

I am pleased to welcome Karl Whittle as a guest writter for the Hot HR Hot Spot.

A bit about Karl:

Karl is a HR Programme Director with broad and successful experience in the management of transformation of process, people and technology programmes in UK and international businesses. A hands-on problem solver with a high rate of achievement to resolve people and business challenges, drive transformation that delivers tangible results in diverse businesses. A proven and motivational team manager, engendering internal consensus and forging solid relationships with teams, senior stakeholders and strategic partners with a successful track record of delivering HR transformation and change programmes.

We hope you enjoy reading Karl's exciting article and blog.

Are we striving for HR MI perfection?

In today’s ever changing HR landscape are we investing sufficient time, thought and planning into how data can assist in making timely, effective and beneficial business decisions? Surely, long gone are the days where the extraction of data from our HR and Payroll systems are analysed and People decisions are made in isolation from the operational needs of a business?

However, no matter what surveys inform us about the importance of intelligently interrogating our People data and integrating this data to support business decisions it appears that we find ourselves in the “middle” ground of knowing and wanting to intelligently use our data, without providing ourselves with the “head-space” to fully understand how this data can be an ally. Should we be considering data as a valuable asset and not just a means to produce a collection of reports?

We have become proficient at reviewing and evolving our HR operating models so that we are able to adapt and change to support our business needs and demands; we are more knowledgeable and intelligent in sourcing and selecting ‘best of breed’ HR solutions to support and complement transformation programmes; but are we taking a ‘fit-for-purpose’ approach when it comes to accurately understanding data that we have in our business?

All too often I feel that we fall into a safety zone of analysing our People data in isolation, rather than reaching out and understanding what other data exists across our business. We wouldn’t bake a cake without all the ingredients, so why would we want to provide our business leaders with only part of the picture?

Should we not be taking a step back and working with our business leaders and partners in not only understanding the People challenges, but how data across the whole of the organisation can be combined to provide a holistic picture. We need to ask ourselves; what do we need from our data, where does our data exist, and how can this valuable asset help drive more informed and quantifiable decisions? Therefore, the ‘data’ discussion needs to be at the forefront of our minds when HR helps drive positive change across a business, and not as an after thought.

The direct correlation of different data sources can provide us with a full picture that we can easily and intelligently interrogate, and then for this, to provide us with the platform to complete “what-if” (predictive) models. Let’s understand what our data is telling us and not be afraid ask the questions; if we take route A compared to route B what are the advantages, what are the disadvantages; what underlying risks do we have and what options do we have to build in contingency; what are the impacts to the top & bottom line? As we become ever more sophisticated in delivering HR services to our business we should in turn become more demanding of how to use our data assets.

We need to be in a position to answer more business and commercial orientated questions and in turn provide intelligent analysed options. HR MI should not just be about People data (attracting & retaining Talent) but how do we as HR professionals contribute at the top table and lead change.

To comment on this article join Hot HR.

Hot HR Update 21-25 November

2011-11-28T03:10:00.000-08:00

Welcome to the Hot HR Update.

Not a member? Click here to join Hot HR.

Here's a round up of what happened in the group over the last week:

Ward Hadaway Speed Read - W/C 21st November

1. Whistleblowing – Grounds on which a dismissal is unfair

2. Racism – The consequences of a 'continuing act'

3.Government to consult on 'protected conversations'

To read more from Ward Hadaway join Hot HR.

Discussions

1. Does anyone have experience in employing EU candidates who will be based abroad? Can the standard employment contract apply? What will the TAX or NI implications be?

2.I am revamping our induction process by pulling everything that we do into a handbook. I am nearly there but does anyone have an induction handbook that they are willing to share for comparison?

3. Hello all. Could anyone advise on how capability policy can effectively be used within a small organisation (600+) to tackle long term sickness?

Could individual's contract of employment be terminated due to incapability to their perform job tasks outlined in job description without facing an unfair dismissal?

Please share your thoughts and experiences by joining Hot HR.

Hot HR content members:

This week content partner Jenny Cooper posted an article on stress at this time of year:

"Adding value to Christmas and reducing the cost of personal stress. " (part 1).

What does Christmas mean to you, and how can you "add value" to your experience this year? http://bit.ly/rO4uKc

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR is looking for additional Hot Spot writers and contributers and content partners, if you are interested please contact Alex via Hot HR.

Please see our blog for other articles and updates. Also follow Hot HR on Twitter @Hot_HR

Alex

Hot HR Update 14-18 November

2011-11-18T02:58:00.000-08:00

Hello and welcome to this week's Hot HR update.

The group is welcoming new members daily and there is some great discussions happening. If you aren't a member of Hot HR already click here to join  Hot HR .

Here's a round of what happened in the group this week:

Ward Hadaway Speed Read - W/C 14th November
1. Breach of contract: Failure to follow procedure
2. Inconsistent treatment of employees
3. Payment for holidays: A sick employee's obligation to make a request

To read more join Hot HR.

Discussions:
1. I am setting up a Training Academy to support the growth of our people to include exam support and coaching opportunities. Does anyone have any guidelines or materials in this area?
2. With toolkits, online help and the call centre approach are HR Advisors more like administrators?

Please share your thoughts and experiences by joining Hot HR.

Hot HR content members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
. Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:
We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions.

Please support their articles and dedcation to the group and feel free to respond, ask any questions.

Hot HR is looking for additional Hot Spot writers and contributers and content partners, if you are interested please contact Alex via Hot HR.

Please see our blog for other articles and updates:

http://hothr.blogspot.com/2011/11/hr-services-and-crb-checking.html

Follow Hot HR on Twitter @Hot_HR

Have a great weekend.
Alex

Hot HR Update 7-11 November

2011-11-11T03:55:00.000-08:00

Hello and welcome to this week's Hot HR update.

This week we welcome our 1060th member to the group. A warm welcome to all new members, we hope to see you joining in discussions and utilising the group to it's full potential.

Hot HR is looking for additional Hot Spot writers and contributers and content partners, if you are interested please contact Alex via Hot HR.

Here's a round of what happened in the group this week:

Ward Hadaway Speed Read - W/C 7th November
1. Statutory holiday rights for sick workers
2. Blowing the whistle on liability and causation
3. Fact v Opinion – An employer's obligation

To read more join Hot HR.

Discussions:
1. I'm looking into finding a provider of online Right to Work in the UK checks
and have had mixed responses on the availability of this
2. HR Forums

Please share your thoughts and experiences by joining Hot HR.

Hot HR content members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
. Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:
This week's Hot Spot is 'Why can’t we all just get along? (or the art of being nice)' by Alison Mulholland from nef.

We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions.

Please support their articles and dedcation to the group and feel free to respond, ask any questions.

Please see our blog for other articles and updates: http://hothr.blogspot.com/2011/11/hr-services-and-crb-checking.html

Have a great weekend.
Alex

HR Services and CRB Checking

2011-11-10T04:55:00.000-08:00

As a HR professional, in my current role I am continuously striving to find areas that bridge the gap between helping HR and making HR count towards the business.

With this in mind I had a project on the go for a few months looking at how CRB checking could add value to a business from a HR perspective.

It took some time to get off the ground, with differing ideas and service levels as well as working with IT on the best way to develop this, but we finally got there.

We have now combined services with Personnel Checks to create an exclusive partnership. Recognising that an increasing number of organisations utilised CRB checks as part of their recruitment process, networx have partnered with Personnel Checks; a registered umbrella body of the criminal record bureau, means clients can simply include CRB checks into their current recruitment process.

As a highly respected organisation, thousands of companies used the CRB service of Personnel Checks last year, including large corporate organisations, health and education sectors, and financial service organisations. Personnel Checks offers Basic, Standard and Enhanced CRB checks, and promises a rapid turnaround time.

Future plans for the partnership involves seamlessly integrating the Personnel Check’s CRB service into networx’s apoint technology. The process, which will allow for an organisation to request a CRB check on a candidate by simply clicking a button, is designed to promote speed and simplicity whilst keeping all of the client’s recruitment needs in one place.

For more information on the partnership and how it could benefit your organisation, please e-mail alex.murgatroyd@networxrecruitment.com

Hot HR Hot Spot 'Why can’t we all just get along? (or the art of being nice)' by Alison Mulholland from nef

2011-11-10T04:37:00.000-08:00

Why can’t we all just get along? (or the art of being nice)

I work with two of the loveliest people (hi Lois and Laura) and they always make you feel that nothing is a bother for them. This, in turn, makes me want to help them. Simple. So why is this so hard for people to understand? In the course of most people’s working life they will be hassled. Shouted at and belittled and, for some customer- facing staff, there are even more serious situations. Unbelievably, at Transport for London there were 1,400 assaults on staff in 2010/11 and this is a reduction from the amount the year before!

Although most of us won’t face anything as bad as being physically assaulted it can be easy to remember that, in HR, we are dealing with real people with real problems. For example, I have often seen managers complain that people are getting stroppy over the fact that their pay is wrong, forgetting that is how people pay their bills and, of course, you can never really know people’s financial situation. One particular time sticks out for me where I had one senior HR manager mess up on someone’s pay which saw them get only half of what they should be getting. The manager’s feeling was that the member of staff should be able to cope on half pay which would mean the manager not having to confess her mistake and instead just adjusting next month’s payroll. Had she spoken to the person concerned (as I did) they would have discovered that the staff member had just moved house, was flat broke after stumping up a large deposit and really needed the pay she was owed.

I try to work with a customer service mindset, not just treating others how I would like to be treated but using the phrase “what sort of person do I want to be” to influence how I work. In HR we often have to deal with difficult and sometimes heartbreaking situations and dealing with these issues in a sensitive manner can make all the difference to the employees involved and often results in a better outcome all round.

The other side of being a nice person is that people will want to work with you – we all know horror stories about people who have had bad service in shops and won’t go back to them – we in HR must make sure we give the customer service to all our customers (and that includes those that are off with bad backs but posting pictures of themselves on Facebook doing somersaults, those caught stealing red handed).

So try and be a Ms or Mr Do-As-You-Would-Be-Done-By and see what happens.

Hot HR Update 31 Oct - 4 Nov

2011-11-04T05:30:00.000-07:00

Hello and welcome to this week's Hot HR update.

This week we welcome our 1030th member to the group. A warm welcome to all new members, we hope to see you joining in discussions and utilising the group to it's full potential.

If anyone has any ideas or recommendations for the group, please do not hesitate to contact me.

Here's a round of what happened in the group this week:

Ward Hadaway Speed Read - W/C 31st October
1. Failure to alleviate loss – an employee's refusal to transfer roles
2. Employee status – establishing the element of control
3. The importance of deciding the appropriate grounds for dismissal
To read more join Hot HR.

Discussions:
1. A simple appraisal plan
2. Public and private sector, is there a difference to a good HR professional?
    People are people wherever you go, but the business infrastructures and
    cultures can undoubtedly be different. Thoughts?
3.  Not every objective is SMART

Please share your thoughts and experiences by joining Hot HR.

Hot HR content members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
. Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:
This week's Hot Spot is 'Keeping it Simple' by Michael Rabone, HR Manager for The Seafood Restaurant.

We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions.

Please support their articles and dedcation to the group and feel free to respond, ask any questions.

We are looking for additional Hot Spot writers, if you are interested please contact Alex via Hot HR.

Have a great weekend and bonfire night.
Alex

Hot HR Hot Spot 'Keeping it Simple' by Michael Rabone, HR Manager for The Seafood Restaurant

2011-11-02T03:52:00.000-07:00

Keeping It Simple

Michael Rabone, HR Manager for The Seafood Restaurant

Reading Chris Rooney's topic about a simple appraisal process got me thinking about a recent story that I read in People Management ('Can HR keep it simple?') This article included an example of a large company with a business plan that was simply defined on an a3 document, which I would be intrigued to see!

Things have undoubtedly become more complicated with the raft of legislation that shapes the way we work, however, we also recognise that the more complicated our approach gets, the more likely we are to suffer challenges with engaging our people.

I’d be interested to understand more about experiences from fellow HR professionals where processes or policies have been overhauled with a view to simplifying the approach and the benefits (where applicable) of taking this course of action…

Hot HR Update

2011-10-24T04:47:00.000-07:00

Amazing news - Hot HR has now reached the 1000 mark - with over 1000 members the group is going from strength to strength. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

Welcome to all new members, we hope to see you joining in discussions and utilising the group to it's full potential.

If anyone has any ideas or recommendations for the group, please do not hesitate to contact me.

On 20th October Hot HR ran an event in Leeds 'Social Media - The Right Way' in partnership with Ward Hadaway law firm covering using social media for recruitment and legal and legislative aspects of social media. This was a great success, many thanks to all those that attended. If you would like any information please do not hesitate to contact me.

A round of what happened in the group this week:

Ward Hadaway Speed Read - W/C 17th October
1.TUPE – When is it effective to vary contracts?
2.The cost of accommodating employees
3.Foreign doctors will be required to meet minimum standards of English

To read more join Hot HR.

Discussions:
1. Hi all, I have been tasked with drafting an Absence Policy & don't know where to start. Does anybody have any ideas or suggestions?
2.HR Software
Hello, i am currently looking to introduce a new HR Software package does anybody have any recommendations or are using a good piece of kit. We have circa 300 staff and are using Sage at the moment. All info gratefully received!

Please share your thoughts and experiences by joining Hot HR.

Hot HR content members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits
. Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:
We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Update 10-14 October

2011-10-14T02:55:00.000-07:00

With 980 members the group is going from strength to strength. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

We welcome all new members, please recommend the group to all HR Professionals you may know and who are in your network.

Here is a round of what happened in the group this week:

Ward Hadaway Speed Read - W/C 10.10.2011

1. Disability discrimination - making adjustments for employees.
2. Dismissing with notice - what employers should be aware of.
3. The importance of keeping in touch with absent employees.
4. New legislation.

To read more join Hot HR.

Discussions:

1. Public and private sector, is there a difference to a good HR professional? People are people wherever you go, but the business infrastructures and cultures can undoubtedly be different. Thoughts?

2. Rewarding full attendance - a good move for positive reinforcement, or is it just throwing extra at those who've simply earned their salary by turning up as they're supposed to?

3. I'm looking at carrying out some in depth profiling for our sales team. Can anyone recommend ways of doing this?

Please share your thoughts and experiences by joining Hot HR.

Hot HR content members:

• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors

• Stephen Hart owner of Edenchanges training

• Andy Whittle from Genesys Training

• David Taylor from Data Protection Consultancy

• Mark Terry from Edenred Employee Benefits
. Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:

We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Update 3rd-7th October 2011

2011-10-07T02:42:00.000-07:00

With over 960 members the group is going from strength to strength. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

We welcome all new members, please recommend the group to all HR Professionals you may know and who are in your network.
Here is a round of what happened in the group this week:

Speed Read from Ward Hadaway:
1. Discrimination - making those at fault accountable for their actions.
2. Government Proposals for Employment Law Reform.
3. New legislation set to promote transparency in the public sector.

To read more join Hot HR.

Discussions:
1. Social Media - help needed
2. Has anyone got a social networking policy they are willing to share? we are just working on our and would value other view points
3. What's wrong with the C word?
4.Hi, I'm looking to speak to people who deal with induction training or other forms of staff training at their company.

Hot HR content members:

• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors

• Stephen Hart owner of Edenchanges training

• Andy Whittle from Genesys Training

• David Taylor from Data Protection Consultancy

• Mark Terry from Edenred Employee Benefits

. Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:

This week's hot spot was written by Michael Rabone on Graduate Recruitment.

Please let us know what your thoughts are on this article and share your experiences f graduate recruitment.

We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Hot Spot on Graduate Recruitment from Michael Rabone

2011-10-04T06:32:00.000-07:00

Graduate Recruitment

Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall considers the impact of labour market changes on graduate recruitment.

Having been given a fantastic career opportunity with a large company that offered a graduate placement programme, it is a topic that I’ve remained close to as I feel that graduate recruitment is an important part of a balanced approach to resourcing. Prior to recent news regarding university fees, the volume of individuals with a degree, coupled with recent changes to the economy and labour market, appear to have had a significant impact on the volume of graduates looking for work.

Whilst some businesses have cut their graduate recruitment, others appear to have maintained or even increased the number of opportunities provided. I recently met with a recruitment officer from PwC and they are currently recruiting for 1,300 graduates for their latest intake; incredibly, they have encountered some graduate recruitment challenges in the South West and it left me wondering what we can do to help individuals to fulfil their potential and for businesses of all sizes to take advantage of the fantastic opportunity that currently exists.

There are some circumstances locally that have created a bottle-neck for graduate recruitment that may sound familiar; limited ‘large company’ graduate schemes, increasing opportunities to study degree-level qualifications locally and a reluctance to relocate all combine to make for a potentially difficult situation if you happen to be looking for a graduate level job.

This opportunity creates plenty of room for innovation and a fantastic graduate recruitment scheme in Cornwall called ‘Unlocking Cornish Potential’ has so far placed over 750 graduates into micro businesses and SMEs in order to provide a large company style graduate programme when the business infrastructure would be unlikely to be able to support such a scheme in-house.

The collective effort to develop local graduates is incredibly inspiring; a two week ‘stand out from the crowd’ programme offers a fantastic opportunity to develop knowledge and awareness of a vast array of topics that will help graduates to prepare for their next career move, including tips on applying for graduate roles, entrepreneurial skills, business skills and an insight into assessment processes along with the opportunity to network with guest speakers from local businesses that recruit graduates. Twelve month graduate placement programmes, graduate business start-up support and under-graduate placements make up the options available to those seeking graduate level opportunities in the local area.

Cornwall’s Convergence funding (European Social Fund) gives the process a valuable boost, offering graduates a training and development budget in additional to potential wage subsidies that are geared towards assisting business start-ups to attract graduate talent at rate they never thought would be possible.

I’ve been very fortunate to have been given the opportunity to give something back to the graduate recruitment process by getting involved as a guest speaker and mentor for those looking to develop HR careers. We’ve now recruited eight graduates into our company through this particular scheme, with contract extensions offered to each individual that has completed their twelve month graduate programme.

One fantastic benefit of being involved is the potential that you get to see; two individuals that have been appointed to graduate roles within our business were identified via the ‘stand out from the crowd’ programme as it quickly became apparent that they were exactly what we were looking for. We have continued to offer graduate roles with the support of this particular scheme; something that certainly wouldn’t be as easy if we tried to manage the process in-house.

There’s no doubt that the graduate market has changed; I’ve seen a major shift away from new graduates that are fresh out of university towards a number of individuals that have made a decision to re-train, be it for a new challenge or the difficulty of being made redundant. There are now a number of experienced graduates seeking to re-enter the labour market that can demonstrate a track record of skills and experience to back up their academic achievements, something that gives an extra dimension to the graduate market.

The interesting aspect is that many of the graduates I have met are looking for the right opportunity with a company that could support their longer-term career goals and it doesn’t necessarily mean that a specific graduate programme is required to tempt an individual into an opportunity.

The competition out there is substantial, which can only be a good thing for us as employers. The only question that remains is whether we have the means as employers to maximise the potential that this opportunity may bring?

Hot HR Update 26th -30th September

2011-09-30T02:09:00.000-07:00

With over 900 members the group is going from strength to strength. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

We welcome all new members, please recommend the group to all HR Professionals you may know and who are in your network.

Here is a round of what happened in the group this week:

Speed Read from Ward Hadaway: 1. References: What employers need to know.
2. Facebook: What employers should consider with regard to their employees

To read more join Hot HR.

Discussions:
1. I'd love your thoughts on how to motivate a large team who are doing a routine task. Ideas on friendly competition and free ways to encourage production and job satisfaction would be very welcome.
2.   Has anyone got a social networking policy they are willing to share? we are just working on our and would value other view points
3.     I'm putting together an employee communications survey - does anyone have any tips on how best to approach this? I'd like to achieve a good response rate if possible. Thanks

Hot HR content members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
   • Stephen Hart owner of Edenchanges training
   • Andy Whittle from Genesys Training
   • David Taylor from Data Protection Consultancy
   • Mark Terry from Edenred Employee Benefits

Jenny Cooper from Key Steps Coaching for Stress Management

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot: We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Update

2011-09-23T02:07:00.000-07:00

With over 850 members the group is going from strength to strength. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

We welcome all new members, please recommend the group to all HR Professionals you may know and who are in your network.

Here is a round of what happened in the group this week:

Speed Read from Ward Hadaway:
1. Unfair Dismissal
2. All Aboard! A boost for employers as apprenticeship red-tape is slashed
3. Rest breaks

To read more join Hot HR.

Discussions:
1. I'd love your thoughts on how to motivate a large team who are doing a routine task. Ideas on friendly competition and free ways to encourage production and job satisfaction would be very welcome.
2. I'm putting together an employee communications survey - does anyone have any tips on how best to approach this? I'd like to achieve a good response rate if possible.
3. What are your thoughts on Investors In People?

Hot HR Content Members:
This week Hot HR welcomed Jenny Cooper from Key Steps Coaching for Stress Management.

Jenny specialises in stress management and will happily answer any questions you may have and will be sharing information within the group about this area that effects us all.

Current content members: • Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot HR Hot Spot:
We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Update

2011-09-16T03:23:00.000-07:00

It's feeling distincly Autumnal this week, but it's hotting up in Hot HR with some great discussions, Hot Spots and offers from Ward Hadaway.

Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

Here is a round of what happened in the group this week:

Discussions:

This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. Can anybody tell me if an employer, USA/UK,has the legal right to read or forward the mailbox of a former employee to his/hers manager? This to avoid that tasks are forgotten, contacts are lost etc.

2. Ward Hadaway Insight - For those organisations who find themselves on the wrong end of a discrimination claim, usually the greatest fear is the potentially large financial implications of any award being made by the tribunal in favour of a successful...

3. Who owns a LinkedIn database?

To read more join Hot HR.

Exclusive offer from Ward Hadaway for Hot HR Members:

Ward Hadaway Autumn HR Workshops: Exclusive offer only available to HOT HR members. We are pleased to offer a 30% reduction only to HOT HR members who wish to attend our Autumn HR Workshops.

Hot HR Content Members:

• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot Spot:

Hot HR Hot Spot - 'The Case for Doing Less in HR' by Tim Rawson

We have 4 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw, Caroline Hackney from Cape and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Hot Spot - 'The Case for Doing Less in HR' by Tim Rawson

2011-09-13T02:24:00.000-07:00

Welcome to the second Hot Spot article written by Tim Rawson, HR Manager for Travel Jigsaw. Thought provoking and interesting - please comment on this article in Hot HR.

The Case for Doing Less in HR

We’ve got a problem. An employee did something, and we didn’t like it. Something went awry last time we processed the payroll file. A manager spoke to an employee in a way we wouldn’t have. HR snaps in to action, forms a committee, draws a diagram, drafts a proposal and two months later, a new policy is ready to solve the world’s ills. Or is it?

Here’s why you don’t need another policy. Your HR team can’t handle it. Your managers won’t read it, and your employees don’t want it.

OK. Well maybe we can have a couple. We all need a bit of certainty and an agreed ‘way of doing things’ on the key points. Recruitment, disciplinary, grievance etc. But how many policies could we get rid of? How short could we make our employee handbooks and how attractive and readable would they be as a result?

We all have a disciplinary policy in place and it sets out boundaries of behaviour and conduct. Most companies will have a capability policy which defines how poor performance is tackled. So why on earth would we need a Social Networking Policy, or an Email Policy, a holiday policy, a drugs policy (surely being high at work is covered in the conduct policy?) or a 44 page dress code? Surely as adults we can discuss performance with employees and managers without having to write every minute detail of daily life down at every turn, only for it to need updating and reviewing constantly.

Now, at this point I may have been tempted to bang on about how no-one needs an Olympics Policy, but credit where it’s due, Simon Jones beat me to it here.

Policies often make it harder to manage people!

Take a look at your contracts of employment. No doubt drafted by an experienced employment lawyer. What DON’T they cover?

· ‘Job title and duties’, (basically saying we reserve the right to ask you to do ANYTHING within reason, at ANYTIME)

· ‘Pay and hours of work’ (which we reserve the right to change too)

· ‘Absence’ (usually saying most of what your ‘essential’ absence policy says)

The list goes on. Become familiar with this document, and you’ll be surprised how infrequently you need to refer to a policy. If you have a specific policy, you’ll have to prove the employee had the correct copy and that they agreed to it or had sufficient notice of the change, before using its teeth.

And lastly, if you write a policy which sets out all ‘unacceptable’ activity in a document, you are essentially saying that all other behaviour is de facto acceptable!

Make a general statement about behaviour and standards, and the company remains in control of interpretation and application of those rules. Draft a policy on everything and we’ll all be chasing our tails forever and a day.

The company I work for is GREAT at what it does. It doesn’t need me to tell it how to go about its everyday business. So, sometimes, the best you can do as an HR Manager is let the guys who call the customers, seal the deals, and improve the profit margin do what they do best.

They’ll thank you for it!

Hot HR Update 5-9 September

2011-09-09T04:52:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Now the holiday period is over and the kids have returned to school, things will hopefully return to normal with the return of the regular speed reads and updates being posted.

This week there have been some really interesting discussions happening within the group. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

Here is a round of what happened in the group this week:

Discussions:

This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. An interesting article on buying a recruitment system for your organisation!
2. Can anybody shed some light on how to approach a situation where a long time employee has just gone missing (AWOL). We have made numerous attemps to contact him. Could we terminate employment?

If you would like to comment on any of these discussions please join Hot HR.

Hot HR Content Members:

• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot Spot:

This week we welcomed another exciting new writer for the Hot Spot - Caroline Hackney, HR Manager from Cape UK. Caroline wrote a great article on the HR Balancing act.

Caroline complements the existing 3 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw and Alison Mulholland from nef.

Thank you to Michael, Tim, Caroline and Alison for their contributions. Please support their articles and dedcation to the group and feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Hot Spot - The Balancing Act by Caroline Hackney

2011-09-07T05:10:00.000-07:00

I'm pleased to welcome Caroline Hackney to the 'Hot Spot'. Caroline is the UK HR Manager -Onshore for Cape UK and has written her first article for Hot HR on the balancing act of HR.

A little bit about Caroline - Caroline has worked in HR for 12 years and joined Cape plc over three years ago and now holds the position of UK HR Manager for Onshore operations, which usually peak at around 3000 directly employed personnel. Cape is an international leader in the provision of essential non-mechanical industrial services, principally to plant operators in the oil and gas, power generation, chemical, minerals and mining sectors and major Engineering and Construction (E&C) contractors.

Their UK operations are heavily unionised and they work to various National and Local Agreements. Caroline's role is demanding, interesting and very varied from policy and systems to generalist HR. The UK HR team is purposefully lean to ensure they have a very focused and operational approach to HR in the business.For Caroline, the old cliché certainly rings true – no two days are ever the same!

The Balancing Act

Human Resources, Personnel, People Management, Employee Relations.....whatever you call yourself or whichever speciality you find yourself in, as a HR professional ‘people’ are at the heart of everything we do, aren’t they? But, as businesses buckle down and focus on the bottom line I sense a more ‘operationally led’ shift in the direction of HR; so how do the two reconcile with each other?

I have spent the past 12 or so years working predominantly for engineering companies, with a brief stint in the public sector. I consider myself to be an operationally driven HR Manager who can consider the bigger picture of the corporate situation whilst still thinking about the impact of those business decisions on the individuals. But how true is this in reality? Can we ever be all things to all people?

I’ll give you my musings on the subject but would love to hear your viewpoints and experiences – it’s great to get input from all perspectives, industry sectors and it’s impossible to cover all angles in this ‘Hot Spot’ without it turning into ‘War and Peace’.

Most businesses have seen redundancies and restructuring over the past few years as they evolve to meet the changing economic climate. We all know that this has to happen for the ‘greater good’ but how do we balance this with knowing we are ultimately going to see people lose their jobs?

My mother asks me very little about what I do for a living; in truth I don’t think she ‘gets’ HR in the least! However a little while ago, when I was in the midst of national consultations relating to a closure of part of the business and refocusing resources elsewhere, she asked what I was busy with at work. When I told her she looked horrified and said ‘How do you sleep at night knowing you are going to be telling people that they have lost their jobs?’. It wasn’t something I’d really thought about in those terms previously and caught me a bit off guard. When I sat back and reflected I concluded that the reason I hadn’t been losing sleep was because of the manner in which we were tackling the issue. It had been considered, planned and communicated well at the ‘at risk’ stage. We were then taking the time to travel the length and breadth of the country to spend as long as needed with individuals ranging from labourers to managers. They appreciated the time, effort and thought that was being expended on the process and despite being a large plc we were treating them as individuals and with respect. It wasn’t a ‘nice’ job but I took pride in handling the situation with sensitivity, whilst still keeping the business priorities in mind.

I’ve worked in teams that are so wrapped up in the people issues that the HR department has no business credibility and is actually seen as a ‘blocker’ to operational activities. I think that this achieves nothing but frustration on all sides.

To be an effective HR department or manager we need to have robust systems and procedures, fit for purpose, and of an appropriate level of detail. They need to be backed up with common sense HR advice where required. I believe in empowering managers by imparting knowledge and then providing a safety net if they need it. I think that the HR function should be the conscience of a business – a sounding board for the fairness of decisions and a problem solver for the ‘difficult’ situations businesses of all sizes inevitably find themselves in. If we do all this effectively then I think it is possible to balance business and people priorities. Nobody’s perfect, we all make mistakes and errors of judgement, but if we work with other parts of our businesses, make informed and sound decisions and then treat people with respect we can achieve harmony.....at least most of the time!!

So, that’s my two penneth’s worth. What’s yours?

Hot HR Update 22-26 August

2011-08-26T06:07:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

There have been some really fantastic discussions happening within the group over the last week. Thank you to all those that have contributed and are using the group, I hope you continue to find the group of use.

Here is a round up of this week's discussions and exciting news from within the group:

Ward Hadaway Speed Read:
1. ECJ considers issue of retirement age
2. Conspiracy theories and belief discrimination
3. The relevance of the 'effective date of termination'?

To find out more connect to Hot HR

Discussions:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. Can anybody shed some light on how to approach a situation where a long
    time employee has just gone missing (AWOL). We have made numerous
    attemps to contact him. Could we terminate employment?
2. Zero Hour Contracts
3. I saw this discussion on another group and thought it could be answered in
    HotHR- "Does Human Resources represent the company or the employees?"
    What are your thoughts?

If you would like to comment on any of these discussions please join Hot HR.

Hot HR Content Members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits

Please use Hot HR as a forum to ask the content members any questions you might have in their fields of expertise, no matter how big or small the question, our experts can help!

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot Spot:
This week we welcomed another exciting new writer for the Hot Spot - Alison Mulholland from nef. Alison wrote a great article on 'Being a HR manager doesn’t make me a better parent (but being a parent makes me a better HR manager)'

We now have 3 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein, Tim Rawson HR Manager from Travel Jigsaw and Alison Mulholland from nef.

Thank you to Michael, Tim and Alison for their contributions. Please feel free to respond, ask any questions or if you would like join the exciting Hot Spot writers please contact Alex via Hot HR.

Hot HR Hot Spot - HR Careers by Michael Rabone

2011-08-26T05:44:00.000-07:00

Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall considers the wider appeal of HR as a career option and looks at the various routes into HR-related roles.

I recently completed an e-survey relating to HR careers and it got me thinking – how did I end up here? I’ve come to the conclusion that I’m not alone in the fact that I didn’t have a grand plan to break into the world of human resources, mainly because I had no idea what the HR role or function was about!

As a result, I’m intrigued to establish how other HOT HR members have found their way into a HR career and their general perspective on HR as a career in general.

Having to make such an important career choice whilst studying for A-levels proved surprisingly difficult and it soon dawned on me that I’d made the wrong decision signing up for an IT degree. After providing a vague explanation outlining that I’d like to do something that involved business and people management, I recognise that I owe a great deal to the University lecturer that gave me a gentle nudge in the right direction; something that I have since established is a vital part of the role of an effective leader.

I feel that the profile of HR as a career option is growing and that it is important for us as professionals to demonstrate that we are business-savvy and able to add value to the organisation. I appreciate that the impact of the HR team can be limited in some situations, be it through resources, knowledge or the general perception of the HR function as a whole; however, we all have the potential to make a difference and to find ways to influence business improvements through effective people management.

I also like the fact that there are so many different routes into HR careers; looking around the office we have a personnel management graduate, a marketing graduate, an individual with 26 years of payroll and personnel experience and a recently appointed HR trainee with a masters degree and so much drive to succeed in the industry that he turned up at a hospitality careers event, shook my hand and said, ‘my name is Benjamin and I want a career in HR!’ Needless to say, this young man has a bright future ahead of him and was fortunate enough to be given the chance to meet with Chris Grayling to discuss youth unemployment and work placement programmes, having been part of a work placement programme himself.

A career in HR has proven rewarding, fascinating and varied; I have quickly learnt that people have an outstanding ability to surprise you, in every sense. The most important aspect is the satisfaction that comes with doing the right thing, looking after individual interests and supporting the development of those that show potential to do more in the future. I also like the fact that a role in HR demands an important range of personal qualities such as integrity, honesty and credibility and the need to role model such behaviours is vital if the influencing aspect of the role is to be achieved.

I appreciate that there are also many barriers to overcome, especially amongst organisations that have had limited exposure to the benefits of an effective HR function, whether cultural or due to business growth. With varied demands such as legislative change, compliance and the fact that the employment relationship can be enhanced or diminished so easily, it is great to know that there is so much potential to play a part in the overall success of a business.

There is also the consideration of CIPD accreditation and the significance that some employers put on this particular requirement; as a CIPD member I am aware of the benefits of professional development and accreditation; I also recognise that there is a great possibility the right person for a role could be easily overlooked if a specific request for CIPD accredited applicants is made at the recruitment stage.

Taking all of the above into account, I’d be delighted to hear how HOT HR members have developed their HR career, how much significance CIPD accreditation has and the perception of HR for those starting out and thinking about people management as a possible career. Feel free to post your comments after this article!

Hot HR Hot Spot - Being a HR manager doesn’t make me a better parent (but being a parent makes me a better HR manager)

2011-08-23T01:50:00.000-07:00

Great news - this week we have another addition to our Hot Spot writers - Alison Mulholland from nef.

Alison has worked in HR for the last 12 years, 7 of which were looking after recruitment at Shelter but has also worked in Education and Retail HR departments. She holds a post-graduate qualification in HR from the University of East London and is qualified in psychometric testing. Her previous roles have seen her take on a variety of HR challenges such as how to interview 40 applicants in one day, how to engage with staff that work in 80 different locations and, most nerve-wracking of all, standing in front of a group of 17 year olds giving a talk on how to succeed in HR.

Alison's role at nef sees her involved in all aspects of HR including recruitment, employee relations and training. She is very passionate about HR making a real difference to organisations and enjoys working alongside the professional and friendly staff at nef.

Being a HR manager doesn’t make me a better parent (but being a parent makes me a better HR manager)

I was listening to radio four the other day and heard a fascinating show with two child psychologists. While I didn’t agree with everything they had to say – they were a bit sniffy about someone who seemed to over praise their child and if that’s the worst thing you’re doing as a parent or even a manager then you’re probably doing okay – one of them did say something that really struck a chord with me. She was asked how much her job had influenced her parenting style and she said that it hadn’t made her a better parent but had made her aware of issues parents faced and infinitely more flexible in her approach. It really made me think – how has being a parent affected the way I have done things?

My 4-year-old son is, in most ways, nothing like a challenging employee. For one thing, I can’t use ‘the naughty step’ on a member of staff (however tempting) or apply a well timed nose rub. But in some ways the techniques that have surprisingly worked with him have proved even more successful when dealing with the ‘grownups’. The single most effective phrase that I have applied at home is “what do you think will work?” Some of the ideas he’s come up with have not been what I might ideally go with, but then I can choose to try it out – turns out we could fit in a game of Lego Star Wars before nursery if we agreed a time limit. Or, I can use it as a starting point for a discussion: - “that’s interesting, – how about I come up with an idea and between us we can see what might work best?”. It’s made me realise/remember what a difference for everyone having ownership of a task can make. When managers now come to me instead of saying, “what you should do is XYZ”, I’m applying my new found empowerment strategy to great effect. Of course sometimes you have to lay down the law (whether that’s bedtime or working time regulations) and part of my learning curve is knowing when to be a little more ‘hard core’. But so far so good.

Other seemingly unrelated tasks have also taught me a lot about ‘doing HR’. In my traveling days I cooked pies and chickens in a supermarket for the hot food counter and learnt more about juggling tasks then any time management course could ever teach me. It also taught me about marketing. When pies where marked “surprise pies” they sold ten times as quickly as those just marked as meat – I guess everyone likes to take a chance every now and then!

So over to you – how have you learnt new tactics in a surprising way?

Hot HR Update 15-19 August

2011-08-18T08:09:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Here is a round up of this week's discussions and exciting news from within the group:

Speed Read:
1. ECJ considers issue of retirement age
2. Conspiracy theories and belief discrimination
3. The relevance of the 'effective date of termination'?

To find out more connect to Hot HR

Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. Advice Needed - Constructive Dismissal?
2. Hi Hot HR - asking for views on how much detail you would go into with regard to the reasoning behind a rejection of an appeal against dismissal in the decision letter

Hot HR Content Members:• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Hot Spot:
This week Tim Rawson, HR Manager for Travel Jigsaw joined the Hot Spot writers for Hot HR. Tim wrote an interesting article on 'Can we stop trying to 'define' HR?'

We now have 2 regular writers for the Hot Spot - Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein and Tim Rawson HR Manager from Travel Jigsaw, with a third contributor going live next week!

If you would like join the exciting Hot Spot writers please contact me via Hot HR.

Hot HR Hot Spot - Can we stop trying to ‘define’ HR?

2011-08-18T07:09:00.000-07:00

This week we have an exciting new Hot Spot writer for Hot HR. Please welcome Tim Rawson, HR Manager for Travel Jigsaw, one of the world’s leading car rental brokers, serving over 1 million customers per year, via 40 websites in 20+ languages. Travel Jigsaw have 500 employees, all based in city centre Manchester.

A little bit about Tim - "I began my HR career by transitioning from management to HR in Selfridges in 2008. Here I started in recruitment before becoming a generalist. In 2010 I moved to worked for 2ergo, a world-leading mobile software company, as HR Executive, reporting to the board. I then joined Travel Jigsaw in December 2010 as a stand-alone HR Manager. I’m part CIPD qualified and am hopefully a good example of why you don’t need a degree to get a management job! My main interests in the world of HR are commercial HR solutions, reward and organisational design."

Can we stop trying to ‘define’ HR?
It's nearly midnight. I'm writing this sentence because the writer's worst enemy is the blank page. I’m to write a blog for HotHR. I’ve never done it before, so where to start?

Well, there are no end of blogs treating HR as if it were the subject of a PhD thesis. And there are loads of blogs trying to be 'cool', talking about rock music and funky office furniture, but for me, they don’t get close to tackling what I do in HR. One thing runs throughout most of these blogs (and this one too, if I’m honest). Introspection. HR talking about HR. What are we? What’s our value? How do we gain influence?

My view is that it’ll never get defined conclusively, but that’s the best reason to stop discussing it and just pick a goal, and to hell with the inward-looking stuff which can get in the way of delivery.

The best HR lesson I learned was in my first GCSE Business Studies class, before I'd even heard of HR. The teacher told us, “Rule number one. Businesses exist for one reason; to make money”. It’s crude. It doesn’t even begin to explain the complexities of everyday business, but it’s true.

Businesses aren’t here to provide us with the best products on the market, or to give us cheap deals, or to satisfy our need for services, or to wow us with their superior customer service ability. Why? Because if it’s not profitable, they don’t do it.

Apply the same principle to HR. I’m not here to reduce absence, to improve recruitment, to ensure policies are up to date, to ensure 100% completion on return-to-work interviews and appraisals. I’m not here to fix everyone’s problems.

No. They are not my goals, as such. As an HR professional, I have one job:
To ensure maximum profit from the team.

That’s it. How you deliver it is up to you and the company you work for. Do we do those things listed above too? Are they a vehicle to achieving that goal? Sometimes, but only when it’s in the business interest. Process, policy, and the dreaded ‘form-filling’ is only right if you can justify it to your MD in the elevator.
Unfortunately, we in HR too often lose sight of that. We too often define ourselves as the peace-makers, the go-betweens, the process guy, the policy lady. We're not the business-solution. It’s been said before, but we too often think we’re the only part of the organisation which doesn’t have to contribute to the bottom line.

So, my question is: is there a better way to measure HR-value than ‘profit per employee’? I’ve thought about it, but I can’t think of one.

Now, I know the above really applies most to the private sector, but that’s my background. I’d love to hear the views of others on this. And I promise: No more blogs on ‘the definition of HR’!

Hot HR Update 8-12 August

2011-08-12T03:02:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

After a fantastic week last week where we welcomed our 700th member we are continuing to welcome new members from the HR community. Please continue to recommend this group to any HR professionals you know.

With lots of great discussions happening within the group, here is a round up of this week's discussions and exciting news:

Content Members:
This week we have seen two new additions to the content member portfolio adding value and expertise to the group.

Please welcome David Taylor from Data Protection Consultancy and Mark Terry from Edenred (Employee Benefits) to the group.

David’s expertise in his field means that he is well equipped to offer the group advice on all aspects of data protection that affect HR and business at all levels.

Mark can offer the group advice on all aspects of employee benefits, rewards and incentives that HR may get involved with.

Please feel free to ask David and Mark any questions via Hot HR. They will be posting information and contributing to discussions and updates within the group.

Hot HR Content Members:
• Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
• Stephen Hart owner of Edenchanges training
• Andy Whittle from Genesys Training
• David Taylor from Data Protection Consultancy
• Mark Terry from Edenred Employee Benefits

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

Employment Law Speed Read From Ward Hadaway:
1. Race discrimination or an issue of entitlement?
2. AWR's 2010 supply teacher guidance reached
3. Equal terms and equal pay

To find out more connect to Hot HR

Discussion:
Employees’ misuse of social media. What should employers be doing to avoid damage to their reputations and employment relationships?

Questions posted - can you help?

Whistleblowing Hotlines - recommendations needed!
Consultant Psychiatrist London Region - can anybody recommend an employer friendly one to prepare a psychiatric report in relation to an employee with a mental illness for an ET claim?
How much detail would you go into with regard to the reasoning behind a rejection of an appeal against dismissal in the decision letter?

Hot Spot:
Watch this space for exciting new Hot Spot articles coming soon.

If you would like to contribute, write an article or write a regular Hot Spot for Hot HR please contact me via Hot HR.

Hot HR Update 1-5 August 2011

2011-08-05T05:18:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Here is a round up of this week's discussions and exciting news from within the group:

Fantastic news, this week we welcome our 700th member!!! The group is growing and developping and is really starting to take off and we are seeing lots of useful and interesting discussions and questions being posted. Thank you to everyone for their contributions and I hope you continue to enjoy Hot HR.

Speed Read:
1. EAT affirm the position in regard to affirmation
2. Entitlement to redundancy payments
3. What was the true agreement between the parties

To find out more connect to Hot HR

Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. Member Zoe Hawlins posted this discussion 'Help with my CPD? Complimentary coaching for people looking to accelerate or develop their career in some way' and had a fantastic response.

2. Do any of you have experience of identifying roles in your organisation that may need CRB checks?

3. Take part in this survey by content member Andy Whittle from Genesys training. 'Are you responsible for policy writing, policy updates or communicating policy matters on behalf of your organisation?'

4. A great discussions started on 'Measuring Absence - Bradford score or time lost?' Some excellent responses were posted.

Hot Spot:
Another fantastic Hot Spot article from Michael Rabone on Developing a Safety Culture.

Other news:
Please add a bit about yourself to the section - INTRODUCE YOURSELF HERE (The who's who of HOT HR). This is highlighted in Manager's Choice

Hot HR Content Members:
•Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
•Stephen Hart owner of Edenchanges training
•Andy Whittle from Genesys Training

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

If you would like to ask our strategic partners any questions please join Hot HR and if you would like to become a strategic partner or write an article for our Hot Spot along with Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall please contact me.

Hot HR Weekly Digest and Blog 25-29 July

2011-07-29T01:31:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Here is a round up of this week's discussions and exciting news from within the group:

Speed Read:
1. TUPE and service provision changes
2. Warning to employers in regard to overtime payments
3. TUPE and equal pay

To find out more connect to Hot HR

Discussion:
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. Measuring Absence - Bradford score or time lost?
2. Interns
3. Do any of you have experience of identifying roles in your organisation that may need CRB checks?

To read more join Hot HR

Other news:
Please add a bit about yourself to the section - INTRODUCE YOURSELF HERE (The who's who of HOT HR). This is highlighted in Manager's Choice

Hot HR Content Members:
•Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors
•Stephen Hart owner of Edenchanges training
•Andy Whittle from Genesys Training

Hot HR continues to endeavour to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise. If you have any suggestions for the group please contact me.

If you would like to ask our strategic partners any questions please join Hot HR and if you would like to become a strategic partner or write an article for our Hot Spot along with Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall please contact me.

The Hot HR Hot Spot - Developing a Safety Culture by Michael Rabone

2011-07-29T01:18:00.000-07:00

Developing a Safety Culture

Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall highlights the steps that can be taken to improve workplace safety standards.

A recent Hot HR contribution from Stephen Hart regarding health and safety in small businesses provided an interesting insight into the things that happen in the real world of business; whether it is a lack of awareness, a lack of understanding, apathy or fear of litigation and reprisals, it is no wonder that talk of workplace safety has most managers running a mile!

The shift towards self governance has created a difficult challenge, especially in small and growing businesses where it can be difficult to assign resources for safety related responsibilities. With a vested interest in people and their wellbeing, if there is a HR department available it is likely that the challenge of workplace safety is destined for that door! Although the thought can be a daunting one, a collective approach involving senior managers, line managers and department representatives is the key to progress.

Whilst it is logical that enforcement agencies focus the majority of their time and resources on those that flout regulation, limited resources can often mean that businesses requiring proactive support, guidance and visits from the local authority are less likely to obtain the advice and guidance that they need, often finding that visits only take place after a serious incident has occurred. This effectively leaves two options; pay for a potentially expensive consultant or take on the challenge in-house.

Having fulfilled the latter, a range of benefits such as an improved safety culture, less risk for staff and customers, reduced risk of litigation and reduced insurance costs have been achieved and it was far more manageable than we’d originally anticipated. We have worked collectively to achieve our goals by ensuring that line managers play a key part in the safety process, working on the basis that we know our business better than anyone else and we are best placed to make improvements to the way we work.

In order to achieve this, there are a number of resources that are available to cut down the workload, many of which can be downloaded from the website of each respective safety organisation.

Effectively engaging directors and senior managers is a great place to start. The Leading Health and Safety at Work publication (created by the HSE and Institute of Directors) provides excellent guidance; a periodic safety report for the board has been a helpful tool to communicate safety matters on a monthly basis.

Building a safety policy is a crucial first step. The HSE provide a simple tool that will help ensure that the most important considerations are reviewed, paving the way for a risk assessment to take place.

Although risk assessment records will be safely stored to demonstrate an intent to comply, it is important that there is a broad understanding amongst managers and staff of what the risk assessment entails. It is best to keep it simple and use a format that everybody (including the HSE) can understand, such as the publication five steps to risk assessment. There are a range of excellent examples for a number of different industries if you need a little inspiration.

Fire safety is an area that is experiencing increasing media scrutiny and a well managed fire safety risk assessment will certainly help with the delivery of important improvements. You may also wish to use the opportunity to get in touch with your local Fire Safety Officer to ask if your tactical/premises details are up to date.

Having taken part in a recent consultation regarding public health and protection (covering food safety, fire safety, health and safety and licensing) it was reassuring to hear that members of each department would welcome a telephone call to provide help and advice and they are very keen to work away from the perception of being wholly and solely focused on enforcement. I appreciate that this may not be the case in every region; however, it is certainly worth the effort as good relationships will be the ultimate key to success.

In addition, local authorities are running more and more safety events on a local and regional basis, providing a great opportunity to meet key individuals that can provide support and guidance relating to safety matters. It may mean that you have to sit through a session about noise pollution or asbestos, however, the networking opportunity is too good to miss!

Although we know that workplace safety isn’t always the most desirable of topics, it affects each and every one of us and therefore a safety committee provides an opportunity to gauge the general feeling towards workplace safety and provides an excellent opportunity for consultation, in addition to an avenue for solving ongoing safety related problems.

I appreciate that fulfilling the action plan resulting from your risk assessment is a task in itself; diarising a quarterly review date for risk assessments and training provides a great reminder, especially if it is tied in with a quarterly safety committee meeting date. An occasional site visit, self-audit or document check doesn’t do any harm either; we know that workplace safety is a difficult topic for some managers and we’d all prefer to find solutions internally, especially when we take into account the number of non-compliance cases that are being publicised in local and national media.

I’d imagine that there are a range of great examples of documentation, training and records that exist (along with a wealth of expertise) and I’d encourage the use of Hot HR to share valuable information and experiences in order to improve our safety standards within our businesses. We’ve made a great deal of progress and we will never take for granted that there is plenty more to do!

Hot HR Blog & Weekly Digest 18-22 July

2011-07-21T04:27:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Here is a round up of this week's discussions and exciting news from within the group:

Speed Read

1. What is a 'Closed Material Procedure'?

2. Unfair retirement

To find out more connect to Hot HR

Discussion

This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. recruiting for customer service staff to work on social media. up to now all CS activity has been phone based. Are there any specific skills people would recommend that we look for?

2. HR in the Care Sector

To read more join Hot HR

Other news

Please add a bit about yourself to the section - INTRODUCE YOURSELF HERE (The who's who of HOT HR)

Hot HR Content Members

Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors

Stephen Hart owner of Edenchanges training

Andy Whittle from Genesys Training

Hot HR continue to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise.

If you would like to ask our strategic partners any questions please join Hot HR and if you would like to become a strategic partner or write an article for our Hot Spot along with Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall please contact me.

Hot HR Weekly Digest and Blog 11-15 July

2011-07-15T02:13:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Here is a round up of this week's discussions and exciting news from within the group:

Speed Read
1. Employee not unfairly dismissed after refusing pay cut
2. Agency workers are not employees
3. We had no actual knowledge of your disability!?

To find out more connect to Hot HR

Discussion
This week we have had lots of activity and discussion, here is a summary of the most popular (in no particular order):

1. HR in the Care Sector
2. Has anyone passed the booking of external training to employees? I would be interested in hearing what has been positive and what the issues have been.
3. I would really appreciate your thoughts on attaching policies to the employment contract. Personally I've never advised this but I have a client who is adamant they want it this way.
4. Health & Safety in small companies

To read more join Hot HR

Strategic Partner - An exciting opportunity for Hot HR members!
Welcome to Andy Whittle from Genesys Training.

Andy is based in Warrington and assists new and existing clients with business management systems training requirements, specialising in standards ISO 9001, ISO 14001, OHSAS 18001 and ISO 50001, he is responsible for scheduling and running public training courses throughout the UK.

Hot HR continue to add to the portfolio of content members who can add value to the group and to Hot HR members and to compliment each other's skills and expertise.

Our content members are:

Harmajinder Hayre Employment Lawyer from Ward Hadaway Solicitors

Stephen Hart owner of Edenchanges training

Andy Whittle from Genesys Training

Hot HR Blog and Weekly Digest: 4-8 July

2011-07-08T06:51:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

There has been some really interesting discussions going on within the group this week. Here is a round up:

Speed Read
1. No series of discriminatory acts leading to dismissal

2. No right to legal representation at disciplinary hearings

To find out more connect to Hot HR

DiscussionsInteresting! Facebook comment about a workplace incident was gross misconduct justifying dismissal

HOT HR - HOT SPOT!!
This week we have seen the introduction of the Hot HR 'Hot Spot'. This is a new and exciting platform for HR professionals to write about HR issues that effect them in their roles from a very real perspective.

It is with great pleasure that Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall joined us with his contribution on youth employment. A great article, very infomrative and insightful, Thank You Michael.

Strategic Partner
Welcome to our strategic partner - Stephen Hart from Eden Changes training. Stephen has joined the group to share his expertise in training and offers exclusive free training tips for HOT HR members.

Event
This week our event 'Social Media - The Right Way' took place. It was a great success with 69 attendees and some fantastic feedback. Thank you to those that attended and hopefully a few new Hot HR members have joined following the event. Watch this space for more details on upcoming events.

Hot HR - Hot Spot Youth employment

2011-06-30T02:13:00.000-07:00

Hot HR's Hot Spot is a new and exciting platform for HR professionals to write about HR issues that effect them in their roles from a very real perspective.

It is with great pleasure that I can announce that Michael Rabone, HR Manager for The Seafood Restaurant group owned by Rick and Jill Stein in Padstow, Cornwall joins us with his contribution.

Michael is reflecting on the latest issues regarding youth unemployment and explores what businesses can do to combat the challenges facing young people looking for employment opportunities.

"Matters relating to youth employment have been well publicised recently; although this isn’t a particularly new concept, it is certainly a growing concern that needs our collective support.

I’ll never forget the feeling of disappointment when I received a call from the Department for Work and Pensions in late 2009 to let us know that we were unable to take part in their latest work placement initiative. We were informed that we’d need to create at least thirty new roles (equating to around 10% of our headcount at the time), something that left me wondering how a business like ours, in a fairly remote area of North Cornwall, could contribute to an increasing regional and national challenge if our offer of support was effectively being turned down.

As a fast-growing organisation, the expectations were too great and the scale of the project wasn’t something that we would have been capable of managing at the time. Not to be deterred, we felt too strongly to let such an important initiative fall by the wayside. Having unpicked the tangled web that is the local authority, we became part of a larger, collective bid to offer opportunities to young people and two years on we’ve developed a much greater understanding of the complexity surrounding youth unemployment.

It became abundantly clear that an initiative involving an incredibly diverse group of young people with varying needs, party politics, public money and economic instability was a recipe for satisfaction, life changing opportunities, numerous challenges and the occasional disappointment and frustration. It is evident that there is no quick fix for what appears to be a problem that isn’t going to go away without some form of intervention.

A recent invitation to meet with Iain Duncan Smith (Secretary of State) as part of a round table discussion about supporting youth employment provided an opportunity to take stock of our experience in an attempt to rationalise exactly what is required to combat this challenge moving forward; it quickly became apparent that businesses have not been effectively engaged to understand what they can do to help.

Sadly the constitution of the group was reflective of many other round table discussions about employment and skills; numerous providers and public sector bodies and less than adequate representation from business, something that left me wondering whether we could do more as employers or whether the huge cross section of providers that approach us asking for support have done more harm than good?

I’ve reflected on the discussion and it is now becoming clear what is required; as businesses we’re in a very strong position to let young people know what is required when applying for roles. We can also provide encouragement and confidence to re-energise the individuals that may have struggled to find employment and to help them build confidence. These are things that we may sometimes take for granted in our quest to find outstanding talent for our business; perhaps we need to do more to nurture and develop that talent, finding potential amongst young people that haven’t yet had the opportunity to show what they can do.

Running a work club to help individuals to prepare for work with Job Centre plus or helping with mock interviews would make a difference; offering work experience or providing time to provide your observations as an employer would be equally beneficial. As the above are things that we are generally accustomed to in the day to day running of our businesses, I’ve been surprised how little of my time has been allocated to supporting youth employment and how effective the outcomes have been. I’m not always swayed by statistics, yet the feedback that businesses involved in youth employment have found the process worthwhile, versus the feedback that those not involved perceive youth employment as a difficult and time consuming exercise, comes as no real surprise given the stereotypes that are sometimes associated with young people.

I recognise that there will be questions about what is in it for us as employers and it is important that we understand the potential benefits of offering support. Apart from the softer benefits such as the positive impact on individual lives and demonstrating social responsibility for our local communities, I have been delighted with the loyalty that young people have reciprocated and the fact that we’ve found individuals with great potential that only needed opportunity and encouragement.

We often refer back to the fact that we were all given an opportunity to demonstrate our potential and I am aware of a number of fantastic examples of businesses and individuals that have achieved incredible results. I wonder how much we could collectively achieve if we were to get involved in one initiative to support young people?"

If you would like to comment on Michael Rabone's Hot Spot, write a monthly Hot Spot or join Hot HR please click here

Hot HR Weekly Digest and Blog - 20-24 June

2011-06-27T03:32:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog.

Some exciting news for the group, this week we reached 600+ members. So a warm welcome to all new members. I hope all new and all existing members are continuing to find Hot HR useful and informative.

There has been some really interesting discussions going on within the group this week. Here is a round up:

Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Question Time - most popular question or discussion from within the group
Interesting Read - topical information posted in the group

Speed Read - 20/06/2011:

1. The importance of proper policies and procedures

2. TUPE, pre-packs and liability for compensation

3.Unfairly dismissed but not entitled to compensation?

To find out more connect to Hot HR

Question Time/HR Poll:

Please comment on these polls to help develop the services offered within Hot HR :
As HR professionals responsible for recruitment, which aspects of recruitment would you like to see more information on?

As a HR professional using LinkedIn, which key area would you like to see more focus on within HR groups to add value?

Interesting Read/Discussion:

Paid monthly but having to work 2 weeks in hand...?
I would really appreciate your thoughts on attaching policies to the employment contract..

Join Hot HR to read more about these discussion and HR issues.

Please continue to recommend the group to any HR contacts that you might have. The aim of the group is for information and ideas to be available via Hot HR, with people feeling that they can contribute to an open discussion, focussing on real issues and quality discussion.

Hot HR Weekly Digest 13-17 June

2011-06-20T03:22:00.000-07:00

Speed Read - 13/06/2011:

Appeal succeeds due to Employment Tribunals insufficient reasoning

National minimum wage report
Youth employment -specifically individuals in internships and apprenticeships
A solicitor behaving badly
Guidance on capability dismissals

To find out more connect to Hot HR

Question Time/HR Poll:

As a HR professional using LinkedIn, which key area would you like to see more focus on within HR groups to add value?

Interesting Read/Discussion:
Do application forms need to be signed?

UK teenagers leaving school without good maths skills, report finds
Join Hot HR to read more about these HR issues.

Please continue to recommend the group to any HR contacts that you might have. The aim of the group is for information and ideas to be available via Hot HR, with people feeling that they can contribute to an open discussion, focussing on real issues and quality discussion.

Weekly Digest 6th to 10th June

2011-06-13T06:35:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog!

This week's blog includes:

Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Question Time - most popular question or discussion from within the group
Interesting Read - topical information posted in the group

Speed Read - 06/06/2011:

1. Dismissal of a former Director of Childrens Services over 'Baby p' was unlawful

2. Amendments made to Agency Workers Regulations

3. Bad news for employees named as co-respondents

To find out more join Hot HR

Question Time/HR Poll:

Please comment on this poll to help develop the services offered within Hot HR :

As a HR professional using LinkedIn, which key area would you like to see more focus on within HR groups to add value?
Interesting Read/Discussion:

Useful clarification from the EAT on capability/ill-health dismissal - HR manager gets it right; tribunal gets it wrong!
Legislative Timetable update

Join Hot HR to read more about these HR issues. Hot HR

Please continue to recommend the group to any HR contacts that you might have. The aim of the group is for information and ideas to be available via Hot HR, with people feeling that they can contribute to an open discussion, focussing on real issues and quality discussion.

2011-06-08T04:14:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog! I hope you find it useful and informative and apologies for the delay in getting this out to you.

With over 550 members, the group keeps on growing from strength to strength! Please keep using the group to start discussions and share information to help you in your role as HR professionals.

As usual, the format of this blog and Weekly Digest takes the form of:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group

This Weeks Employment Law Speed Read From Ward Hadaway - 30/05/2011:

1. Watch what you say about ex-employees....

2. Preparation is the key

3. In what circumstances can I refuse an employee’s request for time off

To find out more join Hot HR

Question Time:

1. Some of the misleading reporting of the Sharon Shoesmith case drove me to put pen to paper. You may or may not find my thoughts useful. Either way, please feel free to comment!

2. This won't change your life, but worth a read!!! Share with the group what you think?

To read more join Hot HR

Interesting Read/Discussion:

Free Social Media Conference -Social Media The Right Way
Please continue to recommend the group to any HR contacts that you might have. The aim of the group is for information and ideas to be available via Hot HR, with people feeling that they can contribute to an open discussion, focussing on real issues and quality discussion.

Hot HR weekly digest 23 - 27 May

2011-05-27T13:16:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog! I hope you find it useful and informative.

Excellent news for the group this week; we reached the 500 members mark and now have over 520 members. So a warm welcome to all new members. Thank you also to all those that are contributing to the group. This is what makes Hot HR such a rich, diverse and useful networking and communication tool.

As usual, the format of this blog and Weekly Digest takes the form of:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group

This Weeks Employment Law Speed Read From Ward Hadaway : 23/05/2011

Plans for a new system of flexible parental leave announced
Are you liable for legally seeking to retire an employee?

Question Time - The key questions and discussions of interest started in the last week are:

Parental leave reforms - the Government has proposed changes to maternity and paternity leave, holiday carry overs and equal pay audits. What do you think to some of the proposed reforms? Will they work? Are they too bold? Will it mean lots more work for us?
According to a recent article in Personnel Today - representation of women in HR is in decline. What do you think girls?

Interesting Read/Discussion

Here's a welcome decision for employers who've bent over backwards to accommodate an employee's wishes and still find themselves in tribunal.

Refusal to allow Muslim employee time off work to attend mosque was not discriminatory

To read the comments and for more info join Hot HR

If you have any comments on the content of the blog or Hot HR please contact me.

TEMPORARY AGENCY WORKERS DIRECTIVE

2011-05-24T01:34:00.000-07:00

From 1st October 2011 there will be major changes in respect of agency workers under the implementation of the Temporary Agency Workers Directive.

This directive means that agency workers will have the same basic terms and conditions such as pay, working hours and holidays, as a directly employed worker, after they have been in the job for 12 continuous weeks.

It is essential to note that the 12-week period must be continuous, with the worker in the same role, with the same hirer throughout on one or more assignments/jobs.

Continuity of this 12-week period will be deemed to be broken if the worker, while assigned to the same hirer, is given a new role comprising of substantively different duties or work.
Employers hoping to avoid high costs when new agency workers legislation comes into force by repeatedly terminating agency worker contracts at 11 weeks, breaking the cycle for six weeks and then rehiring them, could still be breaking law.

One avoidance tactic in theory would be to terminate all agency worker contracts at 11 weeks and ensure there is a break of more than six weeks before the same workers are hired again, thereby ensuring they do not qualify for equal treatment as per the legislation.

However, this is not advisable. It may not be manageable in practice and risks breaching the anti-avoidance provisions which are aimed at penalising hirers where they intentionally structure assignments to avoid the regulations.

It is not possible to ‘contract out’ of the Regulations

It is not possible to contract out of the legislation, this is expressly prohibited, with a fine of up to £5,000 for avoidance arrangements which are designed to prevent the 12 week qualifying period being met. For example, if a hirer was to intentionally rotate agency workers through substantively different assignments to break continuity.

These anti-avoidance provisions are only effective when the worker has completed two or more assignments or roles with the hirer or with connected hirers and potentially require tribunals to investigate hirers’ motives where assignments raise suspicion.

Keeping records

Effective record-keeping is essential for firms wishing to stay on the right side of the law, which also stipulates that the qualifying 12 week period does not have to be with the same agency.
An agency worker working with different agencies that each places him with the same hirer in the same role for just one day per week in a 12 week period will qualify for equal treatment under the law.
This introduces a requirement upon agencies and hirers to keep much better records of agency worker placements and to share that information between each other, which is likely to prove administratively difficult and costly.

Flexibility

While trade unions argue the legislation is long overdue, some employers’ organisations fear it could increase wage bills and reduce flexibility, while others are most worried about the extra paperwork.

Hot HR Weekly Digest & Blog 16th - 20th May

2011-05-23T05:53:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog! I hope you find it useful and informative.

Welcome to Hot HR’s new members this week! Please continue to recommend the group to any HR contacts that you might have. The aim of the group is for information and ideas to be available via Hot HR, with people feeling that they can contribute to an open discussion, focussing on real issues and quality discussion.

Hot HR has lots of plans for the future to enhance the quality and services offered by being a member of this specialist group, so keep checking the group to see what is happening and what is Hot in HR. Please feel free to make any recommedations or suggestions.

As usual, the format of this blog and Weekly Digest takes the form of:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group

This Weeks Employment Law Speed Read From Ward Hadaway : 16/05/2011

A new 'quick start guide' for Public Sector organisations
Employment Law Review Announced
Guidance on Agency Worker's Regulations published

Question Time - The key questions and discussions of interest started in the last week are:

"Hi All I am new to the group and looking forward to some excellent discussions

For a starter can anyone shine a light on the Swedish Derogation in the AWR?"

"I am reviewing our Disciplinary Procedure. Any views on the Investigating Manager role? To prepare a report limited to the facts or make a recommendation on whether a disciplinary meeting is needed?"

Interesting Read/Discussion - Counting the cost of poor mental arithmetic.

Do you find that poor levels of reading, writing and arithmetic are an issue within your business, particularly recruitment? Do you carry out pre-employment testing? Share your thoughts and comments at Hot HR

If you have any comments on the content of the blog or Hot HR please contact me.

Weekly Digest Blog 9th-13th May

2011-05-16T05:57:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog! I hope you find it useful and informative.

Firstly, a warm welcome to Hot HR’s new members this week! We now have over 470 members, with over 30 HR professionals joining in 5 days.

As usual, the format of this blog and Weekly Digest takes the form of:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group

This Weeks Employment Law Speed Read From Ward Hadaway: 16/05/2011

News Update
Redundancy and questions of fairness

To read more join Hot HR

Question Time - I found this interesting comment on giving references 'Giving a reference is not the end of the story'. Has anyone had any similar experiences or concerns regarding references? Do you shy away from giving the facts? So many references these days will only cover the dates of employment and are really not that informative or helpful. Do you find this is a problem for your business?
Interesting Read/Discussion - With a social media focus this week - 'Still think social media is a fad?' and '48% of British workplaces ban social media'

Share your thoughts and comments on social media and the need for social media policy in the work place at Hot HR

To read the comments and for more info join Hot HR

If you have any comments on the content of the blog or Hot HR please contact me.

Hot HR Weekly Digest 2nd to 9th May 2011

2011-05-10T03:59:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest and blog! I hope you find it useful and informative.

Firstly, a warm welcome to Hot HR’s new members this week!

Just a note on numbers, we now have 440 members! This is fantastic news; the group has grown significantly in the last few months. I hope that you are finding it useful for information updates and requests and discussions. Please recommend the group to any HR contacts that you might have.

The aim of the group is for information and ideas to be available via Hot HR, with people feeling that they can contribute to an open discussion, focussing on real issues and quality discussion.

As usual, the format of this blog and Weekly Digest takes the form of:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group

This Weeks Employment Law Speed Read From Ward Hadaway: 9/05/2011

Will I have to pay costs if my representative is too slow?
Good news for employers - sickness absence continuing to fall

To read more join Hot HR

Question Time - I'm looking to do some training on interview techniques, competencies, protocol etc. Does anyone have any training notes they would be willing to share?
To comment and share go to Hot HR
Interesting Read/Discussion - Well, at long, last the finalised guidance on the Agency Workers Regs has been published. One tip - remember it's only "guidance" and not a statement of the law - in some cases very far from it!

To read the comments and for more info join Hot HR
If you have any comments on the content of the blog or Hot HR please contact me.

Hot HR Weekly Digest - 25th - 28th April 2011

2011-04-28T07:52:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest! I hope you find it useful and informative.

A warm welcome to Hot HR’s new members, I hope you are finding the information and content interesting. I would welcome any comments on the content of the group and of course any contributions to or starting of discussions would be most appreciated.

The week's summary/round up of information includes:

·         The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
·         Interesting Read - topical information posted in the group
·         Question Time - most popular question or discussion from within the group

This Weeks Employment Law Speed Read From Ward Hadaway: 26/04/2011
1. Oh Deer.....
2. Is it re-labelling or an amendment?
Join Hot HR to read more

Question Time/Poll - We are looking to arrange an event strictly for HR professionals. Please vote and let us know which topics would be of most interest to you

Interesting Read -   With much talk and anticipation of the royal wedding, some useful tips were posted on how to cope with wedding fever from an employment perspective

To read the comments and for more info join Hot HR

Enjoy the long weekend and the wedding celebrations!

Highstreet store to offer legal advice

2011-04-19T03:32:00.001-07:00

I found this interesting article on Twitter, which has also been on the breakfast news last week legal advice.

It seems that the well known highstreet store will be offering legal advice in a number of areas. Although employment advice was not specifically mentioned in the interview, it may only be a matter of time before this service branches out into the remit of employment law.

Do you think this would provide an exciting opportunity for HR professionals who are seeking a new challenge? Or do you think it will lead to bigger problems in general with more and more individuals assuming they know the law and their legal rights and making the jobs of HR professionals even more difficult in the employment law field?

To share your thoughts and follow this discussion join Hot HR.

Hot HR Weekly Digest 11th - 15th April

2011-04-14T04:12:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest! I hope you find it useful and informative.

A warm Welcome to all the new members of Hot HR. I hope you are finding the information and content interesting. I would welcome any comments on the content of the group and of course any contributions to or starting of discussions would be most appreciated.

The week's summary/round up of information includes:
The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group
This Weeks Employment Law Speed Read From Ward Hadaway :
1. Another reason to give unscrupulous employers a sleepness night
2. Agency Workers Guidance
3. The importance of proportionality.....

Question Time - Does anyone have experience of being a CRM umbrella body?
Interesting Read - Black and Asian workers are almost twice as likely to be unemployed...

To read the comments and for more info join Hot HR

Weekly Digest 4th - 8th April

2011-04-08T02:57:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest! I hope you find it useful and informative.

The week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time - most popular question or discussion from within the group

This week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. The difference between a volunteer and an employee

2. Bribery Act guidance for commercial organisations

3. Important changes in April

Interesting Read - The Agency Workers Regulations are probably going to be the most significant piece of legislation ever to hit the UK's private recruitment industry.

Question Time - Could anyone help me with a query regarding appeals?

Hot HR Poll results - 'What content would you most like to see from a dedicated LinkedIn HR group?'

Questions & Discussions = 44%

Legal Updates = 33%

With the above poll results in mind, thank you to those new members who are contributing to the discussions in Hot HR. Please continue to contribute to the group and help it grow in quality and size.

Have a great weekend - enjoy the spring sunshine!

To read the comments and for more info join Hot HR

Employment Law Update Timetable for April 2011

2011-04-07T03:57:00.000-07:00

With all the changes to Employment Law in April here's a table of dates to help simplify the many updates!

Date	Action	Detail
3^rd April	Statutory maternity, paternity, and adoption pay	Statutory maternity, paternity, and adoption pay increased to £128.73
3^rd April	Paternity leave extension	Fathers/partners of mothers with babies due on or after 3 April, or matched for adoption on or after that date, will be entitled to take up to six months additional paternity leave provided the mother has returned to work with leave remaining
5^th April	Default retirement age	Final date on which employers can issue six and 12-month retirement notices under transitional provisions
6^th April	Default retirement age	The DRA is abolished. Employers are no longer able to issue notifications for compulsory retirement using DRA procedure
6^th April	Equality Act 2011	The positive action in recruitment and promotion permit employers to choose applicants with a protected characteristic when deciding between equally qualified candidates. The public-sector equality duty to eliminate unlawful discrimination against those with protected characteristics also comes into force on 6 April, together with the new equal pay and employment codes of practice
6^th April	Statutory Sick Pay	Statutory sick pay increased to £81.60 per week
6^th April	Pay	Tax code arrangements for termination payments changes
6^th April	National Insurance Contributions	Employers NI contributions increase by 1% to 13.8% and for employees from 11% to 12%
6th April	Time off to train	The extension of this right to employers with fewer than 250 employees, due this month, was also cancelled in the budget.
	Holidays	There will be an additional bank holiday on Friday 29 April 2011 to mark the royal wedding

Hot HR Weekly Digest 21st to 25th March

2011-03-25T08:07:00.000-07:00

Hello and welcome to this week's Hot HR weekly digest! I hope you find it useful and informative.

The week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group

Last week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. Any imminent arrivals?

2. The Court of Appeal reads 'in the round'

3. Further taxing requirements placed on employers

4. All eyes on the 2011 budget......

For more details join Hot HR

Interesting Read - Tribunal held that fox hunting is a 'philosophical belief'

Please use the group to ask any questions relevant to your role and day to day business function and to share information with other group members.

Only a few days left to vote or comment on the Hot HR poll 'What content would you like to see from a dedicated LinkedIn HR Group?' http://linkd.in/fF6KPq

To read the comments and for more info join Hot HR

Hot HR Weekly Digest 14-18 March

2011-03-21T04:44:00.000-07:00

Hello and welcome to last week's Hot HR weekly digest! I hope you find it useful and informative.

The week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time -most popular question or discussion from within the group

Last week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. In the interests of justice

2. No more May Day holiday?

3. Tea, biscuits and unfair dismissal

4. Vocal equality

For more details join Hot HR

Interesting Read - No more May Day holiday sparked interesting comments.

Question Time - Business case for mediation is robust, say employers

To read the comments and for more info join Hot HR

Hot HR Weekly Digest - 7th to 11th March 2011

2011-03-10T03:46:00.000-08:00

Hot HR Weekly Digest 7th to 11th March 2011

Hello and welcome to this week's Hot HR weekly digest! I hope you find it useful and informative.

This week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read - topical information posted in the group
Question Time -most popular question or discussion from within the group

This week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. BA's appeal fails to take flight

2. Equality Act - Code of Practice

3. Third party harassment and employers duty to investigate

4. Given the red card too soon?

5. Which company do I work for again?

For more details join Hot HR

Interesting Read - The Worst Interview Question (and How to Answer It)
Read more in Hot HR

Question Time- Read the comments from within the group on the comments from Lord Sugar urging an interview law rethink. Laws banning bosses from asking women about children and childcare plans during job interviews are counterproductive, Lord Sugar says Read the article here

Please comment on my LinkedIn Poll - What are the key things you look for from a HR group?

There are lots of HR groups out there; we want Hot HR to be the best, vote now on this poll to highlight what is important to you.

What content would you most like to see from a dedicated LinkedIn HR group?

If you would like more info join Hot HR

Lord Sugar queries job interview laws for mothers

2011-03-10T02:50:00.000-08:00

I came across this interesting article a few days ago via a LinkedIn connection regarding interview laws for mothers under current employment law.

This is of course a controversial article and Lord Sugar is no stranger to speaking his mind but reading on Lord Sugar's argument does have some 'interesting' points.

"I say women should be forthcoming when being interviewed, declaring their status regarding children and childcare so as to pre-empt the unanswerable questions in the mind of the interviewer and then focus on the most important thing - what skills they can bring to the company and why they should be employed."

Lord Sugar added: "I would be very impressed by a person who settled the matter at the outset, telling me how they are going to organise their life in order to do their job but, more importantly, how they are going to get on with the job in hand, what they are going to bring to the party, because such people would jump up in my estimation."

One of the problems with Lord Sugar's argument is of course this would struggle to be contained and as a 'natural progression' could easily spread to any working woman being questioned as to what their intentions are for having children, which puts women at a disadvantage, is archaic and is precisely what the law is there to protect against!

Lord Sugar may think he is progressive and has the foresight to see past the childcare issue, but this does not apply across the board.

Click here to read the full article Lord Sugar queries job interview laws for mothers

To comment on this please join Hot HR Hot HR

Hot HR Weekly Digest 28th Feb to 4th March

2011-03-03T05:58:00.000-08:00

Hot HR Weekly Digest 28th Feb to 4th March 2011

Hello and welcome to this week's Hot HR weekly digest! I hope you find it useful and informative.

This week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read/topical information posted in the group
Top discussions from within the group

This week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. Dame Carol Black to target 'sick malingerers'
2. Wheeler dealers claim constructive dismissal
3. Male dominance in UK boardroom
4. European Human Rights law's had their day?

For more details join Hot HR

Interesting Read - There seems to be a lot of information and articles coming through on social networking and social media. Join in on the updates at Hot HR

Discussion Time- Posted by Mark Williams - What policy do you have regarding employees LinkedIn connections? Who owns an employee's LinkedIn connections?

Please comment on my LinkedIn Poll - What are the key things you look for from a HR group?

There are lots of HR groups out there; we want Hot HR to be the best, vote now on this poll to highlight what is important to you.

23 hours ago

What content would you most like to see from a dedicated LinkedIn HR group?

If you would like more info join Hot HR

Weekly Digest 21st to 25th Feb 2011

2011-02-25T06:01:00.000-08:00

Hello and welcome to the this week's Hot HR weekly digest! I hope you find it useful and informative.

This week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read/topical information posted in the group
Top discussions from within the group

This week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. Company fined £385,000 for death of it's employee
2. Time off for training: extension to small employer delayed
3. Apprentices - are they employees?
4. Employer sponsored immigration - attracting the 'brightest and biggest'
5. Draft regulations abolishing default retirement age

For more details join Hot HR

Interesting Read - Posted by Mark Williams (the UK's only certified LinkedIn trainer) - What policy do you have regarding employees LinkedIn connections?

Top Discussion - "Are work suits on the way out?" seems to have sparked some interesting discussion and responses.

If you would like more info join Hot HR

Hot HR Weekly Digest 14 Feb to 18 Feb 2011

2011-02-18T03:54:00.000-08:00

Welcome to the this week's Hot HR weekly digest! I hope you find it useful and informative.

This week's summary/round up of information includes:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read/topical information posted in the group
Top discussions from within the group

This week's interesting and useful Speed Read from Ward Hadaway focussed on:

1. "Lazy, feckless.......and flatulent"
2. Female council workers entitled to productivity bonus and pay protection
3. Checks on those working with children to be reformed
4. Default retirement age

For more details join Hot HR

Interesting Read -
"Yesterday I was asked an interesting question; a casino manager wanted to know if they can advertise for a particular 'type or look'... "

Top Discussion - Are work suits on the way out?

If you would like more info join Hot HR

Weekly Digest 7-11 Feb 2011

2011-02-11T03:49:00.000-08:00

Welcome to the first Hot HR weekly digest! I hope you find it useful and informative.

Every week I will provide a summary/round up of:

The week's Speed Read posted by Harmajinder Hayre from Ward Hadaway, the only employment law specialist within the Hot HR group
Interesting Read/topical information posted in the group
Top discussions from within the group

This week's Speed Read from Ward Hadaway focussed on:

1. Carry on Nurse!
2. Workers warned to down their pickets and pick up their tools
3. Employers can't know everything
4. Bribery Act delay
5. Statutory maternity pay may begin after mother has stopped work

For more details join Hot HR

Interesting Read - are work suits on their way out?

Top Discussion - I've just held the first consultation process with employees to start the process of designing a PDR/appraisal system from scratch. Do you have any recommendations for this process?

If you would like more info join Hot HR

The reality of the proposal to extend unfair dismissal claim rights

2011-02-03T02:45:00.000-08:00

My recent post/link on the LinkedIn Group 'Hot HR' on the government's plans for a radical shake-up of the tribunal system and the proposal to extend unfair dismissal claim rights to after 2 years' service has certainly sparked some interesting responses.

The general response seems to be very much that this would not be a good thing and the idea is without substance.

Comments include concerns about the extension to two years being that people may put in false discrimination claims instead of ordinary grievances because there is no time limit for these. and staff with under two years' service will become very vulnerable to mistreatment at work.

Another person's feedback summarises many comments from another HR discussion board and provides some interesting stats and links.

To find out more please join the group http://linkd.in/eKA0Ff

A very exciting opportunity

2011-01-31T05:38:00.000-08:00

Hot HR is pleased to announce that Harmajinder Hayre, Employment Partner from Ward Hadaway solicitors has joined Hot HR on LinkedIn!

How is this different to other groups on LinkedIn?

Harmajinder has joined the group as a strategic partner in association with networx and will be posting a weekly SPEED READ and NEWSFLASHES as well as getting involved in discussions exclusively for Hot HR.

Harmajinder is the only Employment Law lawyer involved in the Hot HR group, this means that he will provide advice and updates relevant to the group.

Please make use of this fantastic opportunity by joining Hot HR and feel free to ask him any questions and communicate via discussions regarding any aspect of employment law.

We will be working on other areas of development to enhance your experience within Hot HR, so watch this space!

Welcome to the new blog of HOT_HR

2011-01-28T07:59:00.000-08:00

Hot_HR started off as a LinkedIn Group dedicated exclusively to HR Professionals. The group continues to grow from stength to strength and a wealth of information is posted within the group on a weekly basis. I have therefore set up this BLOG to facilitate the distribution of this information across multiple platforms.
There really is some good information being posted and it's a shame not to share it!!!
So if you are a HR Professionals and are keen to find out what's Hot in HR then please don't forgot to visit our blog for our weekly digests! Alternatively you can also become a member of the group and participate in discussions as they happen.

Become a member of Hot_HR on LinkedIn

I hope this is of interest and look forward to sharing this information with you.