From techno-phobe to blogger in a few short steps!

Thanks to Neil Priddey, a director at CFH Creative Communications, I have lost all my fears about technology and social media, indeed I now actively embrace them. I sought assistance from CFH when I set up my business earlier this year. I had vague ideas about how I wanted my website to look but Neil and his team brought everything to life and I am delighted with the end result. With very little input from me regarding the design they interpreted exactly what I was trying to achieve.

However, Neil wasn't happy to leave it at that and set about ensuring I embraced social media. The end result being this blog! I'm told by many business advisers that the idea of a blog is to be a little controversial, unfortunately, that goes against everything I stand for as an HR professional - tactful, diplomatic, non-confrontational. However, as I have yet to spark a debate on my blog maybe this is something else I should embrace!?

Stop! Think carefully before you sign that contract

I regularly talk to companies who are unhappy with their HR service provider, particularly those who are tied in to long contracts. Regular comments are:

• "For what we pay I think we should get more of a personal service".
• "It's very impersonal, done by email and telephone, and very rigid. There seems to be no flexibility at all".
• "It's like talking to a call centre - you never know who you will speak to".
• "We're not at all happy with the service or advice we've been given but the contract has another 2 years to run".

If your HR provider is confident of the service they offer they should be confident of getting your repeat business so why would they need to tie you in to a contract, sometimes of up to 5 years?

KMC HR Consulting is built on personal service. Yes, we can do things remotely if you wish, however, we prefer to get to know you and your staff so we understand your challenges and business pressures. This means we can advise you in a way that works for you. We will provide an HR service that is tailor made for your company, and we won't tie you in to long contracts that you cannot get out of.

So if you are reaching the end of your tether, oops, I mean your contract, why not contact us and see what a difference we can make.

HR Myths

I recently attended an HR event run by Taylors Solicitors, who incidentally have an excellent website. During the event the following questions were put to us:

1. A worker can be represented by a trade union official at a disciplinary hearing only if the employer recognizes the relevant trade union.

True or false?

2. An employer can reject a candidate for a maternity leave cover role on the basis that she is pregnant and would not be able to work the full cover period.

True or false?

Would you know the correct answers? Thankfully there are people like me who do and who can guide you through complex HR procedures, freeing up your time to do the important things like running your business.

Oh, and in case you are interested, the answer to both questions is false.

Following the right process is essential

What you need to be aware of if an employee claims unfair dismissal and takes you to tribunal as a result of a misconduct case. As the employer you must be able to show not only that the misconduct in question was sufficient to justify the penalty of dismissal, but also that you carried out a reasonable investigation. Following a proper process is therefore essential in helping you to defend your position.

Make sure your policies and procedures are up-to-date and robust enough to help defend your position in the event of relationships breaking down.

To strike or not to strike

British Airways cabin crew, the BBC, fire fighters and now London underground staff (to name but a few) - it seems that threatening and carrying out strike action is back in fashion. In the current economic climate it is natural that people are concerned about job security and financial stability for themselves and their families but is going on strike the best way to negotiate or draw attention to concerns regarding your employment? Personally, I think not.

As an HR professional I believe there is much that can be done to harmonise the working environment and communication is key. Sadly, in some situations redundancies will be unavoidable. In this case, it is essential that the process is handled fairly and sensitively. HR professionals can do much to support people if they are facing this very difficult prospect and uncertainty about their future. We can also help with CV compilation and preparing you for interviews.

There will be many who support strike action, and we are all entitled to our opinion. However, perhaps the turnout for the last round of BA consultations is an indication that ongoing support for strike action is not seen as the best way forward.

The Equality Act 2010

The Government published the Equality Act 2010 (Disability) Regulations 2010 on 31 August. The Act comes into force on 1 October 2010 and replaces all existing discrimination laws, including the Disability Discrimination Act 1995. Under the new legislation employers and service providers are not allowed to discriminate on the grounds of an individuals' physical or mental disabilities.

However, certain conditions have been specifically excluded from constituting a disability, such as: additions to alcohol, nicotine, or any other substance; some mental health conditions such as a compulsion towards exhibitionism or voyeurism; and hay fever, unless it aggravates the effect of another condition.

Those who have been certified blind, sight-impaired or partially sighted by a consultant ophthalmologist will be deemed to have a disability under the regulations.

So what will be the impact for employers? The Equality Act covers many topics, however, perhaps the most significant impact will be in the area of discrimination. Are you and your line managers ready to implement and comply with the changes?

• For example, do you know you could potentially be held liable if your staff are harassed by people you don't employ, such as external suppliers or customers?
• Do you know that you cannot ask questions relating to health during the recruitment process or send out pre-employment medical questionnaires.
• Do you know that the definition of direct discrimination - less favourable treatment "because of" the protected characteristic of disability - is wide enough to cover discrimination by association? So, for example, if a candidate was refused a job because he or she had a disabled child, this would be direct discrimination.

Make sure you are ready for the new legislation. We can help. Call now or visit our website for further information.

You can't judge a book by its cover!

I believe the same is true of people. A recent article in The Independent reports that one in four lap dancers has a degree. The survey undertaken for the report indicates that women are making an informed choice and choosing lap dancing because of the potential earnings, rather than being coerced into it.

HR is all about people and I'm pleased to say that, even with my many years of experience in the profession, people still have the ability to surprise me.