The Festive Season is fast approaching - are you ready!?

Are you having a Staff Christmas Party this year? -  If so, this is the time of year when HR are traditionally bombarded with questions about it. Many companies find this a minefield and worry about breaching numerous employment laws around this time. It's true, the staff Christmas party can be fraught with difficulties but, as always, my advice is to apply a little common sense.

• Christmas is a religious festival (although in these days of commercialism this is sometimes forgotten!). However, the staff Christmas party is generally seen as a way of thanking staff for their hard work and commitment rather than as a religious celebration. If you make this clear in communications about your party you should not offend non-Christian employees.
• Be mindful of staff who do not drink alcohol, either by choice or religion, and select the venue/theme for your party carefully in accordance with your workforce. Make sure non-alcoholic drinks are available.
• There is no doubt that alcohol can play a part in unwanted behaviour which could be deemed as harassment or discrimination. Ask someone responsible not to drink alcohol at the party so they can monitor, and deal with, inappropriate behaviour if necessary.
• Make sure that different dietary requirements are catered for, whether on the grounds of preference or religion.
• Think about the timing of your party - does it discriminate against particular groups, eg Orthodox Jews who have to be home an hour before dusk on a Friday for the start of their Sabbath.
• Your chosen venue should have adequate health & safety procedures in place but it is wise to check this yourself ahead of the event.
• Make sure physical assistance or adjustments are in place for disabled staff.
• Finally, remind your staff that they will be representing the company when at the party and therefore your policies still apply with regard to appropriate behaviour and what will, and won't, be tolerated.

You need to get these messages across to staff in a positive way so everyone has an enjoyable event but you ensure you are complying with employment legislation and your Company is covered in the event of things getting out of hand!

Happy party season everyone.

Give me a break!

"Another sunny day has come and gone away in Paris or Rome and I wanna go home ......."
As I listened to the dulcet tones of Michael Buble drifting through my iPod the last thing on my mind was wanting to go home.

Sitting in the glorious Majorcan sunshine, looking out over olive groves across a cloudless blue sky to the pine clad mountains in the distance, why would I want to go home!?  For one lovely week I was able to escape the persistent rain back home and completely recharge myself.  So, now I'm back and ready to start work again with renewed vigour.

It's a fact that we all work better if we are able to escape our normal routine for a while.  We all have different ideas about how to spend our leisure time, whether it's trekking in the hills, lazing in the sun, spending time with children / family / friends or just decorating the hall.  However you chose to relax, taking time off work is vital to your well-being.

So, to all responsible employers out there, now is the time to check the holiday records of your staff.  If some of them haven't had a break for a while, it's time to encourage them to do so.  Especially if you have a 'use it or lose it' policy regarding holiday entitlement.

If your staff have a good balance between their work and personal time they will more than likely repay you by being happier, healthier and more productive.

Increase in the National Minimum Wage

With effect from 1 October 2011 the National Minimum Wage will increase as follows:

• the main rate for workers aged 21 and over will increase to £6.08
• the rate for 18-20 year olds will increase to £4.98
• the rate for 16-17 year olds will increase to £3.68
• the rate for apprentices under 19 years old, or over 19 years and in the first year of their apprenticeship, will increase to £2.60

Now is the time to review your salaries to ensure you are still complying with legislation.

Do your staff enhance or damage your business reputation?

Yesterday was an interesting day.  The Transport Minister has referred to rail travel as a 'rich man's toy'.  Well I am neither male nor rich but I forked out for a first class ticket from Manchester to London for a 'women in business' trip to Westminster and the Houses of Parliament.

The train journey, both there and back, was anything but a first class experience.  The staff on the outbound train were, at best, surly and disinterested and at worst, just plain rude.  The breakfast, however, was good so that was some compensation.

On the return trip, 20 tired but happy ladies boarded the train at Euston and took up our reserved seats in 1st class, only to be told by the train manager that there was no food or provisions for us, other than tea or coffee, because we weren't expected.  So how does that work when you have a seat reservation?  The staff on this train, to their credit, coped very well with our complaints and did their best to pacify us.  Eventually, after much protestation from 20, now unhappy, ladies some wine was conjured up, along with the odd can of coke, packet of crisps and piece of cake.

Compare this then with the staff at Westminster.  The catering and security staff were exceptional.  Totally professional with impeccable manners but friendly and approachable too.  A difficult balance, expertly achieved.  Lunch on the terrace at Westminster overlooking the river Thames was a joy.  As was the opportunity to speak to the small number of MPs who graced us with their presence.  What a pity the Transport Secretary was nowhere to be seen!

The Agency Workers Regulations are only a couple of weeks away - are you ready?

With effect from 1 October 2011 the regulations relating to agency workers will change, bringing with them implications for both the agencies who supply staff and the companies who utilise their services.

From day 1 of appointing an agency worker you must give them access to facilities such as a staff canteen, a workplace crèche, staff common room, prayer room etc, as you would a permanent employee. In addition, you will be obliged to give agency workers access to information regarding job vacancies within the business.

After 12 weeks the agency worker will be entitled to equal treatment in relation to pay and other basic working conditions, such as annual leave/rest breaks, as your permanent employees. In addition, pregnant agency workers who have completed the 12 week qualifying period will be entitled to paid time off for ante natal appointments.

The regulations are comprehensive. There are some exceptions to the above guidelines and the 'qualifying clock' relating to the 12 week period will stop in certain circumstances.  However, in others, the qualifying clock will only pause. 

Whether you are a regular user of agency workers, or only an occasional user, you need to make sure you are up-to-date and compliant with the new legislation.  Don't get caught out. If in doubt, seek advice.

Mindless vandalism and violence against innocent victims!

I have my own, very strong, views about the mindless vandalism and violence occurring across the UK, however, as you would expect, I also look at this from an employment point of view.

Most of us will, no doubt, wish to adopt a 'business as usual' approach to send a clear message to those who have instigated this disruption to our Country.  For some, this will be impossible because of the extent of the devastation to their homes and businesses.  My heart goes out to you.

I left Manchester yesterday about 10 minutes before the violence escalated in the City centre.  Salford was already under siege and the roads were grid-locked.  I can't begin to put into words my thoughts on this.  I feel for everyone touched by these senseless acts.  Who could not fail to react to the images of a woman jumping from a burning building, hopefully into the arms of those waiting below.  The sight of the delightful patisserie, a relatively new business, which brings a touch of European flair to Manchester City centre once the vandals had finished with it made me feel very sad.

So, what can employers expect in the coming days?  Staff will naturally be worried for their safety in areas that have already been targeted.  Others will suffer disruption to their journeys to and from work because of the impact on public transport and the road network.  I recommend that employers adopt a flexible approach during this time.  Most of the riots have occurred from late afternoon.  Allow staff to finish earlier in order to get home safely.  Give them the option of making up the time or, if appropriate, working from home.  If August is historically a quiet month for your business, consider allowing more staff to take holidays.

For those businesses that cannot open because of damage to premises, consider if staff can be redeployed to alternative duties.  Will they help with the clean-up?  Check your employment contracts to see what flexibility there is.

Business has to continue - and in the current economic climate, this is the last things any business needs.  However, your safety and that of your employees should be paramount.

Let's hope we've seen the worst of this dreadful situation and we can all get back to normality and feeling safe in our homes.

Networking works!

Today's message is short and simple - networking works!

It's been a while since I last blogged.  Apologies, I've been busy networking and then doing the work that has resulted from my efforts.

Networking doesn't have to be daunting, just ask Will Kintish, it can be fun!

When you land a new job or client it is very rewarding.  I've made some great contacts through networking and met some really nice people.  In the last couple of months I've been appointed by 3 new clients, all of whom I'm delighted to be working with and all of whom I met through networking.  The feedback from them is that they are delighted with the services I have provided.  One of these clients has already recommended me to one of their clients, who have also appointed me.  And so it goes on ........

So what are you waiting for, get out there and mingle!