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!

Unemployable at 50!

I read in the weekend papers that if you are aged 50+ and currently out of work chances are you won't work again - what!?  Has the world gone mad?

It is widely reported that we are living longer, healthier lives.  We are often told that '50 is the new 40'.  Someone should tell that to the world of business.  I, for one, would never overlook the wealth of talent and experience that the 50+ age group bring to employers.  Look around your own social circle / family / colleagues and consider those in this age group and how much they offer to business.

There is also the small issue of employment legislation - perhaps we should remind employers that it is illegal to discriminate against a person on the grounds of their age, be they young, older or in between.

Yes, of course, we have to make way for younger people coming in to the world of work but let's recruit sensibly and match people to the position on offer.

If your business is in the fortunate position of expanding, or recruiting for whatever reason, I urge you to tap in to the wealth of talent and experience that is just waiting for another opportunity to get back to work!

Love it or not, Wimbledon is around the corner

Wimbledon is almost upon us and employers are anticipating increased absenteeism or requests for time off so staff can follow the tournament.  Sensible employers are adopting a flexible approach during the Wimbledon fortnight.  Some companies will screen matches in the workplace.  Introducing a flexible approach for those who do follow the tournament, allowing staff to alter their start or finish time and to make up time off, will no doubt improve morale.

Whatever your thoughts are on Wimbledon it is one which many people look forward to.  It is only around for 2 weeks and most businesses can make an effort to be flexible for such a short period.

Anyone for tennis!?

The Bribery Act - are you prepared?

The Bribery Act comes into force on 1 July 2011 so what have you done in preparation for this new legislation?

• Do you know what the Bribery Act covers and how it will impact on you and your business?
• Do you have policies and procedures in place to help protect your company?
• Are you worried about the impact this may have on your corporate hospitality planning?

Make sure you have robust policies in place to help protect you in the event of being challenged under the Bribery Act.  Penalties can be severe and may include imprisonment for up to 10 yrs.

Act now - make sure you know what the implications are and you are prepared for them!