HR Oasis

Paternity Leave Guide

2009-07-22T22:58:00.003+01:00

If you are not sure what your rights are concerning Paternity Leave then here is our quick guide to help you. (Please note that this is based on best practice and it is advised to request your company's policy about Paternity Leave and pay).

What is the qualifying criteria?

Paternity leave is granted to employees who meet the following criteria:

- is the biological father of the child or;
- the mother's husband, civil partner or partner
- has worked continuously for 26 weeks ending with the 15th week before the expected childbirth;
- has the responsibility for the upbringing of the child.

How much leave am I entitled to and when can it be taken?

Paternity leave can be taken either in one week or two consecutive weeks only. This leave will be paid and must be taken within 56 days of the actual date of birth of the child. Odd days may not be taken.

How much pay will I receive?

If your average weekly earnings are £95 or more before tax, Statutory Paternity Pay (SPP) is paid for one or two consecutive weeks at £123.06 or 90 per cent of your average weekly earnings if this is less.

How much notice should I give my employer?

Notice should be given in or before the 15th week before the expected childbirth. You should specify the week your child is due to be born, the length of leave you intend to take and the date you wish to start your leave.

Will my terms and conditions change whilst on Paternity Leave?

Your terms and conditions will remain the same after you return from Paternity Leave except for those relating to your salary.

If you are still have questions or need further advice about Paternity Leave, please feel free to contact us at enquiries@hroasis.co.uk

HR Oasis website

2009-06-24T07:37:00.001+01:00

Our website has been updated, please come and have a look at www.hroasis.co.uk

How effective is your HR function?

2009-06-11T08:09:00.002+01:00

Cast your vote at http://twtpoll.com/xbf8pi!

Flexible Working

2009-04-01T20:18:00.006+01:00

Employees who have children aged 16 or under (or disabled children under the age of 18) have the right to request flexible working to their Employer. Recently the legislation has included carers with the right to request flexible working. You can apply for different hours; location; times and patterns of work.
What are the next steps?

Detail your request in writing to your Employer. It must also include a start date that gives the Employer reasonable time to implement the changes. There may be a form to complete so check your Company's policy.
You must confirm your relationship with the child/ carer in the letter.
Your Employer has a statutory duty to seriously consider your request and can only refuse it based on clear business grounds.
A meeting must be arranged by your Employer within 28 days.
You have the right to be accompanied by a colleague at the meeting and you will be informed of a decision within 14 days.
You have a right to appeal the decision made by your Employer and should do so within 14 days of receiving the decision.

If you need further advice on the above or if you are a business and require a written policy then please contact us at enquiries@hroasis.co.uk.

Statutory holidays increased today

2009-04-01T17:44:00.004+01:00

Don't forget that Statutory Holidays have increased to 28 days today (and it isn't an April Fool's Day joke either!) for more information please see our earlier blog dated 7th December 2008.

The all new Disciplinary and Grievance process

2009-03-26T10:35:00.003Z

There will be a new approach to the discipline and grievance procedure from April 6th 2009.

Here are the key changes that you should be aware of:

The statutory disciplinary and grievance procedure no longer exists.
Employers and employees are expected to follow the revised ACAS Code of Practice.
Employment Tribunal awards may be varied by up to 25% for unreasonable failure to follow the Code of Practice.
ACAS can provide more help and advice through expanded helpline, pre-claim conciliation service and and end to fixed period of conciliation in Employment Tribunal claims.
Employees no longer are required to raise a grievance with their employer before making an Employment Tribunal claim.
The revised ACAS code states that formal grievances should be raised in writing.
Redundancies are no longer form part of the Disciplinary and Grievance procedure.
Termination of fixed-term contracts are no longer part of this Code.
Employees should appeal if they feel that the disciplinary action is wrong or unjust or if a grievance has not been resolved satisfactorily.
Serious offenses (in a disciplinary procedure) may call for dismissal without notice for a first offence. This must be done through a fair process.

This new approach is focused on disputes being resolved within the workplace. Communication is essential throughout the process, for example, when initiating a disciplinary, the employee must be given enough information about the problem and possible consequences so that they can prepare a response. Likewise, if an employee has a grievance they must deal with it promptly.

HR Oasis can assist you with reviewing your disciplinary and grievance policy or with any queries you may have about this process.

Contact us on 0203 239 0694 or 07771536056. Email us at enquiries@hroasis.co.uk.

Employment law update

2009-03-24T16:30:00.004Z

There is an important change to the Employment Act 2008 and it would be interesting to know how many are aware of its existence! In a recent gathering of HR professionals not one person knew about it so here is our attempt of raising awareness!

The amendment is regarding compensation to an employee if they suffer financial loss. If an employer fails to pay an employee on the date due, e.g. last Friday of the month, then the employee can claim the loss at an Employment Tribunal.

The Employment Act states, where a tribunal makes a declaration under subsection (1), it may order the employer to pay to the worker (in addition to any amount ordered to be paid under that subsection) such amount as the tribunal considers appropriate in all the circumstances to compensate the worker for any financial loss sustained by him which is attributable to the matter complained of.

The explanatory notes confirm that the Employment Tribunal has the power to order the employer to make, in addition to the payment..., a compensatory payment to reflect any financial loss suffered by the worker as a result of the employer's default.

This will remove the need to make a separate county court claim thus simplifying the process.

Maternity rights guide

2009-03-06T10:38:00.007Z

If you are not sure where you stand regarding Maternity and employment then here is our guide to help you. (Please note that this is based on best practice and it is advised to request your company's policy about Maternity leave and pay).

1. Informing your employer by the end of the 15th week before the expected week of childbirth will qualify you for maternity leave. You should write a letter confirming that you are pregnant and the expected week of childbirth supported with a medical certificate. Also state the date you intend to start maternity leave.

2. Do expect a letter from your employer within 28 days of your letter. If you need to change the return date then you should provide 8 weeks' notice.

3. You are entitled to a period of 26 weeks ordinary maternity leave and 26 weeks additional maternity leave, regardless of your length of service.

4. Your usual terms and conditions apply during maternity and additional maternity leave (except renumeration and salary).

5. You are entitled to time off with pay to keep appointments for antenatal care made on the advice of a registered medical practitioner, midwife or health visitor.

6. You are allowed to work up to 10 days during your maternity leave without a detrimental effect on your statutory maternity pay. Payment for these 10 days should be agreed in advance with your manager.

7. If you have more than 26 weeks service at your current employer then you are entitled to Statutory Maternity Pay (SMP). The current rate is £117.18 a week (or 90% of your average weekly earnings if this is less than this weekly rate). The first six weeks of maternity leave is 90% of average weekly earning with no maximum limit. The rest of the 33 weeks is paid at SMP rate.

8. If you do not qualify for Statutory Maternity Pay (SMP) then you may be entitled to Maternity Allowance (MA). This is paid for up to 39 weeks by the benefits agency. You must have been employed or self-employed for 26 weeks out of the 66 weeks before the expected week of childbirth and have average weekly earnings of at least £30 in order to qualify.

9. You have the right to return to your original job once your maternity leave has finished.

If you need further advice on the above then please contact at enquiries@hroasis.co.uk or call us on 0203 239 0694.

What can you expect in a potential redundancy situation?

2009-02-25T23:11:00.005Z

Being told you are in a potential redundancy situation is a stressful time especially in a recession. Here is our quick guide on what to expect in this process as an employee:

(please note this is a best practice guide therefore it is advised that you read your Company Policy for the exact procedure)

1. Remember that a redundancy situation applies where a business is reducing or ceasing; where a business is reducing or ceasing at the employee's place of work; where a particular type of work is reducing or ceasing ; or, where a particular type of work is reducing or ceasing at the employee's workplace.

2. You should be notified as practically possible of a potential redundancy situation.

3. An initial meeting should be arranged to discuss the details.

4. You should be advised of a consultation period and when the next meeting will take place.

5. The company should provide you with details of other employment opportunities within the organisation.

6. At the final redundancy meeting you will be told that either alternative employment has been found or whether you are being placed on notice of redundancy.

7. Redundancy payment should be explained to you clearly.

If you are still unsure of the procedure then do not hesitate to contact us at enquiries@hroasis.co.uk or on 0203 239 0694.

Tips to in-house training

2009-02-03T19:57:00.004Z

Are you about to conduct in-house training for the first time or has it been a while since your last session? Here is a quick guide to help you:

How many people will be trained? Can this be done all in one or in sessions?
Plan a group exercise before the start of the training to help break the ice amongst participants.
Ensure that the training is not clashing with other important meetings/ processes.
Book meeting rooms, projectors and flip charts well in advance.
Order sandwiches in advance if you are doing a full day or week session.
Make sure there is enough paper pads/ pens or pencils for the day.
Print out summary sheets of the training to hand out at the end of the session to participants.
Use role-plays and exercises to involve and keep the interest of your participants.
Ensure your Power Point presentation is clear, concise and not full of jargon.
Have a practice run with a colleague for timing of the training and to test the content too.
Always turn up a couple of hours before the training to make sure everything is in place such as flip charts, projector, tea/coffee, any food orders, packs etc
Look after your participants by having a bowl of sweets and water on the table(s).
Have a watch or clock in the room to ensure you keep the training on track.
Always hand out a feedback sheet at the end of the session to provide you with ways in which to improve your training.

Good luck with your training. If you need further advice on the above then give us a call today!

Long term sickness update

2009-01-21T09:59:00.004Z

The European Court of Justice has ruled that employees on long term sickness are entitled to use accrued holidays once they return to work.

Even if the employment contract is terminated by either party, the employer must include a holiday pay lump sum in the final salary.

Although this has helped clarify part of the Working Time Directive (where the employee has a right to a minimum period of paid leave), companies will see this as a further burden of cost during the recession and will think twice about providing a long term sick benefit. However, the ruling has stipulated that this is not an automatic benefit to long term sick employees.

If you need any help regarding the above then contact HR Oasis today.

All change on the disciplinary, grievance and dismissals front!

2009-01-07T14:12:00.002Z

Be aware that the three-step procedure for disciplinary, grievance and dismissals will be replaced on 6th April 2009!

The aim of the change is to provide more flexibility and resolve disputes quickly, therefore making the whole process easier.

Free pre-claim conciliation services will be provided by ACAS to organisations who find themselves in a dispute that could lead to a costly tribunal claim.

If you want to ensure you are acting fairly and reasonably on the above then contact HR Oasis for further help and consultation.

Season's Greetings

2008-12-22T09:33:00.002Z

HR Oasis would like to wish all its blog readers a wonderful Christmas and a happy 2009!

Redundancy guide

2008-12-15T08:57:00.005Z

With news of more redundancies as companies struggle under the credit crunch, HR Oasis has created a best practice guide to help HR professionals and employers complete the redundancy process correctly.

Just click here for your free HR Toolkit.

Statutory holidays

2008-12-07T20:10:00.004Z

Did you know that they increased from 20 to 24 days (pro rata for part time employees) in October last year? Missed it? It was one of those low key announcements but it is legally in place. We still come across organisations that are unaware of the change and promptly had contracts and policies amended!

On 1^st April 2009 the statutory holidays increase again from 24 to 28 days. Communication and timing is essential to implementing the change into your company. You may wish to implement this increase earlier if your holiday calendar is from Jan 1^st to Dec 31^st to avoid messy calculations. It is up to the employer if they want to include bank holidays as part of the statutory minimum which currently stands at eight days in England and Wales, nine days in Scotland and ten days in Northern Ireland.

Do ensure that employees are informed of the change and that this is reflected in employment contracts and policies. Communicate the change to the CEO, MD and the management team so that they can then allocate and sign off the correct number of holidays to their staff.

If you need help putting this into place then please contact us at enquiries@hroasis.co.uk or at 0203 239 0694.

Job description template

2008-11-30T21:58:00.007Z

Hopefully work is slowing down for the Christmas break, time for you to catch up on those back burner items! Does your company lack job descriptions or need a review? Here is our handy template to creating a job description...

Job Title
What is the name of the role? Be careful of using words such as Senior/ Junior due to possible age discrimination.

Reporting line
Who will this person be supervised by? Please include name and job title.

Location
Where will this role be based?

Grade
What level is this position? Where do they fit in the organisation structure?

Purpose of the role
Provide an overview of what the role and in which department.

Main responsibilities
What will they be doing? Does it involve advising? Mentoring? Creating monthly reports? Calculating? Supervising?

Knowledge and skills
What specific skills are you looking for and at what level? What prior knowledge must they have? The skills should be relevant to the role. Avoid detailing exact number of years' experience due to potential age discrimination.

Qualifications/ Memberships
Does the position require a particular degree/ diploma/ NVQ? Does the role need at least a membership to a professional body?

Other requirements
You can list items such as a clean driving license or travel commitments regionally or internationally.

If you do not have time to write up job descriptions for your employees then call HR Oasis to see how we can help you!

Making an impact in HR

2008-11-24T15:06:00.012Z

Whether you are in your first HR role or your HR function needs a bit of a boost, we have a few ideas that we hope will help you make an impact on your organisation:

Visibility is essential. Go around the office and talk to the employees, this is a great way to keep on the pulse of the culture of the organisation. How are they? What are they working on? How is it going? Not only does this get you away from the desk but it shows that HR cares and you can report back on general feel of the office to the management team. If there are any causes for concern then the managers can address this in their own team meetings.

Attend management meetings with structured schedule of HR items such as latest statistics, employment law updates, employee issues and upcoming procedures.

Go along to team meetings armed with relevant statistics, tell them what you are working on and how they can help, inform them on upcoming events or give a presentation on a specific topic.

If you have offices in different parts of the country go there once a month for a day or two so that employees can meet with you and discuss any issues.

Provide key decision makers with relevant statistics about the organisation and then talk through possible solutions on issues such as high absenteeism.

How can you impact on the bottom line? Look at saving money in recruitment - instead of using agencies, advertise on-line. Conduct in-house training rather than use external providers.

If you need further advice on the above then please contact us at enquiries@hroasis.co.uk or on 0203 239 0694.

Interview Questions

2008-11-16T18:41:00.005Z

Do you have an interview soon? Here are our top ten interview questions to help you practice your answers.

1. Tell us about a time when you had too many things to do and you were required to prioritise your tasks, what was your approach?

2. What do you like the most about your current job?

3. What do you least like about your current job?

4. Do you prefer to work alone or in a team?

5. If I called your boss, what three positive things would they say about you?

6. Have you ever had a difficulty with a supervisor or colleague and how did you resolve the conflict?

7. What do you hope to gain from our company?

8. What will the company gain from you?

9. Tell me about a time you acted on your own initiative.

10. What motivates you to go the extra mile?

We hope that you have found these questions useful. If you need further help please contact us at enquiries@hroasis.co.uk or call on 0203 239 0694.

Handy interview hints!

2008-11-13T22:27:00.002Z

Even though we are going through tough economic times, companies are still recruiting and HR Oasis would like to share its hints in making your interview successful.

1. Prepare, prepare, prepare! We cannot stress this enough. Do research the company thoroughly - we have access to so much information on the internet so there is no excuse!

2. Anticipate questions that the company will ask about your previous jobs and qualifications. Prepare and practice your answers.

3. Think and write down questions you want to ask at the interview.

4. Take copies of your up-to-date CV (see our earlier blog about tips on CV writing).

5. Check the dress code for your interview as most companies expect you to dress smartly in a suit.

6. Be punctual. Arrive about 15 minutes before your appointment. If you are going to be late call your interviewer to make them aware.

7. Always shake hands with your interviewer firmly and with a confident smile. Weak handshakes are a definite no-no!

8. Relax and be yourself. The interviewer is probably just as anxious as you!

9. Listen to the questions being asked to you. If you are unsure, ask the interviewer to repeat the question again.

10. Upon leaving, shake hands firmly and thank the interviewer for their time.

For mock interviews and further advice about any of the above please contact us at enquiries@hroasis.co.uk or call us at 0203 239 0694.

Do's and Don'ts for your CV

2008-11-07T11:52:00.000Z

What are employers looking for in a CV? The list below will help you towards creating your CV or you can use it as a checklist for your current CV:

Do include your name, email and phone number.
You do not have to include your date of birth or address.
Avoid adding interests or hobbies as sometimes this can prejudice taking you to the next stage.
Do keep your CV to two sides of A4 paper.
Do keep to the last three jobs you have worked for with dates.
Do list training that you have attended with dates.
Do not write an essay - keep the description of your work experience concise.
Do include a Covering letter with an overview of your CV.
Make sure that your CV is relevant to the job you are applying for.
Attention to detail is key - spell check your CV and covering letter

If you would like further information or advice please visit www.hroasis.co.uk.