As an employer you have a duty to make sure that bullying and harassment does not take place in your organisation.
What one person perceives as bullying may be shrugged off by someone else. Language or actions which one individual sees as harassment may seem completely inoffensive to another person so it is not always easy to recognise or control.
Advise on the implementation of policies and procedures which will enable you to understand and deal more effectively with situations if they arise.
Train your supervisory and managerial staff so that they understand and know how to deal with potential problems.
Carry out investigations on your behalf if a complaint is made about bullying or harassment and you feel the need to demonstrate complete neutrality.
Mediate to help to resolve any conflict that has arisen.
The contract with your employees is formed in many ways, through custom and practice, through implied terms, through terms expressed in policies and other documentation, by verbal agreements and through collective agreements.
As an employer you are obliged to provide your employees with a statement outlining their main terms and conditions within two months of their start date.
Help you to produce or to update your Statement of Terms and Conditions and guide you in the broader understanding of contract terms if needed.
Help you to pull together all your existing practices, policies and procedures into a comprehensive handbook so that managers and employees know where to refer for information.
Ensure that you carry out the necessary consulation with your staff and help you to manage any changes to terms and conditions.
As an employer, you must make sure that you do not allow discrimination on the grounds of gender, marital status, race, ethnic origin, colour,nationality, national origin, disability, sexual orientation, religion or belief or age.
Do you and all your managers and supervisory staff really understand the law and the concepts around discrimination?
Provide training in discrimination awareness and legislation.
Work with you to ensure that your policies, procedures and ways of working do not discriminate but offer equal opportunity to all.
Help you to develop an equal opportunities policy.
Although you do not have to provide an employee handbook and you do not have to document your policies and procedures (other than those relating to discipline and grievance), it is good practice to do so and it will make it so much easier to deal fairly and consistently with your employees.
Guide you in the production of an employee handbook suitable for your organisation.
Produce policies and procedures which are legally compliant and written in a way which suits your organisation and culture.
Keep your policies and procedures updated in line with changing legislation.
We specialise in helping you to understand how employment legislation affects you and how to manage your human resource within the boundaries of employment legislation. We are pragmatic in our approach and will always clearly explain your options, best practice and the risks associated with not using best practice.
We will give you the level of support that you need, whether it is guidance over the phone, drafting or checking correspondence, coaching your managers in how to handle a situation or attending meetings with you if required.
Any employee who has been employed for more than 26 weeks has the legal right to submit a written application to his or her employer requesting a more flexible pattern of working hours. This might include suggestions for job share, reduced working hours, the ability to work from home etc.
As their employer, you have to seriously consider this request and you may only refuse it if there are good business reasons for doing so. There are prescribed timescales and procedures for dealing with such requests.
Advise on the implementation of Flexible Working policies which comply with legislation and which will work well for your business.
Train your supervisory and managerial staff to manage flexible working requests.
Encourage you to think of the benefits of flexible working.
This new European legislation came in to force on 25th May and we have made sure that all our clients are compliant with their HR data. You need to document your processes for handling data relating to your employees, workers and contractors so that you know exactly what data you hold, why you hold it, who has access to it and how long you keep it. There are six legal reasons for holding data but the most common reasons for holding HR related data will be so that you can fulfil your contractual obligations to the employee and so that you can meet your legal obligations as an employer.
You now need to issue privacy notices providing this information to all the people work for you and to all applicants for jobs and you need to make sure that you only keep data which is strictly necessary.
Audit your data and processes and advise you, to make sure that you are compliant.
Employees in your organisation should receive equal pay for work of equal value. The process of job evaluation helps you to look objectively at different jobs within your organisation to assess how they should be paid.
The process of job evaluation also tells you so much about what your employees are actually doing and it can be an excellent tool for reviewing job descriptions and working practices.
Help you to evaluate roles in your organisation using the Hay method of job evaluation.
Advise on pay and grading structures, taking into account local and national pay rates for similar roles.
And we will:
Ask you to consult your employee representatives before starting such an exercise.
Work closely with you and with them throughout. to ensure that the work we are doing is properly communicated and understood.
Regardless of her length of service, every pregnant employee has the right to take 26 weeks’ ordinary maternity leave, followed immediately by 26 weeks’ additional maternity leave.
Similar rights apply to people who are adopting a child. Standard Paternity leave is 2 weeks.
Provide you with policies, procedures and excel calculators to help you to carry out the administrative aspects of managing maternity, paternity and adoption leave.
Guide you in the rules around how and when employees should return to work and whether they should return to the same role.
Guide you if you need to change the role or make redundant the role of somebody on maternity or adoption leave and ensure that you are aware of their special rights.
Sometimes the best approach to resolving a dispute or conflict between individuals is through mediation. Mediation takes the problem out of the formal company disciplinary or grievance procedures and tries to assist all the parties involved in coming to an agreement or in finding a better way of working together.
It can be quite surprising to find that people who have been so wrapped in conflict can, with the support of the mediator, begin to talk to each other, understand each other’s point of view and find their own way to resolve the problem.
For more on our mediation services take a look at our Mediation Page.
Employees who are parents of a child under the age of eighteen (also includes adoptive parents) each have the legal right to take up to 18 weeks’ unpaid parental leave until the child’s 18th birthday. No more than 4 weeks’ unpaid parental leave may be taken in any one year. To qualify for parental leave, an employee must have completed at least one year’s continuous service with the employer.
Guide you through the points you should check and the procedures you should follow when granting parental leave.
Help you to set up a parental leave policy and procedure with the appropriate forms.
Mothers can choose to return to work early from maternity leave, or give advance notice that they intend to do so, and share untaken leave with their partner. The critical point for employers is that employees can take their shared parental leave as discontinuous periods, interspersing periods of work with periods of leave. They can also take leave at the same time as each other.
There are strict and complex criteria that each partner must meet in order to qualify for shared parental leave.
Provide you with policies, procedures to help you to carry out the administrative aspects of managing shared parental leave.
Provide you with excel calculators to make the eligibility checks easier.
Poor employee performance could be for any number of reasons, for example; poor management, lack of clarity about their job role, poor health, stress, lack of capability, lack of training, lack of motivation, a wrong fit with the role they are in….
Help you to identify the reasons for poor performance.
Help you to put in places measures to improve poor performance.
Help you develop performance management tools such as capability and appraisal schemes.
There is no longer a statutory retirement age. You cannot insist that someone retires on account of their age, although certain organisations may be able to set their own retirement age if there are very good reasons for doing so.
We can help you to develop policies on retirement run-down, on flexible working for older people and on managing an older workforce.
Smaller businesses can usually manage their employee data through Excel or other similar software. Larger organisations will require specialist software systems.
Advise on the specification for and selection of HR software and Time and Attendance software systems.
Advise on or project manage the implementation of such systems.
“We continue to work closely with Jane on further changes and enhancements to our HRIS system, and would highly recommend her to any clients wishing to implement or amend any HRIS systems, as well as wanting to utilise a strong project manager.”
Ensure that you get the best possible use out of HR software tools so that they reduce the administrative burden on your staff and provide you with excellent management information.
Develop Excel spreadsheets or Access database systems for smaller businesses.
“Camino HR produced spreadsheets to enable the easy monitoring of hours, sickness and holidays.”
We can provide training for your managers and supervisory staff, tailored to your organisation’s needs, on any of the policies which we help you to put together or on a range of other subjects such as:
Managing Disciplinary and Grievance Situations.
Dealing with Stress at Work.
Basic Employment Legislation.
Understanding and Preventing Bullying and Harassment.
Recruitment Best Practice.
Effective Management Skill.
For more information or to book a course please see our Training Page.
Through our partners, we can provide training in occupational health related and health and safety matters.
AD HOC WORK
If you would just like the occasional support with a specific project or problem we can agree a rate for the work as and when you need it.
PAY AS YOU GO
We agree an hourly rate and then you top up your credit in advance. We let you know how you have spent it each month. You can stop the service any time you wish. Telephone and email support is charged in 15 minutes.
Face to face meetings are charged by the hour, including travel time.
Project work such as policy development and training is charged at a fixed rate agreed in advance.
We agree the amount of days you are likely to need for the year and the level of service you would like us to provide.
Typically this could include;
Full telephone and email support; ensuring that all policies and procedures are kept up to date; advice on changing legislation; regular meetings with managers, team leaders, supervisors to ensure that support is available for all employment matters.
FULLY OUTSOURCED HR DEPARTMENT
For an annual fee we will proactively manage all your HR requirements.