HR & Employment Law...employment law and health & safety services in the UK. From its inception in...

Training Brochure

HR & Employment Law

Training

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at www.navigatorlaw.co.uk

For bookings and enquiries: 0333 2400 308

[email protected] www.navigatorlaw.co.uk

Navigator Employment Law Ltd Floor 3, 1-4 Atholl Crescent

Edinburgh EH3 8HA

Contents Contents .............................................................................................................................................................. 2

Welcome .............................................................................................................................................................. 3

Meet the Team .................................................................................................................................................... 4

Navigator ‘How to’ Sessions ................................................................................................................................ 6

How to Recruit & Select Effectively ................................................................................................................. 7

How to Manage Others Effectively ................................................................................................................. 8

How to Encourage Positive Performance and Handle Difficult Conversations ............................................... 9

How to Handle Bullying, Harassment and Dignity at Work ........................................................................... 10

How to Manage Absences Effectively ........................................................................................................... 11

How to Handle Discipline and Grievance Effectively..................................................................................... 12

How to Conduct Investigations ..................................................................................................................... 13

How to Manage Change and Build a Culture of Resilience (for Management) ............................................ 14

How to Manage Change and Build a Culture of Resilience (for Staff) ........................................................... 15

How to Conduct an Options Appraisal .......................................................................................................... 16

How to Restructure Effectively ...................................................................................................................... 17

How to Make the Most of Collective Consultation ....................................................................................... 18

How to Change Your Pension Scheme .......................................................................................................... 19

How to Revise Your Pay Structure ................................................................................................................. 20

Navigator ‘Masterclass’ Sessions ....................................................................................................................... 21

Masterclass in Mediation .............................................................................................................................. 22

Masterclass in Essential Employment Law for Line Managers and HR Professionals ................................... 23

Masterclass in Scottish Mental Health First Aid ............................................................................................ 24

3C Workshop: GDPR ‘One Year On’ ................................................................................................................... 25

Additional Services ............................................................................................................................................ 26

Coaching ........................................................................................................................................................ 27

Mentoring ...................................................................................................................................................... 28

Facilitation ..................................................................................................................................................... 29

Workplace Investigations Service .................................................................................................................. 30

Workplace Mediations Service ...................................................................................................................... 31

Client Testimonials ............................................................................................................................................ 32

http://www.navigatorlaw.co.uk/

mailto:[email protected]


Training






Edinburgh EH3 8HA

Welcome A very warm welcome to Navigator’s training brochure, which covers an extensive list of training opportunities surrounding the most pressing issues for our clients today. This brochure focuses on project training across our HR and Employment Law functions, which will help to improve your workforce knowledge, skills and experiences in a range of topics.

To give you some background, Navigator is an Employment Law, HR and Health & Safety practice based in Edinburgh. Alongside providing legal advice, conducting various audits, and providing other services, we also write and deliver bespoke training and development sessions. Our dedicated team of professionals recognise that managing people fairly and competently can be challenging, especially in times of change.

The training courses advertised here are designed to be tailored to your specific organisation and delivered on-site to workplace teams, allowing our specialist trainers to provide a bespoke service which is totally relevant to your sector. In addition, we occasionally schedule dates for public training courses which are governed by demand. To be the first to know about any upcoming events or training courses, you may wish to sign up to our newsletter at www.navigatorlaw.co.uk.

The brochure is split into the following sections:

‘How to’ Sessions: these half day courses provide a practical overview of a people management topic against the backdrop of the legislation, and act as a great introduction or refresher.

‘Masterclass’ Sessions: these full day sessions are ideal for those wishing to advance their current knowledge and skills to the next level in specialist areas.

3C Workshops: our established Coffee, Cake & Compliance half day workshops provide an interactive and stimulating way to learn about data compliance issues.

One to One Development Services: more ‘hands-on’ coaching, mentoring, and facilitation, because we recognise that not all learning happens in a classroom situation.

Within these sections you will find the details of each individual course. However, if you do not find training within this brochure which specifically caters to your needs, do not hesitate to contact us for a consultation –we may be able to create a bespoke training course for your workplace.

We hope you find the brochure informative and that our training delivery meets an excellent standard. We seek feedback after each course, but also encourage any comments, queries or concerns you may have – find our contact details in the footer.

Thank you, and we hope to see you at a training session or event in the near future.

Kind regards,

Gareth McKnight

Managing Director

Navigator Employment Law Ltd





Training






Edinburgh EH3 8HA

Meet the Team

Alan Sutherland Head of Employment Law

A graduate of the Universities of both Cambridge and Edinburgh, Alan has over 15 years’ experience in employment law.

Alan advises on all areas of employment law, including unfair dismissal, discrimination, redundancy, TUPE and contractual documentation. He has acted for a range of clients both large and small and has appeared in Employment Tribunals throughout the UK, as well as in the Employment Appeal Tribunal.

Alan has the experience to anticipate and identify potential problem areas. He is not afraid to suggest innovative solutions to problems, but where litigation proves ultimately necessary he will pursue cases vigorously.

Seanpaul McCahill Legal and HR Manager

Seanpaul is a graduate of the Universities of Glasgow and Strathclyde, with qualifications in law and human resource management and Chartered membership of the CIPD.

Prior to commencing his legal career, Seanpaul worked in senior HR roles in a range of public sector organisations, including the University of Strathclyde and the NHS. His experience of operational HR allows him to give advice with an understanding of how it will be applied in context.

Seanpaul’s areas of interest include discrimination and immigration law, and he has direct experience of the migrant sponsorship process. He also enjoys training and has delivered courses on many HR and employment law topics across the UK.

Helen Donnelly Legal Manager

Helen graduated from Queens University, Belfast, with a Masters’ Degree in Anthropology before gaining her law degree at the University of Strathclyde in Glasgow.

Following traineeship, Helen advised a wide variety of employers and businesses, along with providing advice, support, training and advocacy to the UK’s largest Trades Unions. She has appeared in Employment Tribunals throughout the UK, with practical experience of appearing at professional regulatory proceedings and of instructing counsel in interim interdict at the Court of Session.

Helen believes that her years of experience of advising and representing both employers and employees gives her an insightful and well-rounded approach, and she uses this to find practical solutions for clients facing complex issues.

Gary Foggo Health & Safety Manager

Gary has over fifteen years’ experience in health and safety management both working direct and in consultancy in a wide range of work environments.

He has previously managed projects which involved the scoping, procurement and implementation of a software system to manage contractor health and safety matters implications on behalf of the Scottish Government and the development and delivery of a divisional behavioural safety programme implemented at multiple manufacturing and logistics sites across Europe.

Gary is a chartered member of IOSH.




Training






Edinburgh EH3 8HA

Stephanie Harper Head of Projects

Stephanie is a highly experienced HR professional who has experience in a consumable goods global company (Bosch), leading a HR team at Amersham & Wycombe College (including 9 educational establishments) and leading the delivery of HR services Dunedin Canmore, now part of the Wheatley Group. She then joined Law at Work, where she developed the HR client projects service.

One of Stephanie’s key focuses at Navigator is to ensure our clients receive an excellent, solutions-focused and pragmatic employment law, HR and governance service, while ensuring any risks and compliance challenges are highlighted. She is driven to deliver in a collaborative manner but possesses the courage to challenge where appropriate.

As a Chartered Fellow of the CIPD and with a Masters’ in Law & Employment Relations she has been recognised recently for her 30 years of service to HR. She is also a trained workplace mediator, and EU GDPR practitioner and a qualified project manager.

Scott McCrory-Irving

HR Consultant

Scott has recently been recruited as an HR consultant at Navigator. He is a graduate of the University of Edinburgh, achieving a first class Honours degree in Sociology and Psychology. The study of Sociology has given Scott a great interest in research into power dynamics of social groups, with experience in one-to-one interviews and technological methods. This topic formed the basis of his Sociology dissertation, which was centered around the context of a semi-professional football team.

Having been part of the Navigator team on a number of HR projects now, Scott has experience of a range of service delivery, from salary benchmarking and creation of line managers’ “toolkits” to full-scale organisational restructures and Health & Wellbeing audits.

Clare Lynch Client Liaison Executive

Clare has worked in the legal sector for over ten years, providing administration support at MacRoberts LLP, initially as Office Junior before becoming Support Services Assistant. She completed an SVQ level 3 in Business Administration during that time. In January 2014, Clare took on the role of Business Services Executive, where she gained experience in the marketing and business development departments, finally settling on a role as Business Development Executive.

Clare joined Navigator in September 2015 where she hopes to develop her skills and continue to deliver a first class service to clients.

Gareth McKnight Managing Director

Gareth has been involved in the sales and marketing of employment law and human resources, health & safety and management consultancy since 1991. He worked for the original innovators of this type of service, Croner, from 1991 to 1997, and then between 1997 and 2002 he was a key member of the team assembled by RBS to launch and market its ‘Mentor’ service, which very quickly became the largest provider of fixed fee employment law and health & safety services in the UK. From its inception in 2002, until early 2011, Gareth was a leading member of the management team which created and launched Law at Work, a Glasgow based provider of similar services.

Since leaving Law at Work, Gareth has taken some time out to review and appraise the employment law, human resources and health & safety market, with a view to developing from scratch a different and more innovative model, which is Navigator.




Navigator ‘How to’ Sessions

How to Recruit & Select Effectively

How to Manage Others Effectively

How to Encourage Positive Performance and Handle Difficult Conversations

How to Handle Bullying, Harassment and Dignity at Work

How to Manage Absences Effectively

How to Handle Discipline and Grievance Effectively

How to Conduct Investigations

How to Manage Change and Build a Culture of Resilience (for Management)

How to Manage Change and Build a Culture of Resilience (for Staff)

How to Conduct an Options Appraisal

How to Restructure Effectively

How to Make the Most of Collective Consultation

How to Change Your Pension Scheme

How to Revise Your Pay Structure

Training






Edinburgh EH3 8HA

How to Recruit & Select Effectively

What will it cover?

The hiring process can be risky and expensive, and cutting corners can only make it more difficult. Candidates

often develop first impressions when being recruited, making it important for organisations to put their best

foot forward throughout the process. This course will help educate your line managers on effective

recruitment and selection practices by covering:

How to prepare an appropriate advert

Composing job descriptions and specifications

Longlisting and shortlisting

Interview techniques

Effective questioning & what questions to avoid

Alternative selection techniques

Discrimination awareness

Employment checks (right to work in the UK, criminal, health)

In addition, this session will provide the practical aspects and legislative requirements to ensure the best

candidate is selected for the role.

What are the outcomes?

Attendees will walk away with:

A deeper understanding of the recruitment process

Awareness of the legislative stance on recruitment & selection

Increased confidence to recruit fairly, properly and effectively

Practical tools to assist when recruiting and selection

Who should attend?

Learning is aimed towards those with an active role in the recruitment and selection process. It is appropriate

for those either requiring an update, or new to the selection process, to ensure the right person is selected for

the right role.

How long will the course be?

The course lasts half a day.




Training






Edinburgh EH3 8HA

How to Manage Others Effectively

What will it cover?

Line managers are a key component to productivity in the workplace. Therefore, it is important that managers

know the expectations of the role and are confident in carrying out the responsibilities. This session will cover:

The primary responsibilities of a line manager

The key skills needed to fill the role

How to approach situations with confidence

Recognising the learning styles of your team and how to capitalise on these

Effective time management techniques

Influential skills: how to motivate your team to perform well



A deeper understanding of their role

Improved communication skills with different individuals within their team

Increased confidence to motivate, develop and engage with others

Practical tools to assist managing on a daily basis

Who should attend?

Learning is generally aimed towards line managers, although the course is appropriate for those who have

received little or no people management training; have taken on additional management responsibilities; are

new to people matters; or simply require a refresher.






Training






Edinburgh EH3 8HA

How to Encourage Positive Performance and Handle Difficult Conversations

What will it cover?

It can be challenging to establish a positive performance culture within an organisation, and often managing

individuals involves having difficult conversations. As a line manager, addressing the topics of conduct and

capability are essential in driving your organisation forward. This course will cover:

How to establish and maintain strong performance management techniques

Distinguishing between employee underperformance due to conduct vs capability

Best practice for approaching challenging scenarios

Resolving conflict using management models such as the Johari window and ‘GROW’

If possible, it would be helpful to have a couple of anonymised examples of the types of scenarios within your

organisation that may typically result in a difficult conversation.



Awareness of strategies to create a positive performance management culture

Enhanced understanding of the role of coaching, mentoring and mediation in improving performance

Improved sensitivity to ‘red flags’ surrounding individual performance issues

Increased confidence in management techniques using various models

Who should attend?

This course is directed towards individuals who have received limited people management training; have taken

on additional management responsibilities; are new to people matters; or simply require a refresher.






Training






Edinburgh EH3 8HA

How to Handle Bullying, Harassment and Dignity at Work

What will it cover?

Workplaces are now more diverse than ever before, and so it is of paramount importance for employers to

ensure dignity at work for all staff. Fostering an environment of dignity and mutual respect goes hand in hand

with workplace wellbeing and staff cohesion, both of these serving to enhance organisational performance.

This session covers:

An overview of the legal background (The Equality Act 2010) and expectations of employers

Recognising inappropriate workplace language and behaviours

How to reduce the likelihood of bullying, discrimination and harassment claims

Practical tools for handling bullying, discrimination and harassment when these do occur

Subsequent stages to follow when harassment, bullying or discrimination claims are made



Greater knowledge of the legal requirements surrounding bullying, discrimination and harassment

Enhanced understanding of the importance of a culture of mutual respect on organisational cohesion

and performance

Increased confidence to deal with issues sensitively and professionally

Take away tools to assist in handling sensitive matters

Who should attend?








Training






Edinburgh EH3 8HA

How to Manage Absences Effectively

What will it cover?

Employee absence can have a significant impact on an organisation. Absence can result in organisational costs,

decline of productivity and negatively impact colleagues. Therefore, it is important that absence policies are

in place and appropriately enforced for every employee. This course will cover:

Management techniques to improve regular attendance

What the law says about absence management

Key skills to have when dealing with absences

Strategies for preventing sickness absence

How to identify absence patterns

How to manage long term absence

Identification of stress and mental health issues which are likely to result in absence



A deeper understanding of how to manage short and long term absence

Awareness of the legislation on absence management

Increased confidence to tackle attendance issues

Practical tools to assist when managing absence

Who should attend?








Training






Edinburgh EH3 8HA

How to Handle Discipline and Grievance Effectively

What will it cover?

Disciplinary and grievance queries can be difficult to approach due to their sensitive nature. This session looks

at the skills, knowledge and approach managers should use when dealing with such people matters by

covering:

What the law and ACAS say about employee discipline and grievances

Effective management of the whole discipline and grievance process

The practical steps when holding discipline, grievance and appeal hearings

Disciplinary outcomes and grievance resolution options

This course is also a valuable pre-cursor for our ‘How to Conduct Investigations’ training.



A deeper understanding of the discipline and grievance process

Awareness of the legislative stance on discipline and grievance

By talking through mock discipline and grievance scenarios, increased confidence to handle these

sensitive matters

Practical take away tools to assist when handling discipline and grievance issues

Who should attend?





Comments from previous attendees

“Learning to deal with situations successfully”

“More confident in managing difficult situation”

“Thorough knowledge”

“Case studies, enabling you to reflect on your own workplace”

“Training engaging throughout”

“A useful learning tool”




Training






Edinburgh EH3 8HA

How to Conduct Investigations

What will it cover?

Workplace investigations are an important part of employee relations management – especially with regard

to discipline and grievances – and yet they are perhaps the least well understood. Investigating matters

promptly and fully is crucial to resolving workplace issues in a proper manner. This course will cover:

What an investigation is (and what it is not)

The role and purpose of the investigating officer

How an investigation differs to a disciplinary or grievance hearing

Role play and example scenarios of investigations

Practical advice for conducting investigations

The organisational consequences of conducting investigations ineffectively

This course is a useful follow on from our ‘How to Handle Discipline & Grievance Effectively’ training.


Attendees will walk-away with:

A deeper understanding of the purpose of investigations, and how these fit into a broader process

Understanding of the role of the investigating officer compared to others throughout the discipline or

grievance process

Increased confidence in conducting investigations (or instructing others to do so)

Practical tools to assist in the process

Who should attend?

This course is generally directed towards line managers, although it is appropriate for any individuals who

have received limited people management training; have taken on additional management responsibilities;

are new to people matters; or simply require a refresher.






Training






Edinburgh EH3 8HA

How to Manage Change and Build a Culture of Resilience (for Management)

What will it cover?

In the fast-paced and constantly fluctuating environment of the modern world, it is essential for organisations

to take change in their stride. This Navigator ‘How to’ session will provide theoretical and practical insight into

building an organisational culture of resilience, in order to be able to handle change positively. This course

covers:

Building an organisational culture of resilience

The role of leaders throughout the stages of change

The importance of individuals and how they respond to management and culture

How to move forward after the change

Note we also run this session for staff. Although there will be some overlap, this management-orientated

session takes a more collective organisation-wide focus, whereas the staff session is more geared towards

individuals and small workplace groups.



Deeper understanding of both organisational and individual resilience

Greater confidence in your ability to identify and influence your own organisational culture

A deeper understanding of the role of leaders, individual employees, and interactions in the change

Knowledge of how to assess the impact of change

Practical advice for handling change throughout the process

Who should attend?

This course is directed towards senior management, board members and other senior staff (such as HR

professionals or line managers) who play a central role in managing organisational change. The session will

have the most benefit for those who have not previously undertaken resilience or change management

training, but it also acts as a useful refresher.

How long will the course last?





Training






Edinburgh EH3 8HA

How to Manage Change and Build a Culture of Resilience (for Staff)

What will it cover?

In the fast-paced and constantly fluctuating environment of the modern world, it is essential for organisations

to effectively handle change. This session prepares staff theoretically and practically for doing this. Whether

staff are able to take change in their stride is crucial to building an organisational culture of resilience. The

course takes staff through the stages of change, including:

How to personally prepare for change

How to practically manage change

How to move forward after change

Note we also run this session for management. Although there will be some overlap, the management-

orientated session takes a more collective organisation-wide focus, whereas this session is more geared

towards individual staff.



An understanding of the ‘Change Curve’

Enhanced awareness of the role of staff in building a culture of resilience

Practical advice for managing the impact of change individually

Increased confidence to support colleagues through change and progression

Who should attend?

This on-site training course is aimed at all level of staff, especially those who will be involved in potential

upcoming changes. The session is designed as an introduction to managing change and building resilience, so

it will benefit those with little experience of these topics.






Training






Edinburgh EH3 8HA

How to Conduct an Options Appraisal

What will it cover?

Organisations often have to engage in cost-saving projects to ensure their continued efficiency, whether these

projects are self-motivated or forced by external circumstances. Being able to decide on the most appropriate

plan of action is critical, and involves conducting a well-rounded options appraisal. Regardless of the stage you

are at in your cost-saving journey, this session provides you with the means to gather all options together,

consider them, and articulate them in a systematic manner. The course covers:

Metrics and documentation required to appraise the current situation

Discussion of the different areas in which to consider cost-saving (e.g. smarter working, process

mapping, etc.)

Practical advice for each step of the process

Consideration of ongoing hidden costs

An understanding of the relationship between staff costs and outputs



A diagnostic tool for appraising the options available to your organisation

An objective approach to assessing the most appropriate cost savings for your organisation

Increased confidence in planning the journey for future staff cost savings

Enhanced awareness of a range of tactical, strategic and sustainable options which could be presented

to your senior management or board of governance

Who should attend?

This session is geared towards HR professionals, senior management, board members and any others

responsible for setting direction for the organisation.






Training






Edinburgh EH3 8HA

How to Restructure Effectively

What will it cover?

Restructuring your organisation is difficult enough ‘on paper’, and it can become even more challenging in

practice, given the complexities of informal roles and relationships. Often organisations contain job roles

which have evolved over time, meaning the structure no longer directly corresponds to the business aims and

purpose. This course covers:

How to assess whether your current structure is ‘fit for purpose’

The advantages of restructuring

Theoretical and practical advice to maximise effectiveness of the restructure

Any legal or practical pitfalls to watch out for

Relevant examples of restructures and the different techniques used

What to do if (and when) people management issues or other difficulties occur



Deeper understanding of the legal and practical considerations surrounding restructures

A clearer idea of how to practically drive the restructure forward

Greater confidence in your knowledge and management skills when encountering difficulties

throughout the process

Expert reassurance that you are following a fair process

Practical tools to assist you throughout the restructuring process

Who should attend?

This session is targeted at management and any other individuals with responsibility for driving the restructure

forward.






Training






Edinburgh EH3 8HA

How to Make the Most of Collective Consultation

What will it cover?

When organisations are implementing structural or other financially-driven changes, it is often necessary for

them to hold collective consultation meetings with staff to communicate these changes properly. This course

adopts a neutral approach to collective consultations, catering to both employers and employee

representatives. The training will cover:

The legal background and requirements of collective consultation

Details of the collective consultation process

Why collective consultation is important

Rights and responsibilities of employee representatives

Key skills and practical advice for making the most of collective consultation for all parties



Deeper understanding of the purpose and legal requirements of collective consultation

Increased confidence to deliver these meetings successfully

Clear expectations of what you – and other parties – want to get from the process

Practical tools to assist negotiations during collective consultation meetings

Who should attend?

This session is generally intended to be tailored to a specific organisation, and delivered in-house. As

mentioned above, the course caters to management who will be in charge of the collective consultation

process as well as employee representatives.






Training






Edinburgh EH3 8HA

How to Change Your Pension Scheme

What will it cover?

Recent legal developments surrounding pension contributions – not to mention increasing life expectancy –

are rendering many organisational pension schemes unsustainable for employers going forward. This practical

workshop will explain the process to follow if you are considering moving away from your current pension

scheme. The course covers:

The legal framework related to changing your pension scheme, and any contractual issues

Establishing an effective collective consultation mechanism

Step-by-step timetable on each stage to follow

Draft staff communications

Common pitfalls and how to overcome them



Awareness of the legal requirements surrounding changing pension scheme

Enhanced knowledge of the steps to take to change your pension scheme

Confidence in engaging in collective consultation

Examples of effective written staff communications

Greater understanding of the employment risks, and how to mitigate them

Who should attend?

This session is geared towards those responsible for finances at their organisation and/or pensions

administration. Takeaways include a free pay strategy template.


The workshop lasts half a day.




Training






Edinburgh EH3 8HA

How to Revise Your Pay Structure

What will it cover?

Employees expect proper and transparent pay structures to be in place. Dishonest or vague wage management

can damage workplace relationships, hindering an organisational culture of trust. Therefore, it is important to

ensure your organisation gets its pay structure right: this will have a positive impact on employee wellbeing

and the future organisational culture. This session covers:

General wage and equal pay statistics

Various pay structures and identifying the best fit for your organisation

Ins and outs of bonuses and commission payments

Employee issues which may arise

How to carry out external pay benchmarking

Steps to follow when changing your pay structure

Critical documentation to consider

The risks and legal implications



Awareness of the pay options available, and those most relevant to your organisation

Increased confidence in the steps to take to revise your pay structure

Practical techniques for handling various pay issues

Enhanced knowledge of the relationship between pay structure and wider organisational culture

A free pay strategy template

Who should attend?

This course is aimed at HR professionals and managers who deal directly with pay strategy, alongside those

with managerial experience who are interested and involved in the revision of pay structures.






Navigator ‘Masterclass’ Sessions

Masterclass in Mediation

Masterclass in Essential Employment Law for Line Managers and HR Professionals

Masterclass in Scottish Mental Health First Aid

Training






Edinburgh EH3 8HA

Masterclass in Mediation

What will it cover?

Line managers and HR often get caught up in relationship issues between employees. If not handled properly,

these issues can become drawn out and take a significant amount of time to resolve – time that should be

devoted to other work priorities. Proper mediation skills can be used to prevent such situations and ensure all

issues are resolved fully and efficiently. This Masterclass will cover:

An introduction to mediation and when it should be employed to deal with conflict

Appreciation of individual differences and similarities

The key stages in mediation

Mediation meetings and post meetings


Greater awareness of when mediation is appropriate to use

Increased appreciation of different individual styles

Be knowledgeable about the mediation stages

Learn new skills and build confidence in dealing with workplace conflict

A Masterclass certificate of attendance

Note that sometimes it is more appropriate for mediations to be carried out by an external party to ensure

impartiality. Navigator offers this service, as is detailed towards the end of this brochure.

Who should attend?

This course is geared towards HR professionals and managers who deal directly with conflict in the workplace

and those who are interested in learning how to manage conflict in the workplace.


The course lasts a full day.

Feedback from one of our clients

“One of the best and most relevant courses I’ve been on”




Training






Edinburgh EH3 8HA

Masterclass in Essential Employment Law for Line Managers and HR Professionals

What will it cover?

A general knowledge of employment law is a must-have for any line manager or HR professional, considering

the amount of time and effort invested into dealing with people issues. This masterclass provides an in-depth

discussion of key employment law topics, suitable to equip managers or HR to handle people matters

effectively. More specifically, the course covers:

Recruitment

Discrimination

Unfair dismissal

Disciplinary and grievance

Performance management



Greater knowledge of the legal background to key people matters

Clarity over the steps to take when approaching various people management processes

Increased confidence to handle sensitive issues in accordance with the law and best practice

Practical tools to assist in the process

Who should attend?

The session is aimed at managers and HR professionals who are directly involved in people management, and

who may come across topics requiring knowledge of employment law on a regular basis.


The course lasts a full day.




Training






Edinburgh EH3 8HA

Masterclass in Scottish Mental Health First Aid

What will it cover?

It is increasingly recognised that mental health is at least as important – if not more so – than physical health,

especially in the workplace. Very few people have the skills and knowledge to respond effectively to a mental

health crisis, so having a qualified in-house mental health first aider is a valuable asset to any organisation.

This two-day, NHS-accredited course covers:

The 5 steps of Scottish Mental Health First Aid (SMHFA) and how to apply them

How to recognise when someone might need help, and the best course of action to take

The relationship between mental health and both discrimination and alcohol & drugs

Practical advice and experience to assist you in future mental health crises should these arise

Upon completion of the course, all attendees will receive a certificate qualifying them as a NHS-certified

Scottish Mental Health First Aider.



Skills that are applicable to specific scenarios (e.g. suicide prevention) but also general life

Increased confidence to listen and respond effectively in a mental health crisis

Deeper understanding of the links between mental health and various social and environmental

factors

Enhanced knowledge surrounding recovery from mental health issues

Awareness of where to access additional mental health support and resources

Who should attend?

This course is suitable for anyone from staff through to senior management and beyond.


The course lasts two days.

What will the cost be?

£200 plus VAT per delegate.

How can I book?

To enquire or book a place, see our details in the footer.




Training






Edinburgh EH3 8HA

3C Workshop: GDPR ‘One Year On’ The Information Commissioner’s Office has recently announced its intention to fine British Airways £183.39m

– the biggest fine in the UK to date since the GDPR came into force.

What will it cover?

It is over a year since the introduction of GDPR and the Data Protection Act 2018. Organisations have taken diligent steps to better protect sensitive data, however most will recognise that there is still progress to be made to ensure full compliance. Having allowed a period of settling in time, the ICO has now tightened up on enforcement of GDPR. This half day ‘Coffee, Cake and Compliance’ workshop will establish where you are on your roadmap, as well as discussing the impact of the legislation; the lessons learnt on some key topics; and what the future may hold. The session covers:

A question and answer surgery (we will ask for questions in advance)

The impact of GDPR and the Data Protection Act 2018

An update on data breaches and subject access requests and how to handle them

Lessons which can be learnt from relevant enforcement cases

Recent updates on cookies consent


Delegates will walk away with:

Refreshed knowledge of the legislative requirements of GDPR and the Data Protection Act 2018 and

future changes in the event of a ‘Deal’ or ‘No Deal’ Brexit

Greater confidence to recognise and respond to data protection issues

Enhanced ability to identify areas of improvement within your specific organisation

A defined action plan and list of required documents to ensure full compliance

Who should attend?

This session is aimed at anyone responsible for any type of personal data within the workplace. Those possessing an understanding of data protection legislation will benefit most. The course acts as suitable continuous professional development for those with some prior data protection knowledge and experience.



Client testimonial

Additional services

We also offer shorter, tailored training sessions on-site around specific areas of data protection such as Subject Access Requests (SARs) and data breaches. Alternatively, we can act as a remote Data Protection Officer (DPO) for your organisation, alleviating the strain of any data protection issues which may arise.

“We found the GDPR Workshop extremely helpful to start us on our GDPR roadmap. It provided us with information and practical tools to implement. Following the session, we have tapped into Navigator for very useful tailored GDPR advice specific to our charity and third sector challenges.”




Additional Services

One to One Development

Coaching

Mentoring

Facilitation

Additional Services

Workplace Investigations

Mediation

See our Project Services Brochure for more information on the full range of services which we offer.

Training






Edinburgh EH3 8HA

Coaching

What will it cover?

Coaching is one of the most effective tools to benefit both the individual and the organisation. Our coaching

sessions focus on how to improve performance and handle various challenges in the workplace. We will apply

the GROW (Goals, Reality, Options and Way Forward) coaching model to explore the issues and create lasting

solutions. Drivers to instigate coaching may include your wish to:

Enhance your personal skills in working with others

Inspire and create high performing teams

Be more effective, pro-active and business aware

Increase project management skills

Achieve a specific task or objective

Improve motivation and influencing skills

Improve your ability to lead with purpose and direction

What will be the outcomes?

Attendees will be able to:

Self-identify and deliver sustainable solutions to real life situations

Change behaviours and demonstrate continuous self-improvement

Demonstrate increased awareness of your own and others’ communication styles

Understand useful practical tools that can be applied in the workplace

Skills to help coach others should this be required

Who should attend?

Whatever your level or role in the organisation, you can access workplace coaching which will be directed at

your specific goals to improve performance and deal with challenging situations. The coaching can be for an

individual or for a team. To provide the most effective long term learning, coaching is ideal for line managers,

who are either new or lacking in confidence, as a follow up to a classroom course.

How long will this be?

The recommended schedule for coaching sessions is 6 x 2 hour meetings held every 2 weeks. Reflective time

after each session and feedback at the following session is also expected.




Training






Edinburgh EH3 8HA

Mentoring

If organisations choose to address a ‘hot topic’, Navigator can create a course and deliver this on-site. This will

typically take the equivalent of 4 days, including preparation and production of tools and good practice

materials. As part of the session, organisations will be able to select one “hot topic” to discuss further. The

following is a sample menu of hot topics:

Managing poor performance

Handling difficult conversations

Communicating with different styles of

employees

Inclusive language

Handling absence

Bullying and harassment

Conducting investigations

Managing change

Misconduct

Stress in the workplace

Timekeeping

Christmas parties

As part of these sessions, we will also share with the coachee any good practice and anonymised

documentation.




Training






Edinburgh EH3 8HA

Facilitation

What will it cover?

There may be situations where you require an impartial external party to facilitate a group of people. Our

skilled facilitator’s aim will be to create an open and trusting environment where all views can be shared and

discussed without fear of hostility or humiliation. The facilitator’s aims are to ensure: mutual understanding;

group solutions; and consensus where there are any disagreements.

Who should attend?

Occasions a facilitator may be required include:

Team meetings

Cross departmental team meetings

Project meetings

Partnerships or inter-agency meetings

Board or Staff Away Days or Conferences


Richer and more meaningful discussion as the result of an open environment

Potentially innovative ideas from previously unheard voices

Thorough consideration of options, as a function of stimulating conversation and healthy debate

Enhanced individual wellbeing and team morale

How long for the facilitation?

We are entirely flexible on duration: please contact us to discuss this further with you.




Training






Edinburgh EH3 8HA

Workplace Investigations Service

A bit of background

Workplace investigations are a vital part of employee relations processes. When faced with such issues, a

robust and comprehensive investigation will not only give you the answers that you need, but will also protect

you in the employment tribunal. Investigations are easy to get wrong, but Navigator has solutions that can

help. In addition to the typical grievance and misconduct issues, we can also investigate:

Complaints, including from third parties

Allegations of bullying, harassment and discrimination

Potential theft, falsification of documents and dishonesty

Social media issues

Dysfunctional teams

How can we help?

Investigations can be as time-consuming as they are tricky and daunting, and perhaps your management team

doesn’t have capacity to take one on. It may be that the subject matter is complex, or you don’t have the skills

in-house to effectively deal with it. Or, perhaps you’d just like to pass a sensitive investigation to a fully

independent external person to ensure a fair and robust process.

Navigator can take on the burden of an investigation by conducting one for you on-site. Our team of specialists

have experience of investigating all manner of issues, from small grievances to complicated disciplinary issues,

and will ensure that the matter is handled quickly, comprehensively and with the utmost discretion and

integrity.

Our approach

Part of the service may include interviewing the employee or witnesses and gathering documentary evidence.

As well as getting to the bottom of the issue, our detailed high-quality investigation report will also make

recommendations on how to proceed, and highlight any continuous improvements that will benefit your

organisation.




Training






Edinburgh EH3 8HA

Workplace Mediations Service

A bit of background

Relationship issues between employees can be complex, time-consuming, and have an adverse impact on the

culture and performance of others. While Navigator’s ‘Masterclass in Mediation’ equips line managers and HR

Professionals to undertake mediation themselves, sometimes the best option is to seek an external and

impartial mediator.

How can we help?

One of Navigator’s trained mediators will:

Hold a pre-mediation discussion with both parties to explain the purpose of mediation and gather

agenda items

Pull together agenda items in preparation so that the mediation can run as smoothly as possible

Hold the mediation meeting itself over the course of around half a day, including ‘shuttle mediation’

between two rooms if this is required

Target approval from both parties to a mediation agreement where an action plan is itemised

We recommend that mediation is undertaken as soon as possible to ‘nip issues in the bud’ and prevent bad

feeling from festering and negatively influencing the wider organisation.

Outcomes

Obviously, there is no guarantee of absolute resolution between both parties. However, the aim of mediation

is to improve the relationship and convince each individual to consider the other’s point of view. From our

experience, mediation has a high success rate, both in absolute and partial resolution.




Training






Edinburgh EH3 8HA

Client Testimonials

“We have had an excellent relationship with Navigator for several years

now, with their expert advisers providing services on a variety of matters

from employment law advice to full-scale HR transformation. Ryden has

a particularly good understanding with Navigator’s Head of Projects,

Stephanie, who has undertaken various HR projects with great success,

most notably her creation of a People Strategy and recommendations for

an HR staff structure.

Navigator’s range of easily accessible and knowledgeable advisers,

alongside their tailored approach to projects, makes them a valued

resource which Ryden would highly recommend to similar organisations.”

“We initially met with Navigator in January of 2012 and by April they had developed a

tailored training session for all our staff with a managerial responsibility. The first event

they delivered took the form of an interactive training session which was particularly useful

as it clearly engaged all our staff. We were delighted with the results (which in some cases

were immediate) and we have since re-engaged with Navigator to deliver subsequent

training sessions for our managerial staff. I would commend the tailored training services

offered by Navigator to any independent school in Scotland as they seem to have

developed a real understanding of and a sincere empathy with our sector.”

“Navigator Employment Law provide a service to William Simpsons that

allows the management team to make difficult decisions quickly and with

confidence. The response from the Navigator team has always been

concise and accurate often with invaluable additional information that

allows us to ‘work smarter’ in the future. The team have industry specific

knowledge about our sector (third sector / residential care) which

eliminates the need to explain everything in detail prior to receiving

advice. Services like the audit of our employment contracts, policies and

procedures and staff handbook means we are assured of compliance with

changes to employment law and best practice. We would have no

hesitation in recommending Navigator to any other business.”

“We recently engaged Navigator to carry out an investigation into a complex

and sensitive issue that we felt was best managed by an independent third

party. The investigation was conducted quickly but thoroughly and with the

utmost discretion. Detailed notes of meetings were produced, as well as a

comprehensive investigation report outlining the main findings and key

recommendations. The report also went further in that it gave us food for

thought on wider organisational issues, and having that holistic analysis from

a fresh pair of eyes was immensely helpful.”




Training






Edinburgh EH3 8HA

We are delighted to have received endorsement from our auditors

that we fall within the top 5 to 10% of data compliant organisations.

We are grateful for the knowledgeable and practical input from

Navigator to help us on this journey in terms of key documentation

review and, assistance with our Data Protection Impact Assessment

process.”

“Our business has expanded rapidly over the last couple of years. Staff

growth brings its own set of complications, but Navigator have

supported us fantastically throughout. The service they provide is first

class, both professional and friendly, and has exceeded our

expectations by a country mile.”

“We engaged with Navigator a year ago and I was impressed from the outset with the

thoroughness of their review of our existing HR policies and procedures. Their advice

enabled us to immediately improve a number of those documents and arrangements.

Over our time with Navigator, the usual wide range of HR and employment-related

matters have crossed my desk and I have been extremely well-supported in dealing with

those and I rate Navigator’s advice highly. I’ve also greatly appreciated the range of ways

in which support has been provided to myself and senior management colleagues – face

to face meetings, telephone, email, advisory circulars re HR/employment developments,

breakfast seminars with colleagues from other sectors and of particular benefit to me as

a Bursar, focused training sessions with colleagues from other independent schools.”

“Following a successful health & safety audit of our operations by Navigator

in early 2016, we engaged them to support us through some internal

development of our health & safety management systems. This process

worked well for the School and we were very comfortable with the outcomes.

Navigator have also delivered in-house training for our staff with key health

& safety management responsibilities. Since the conclusion of the

consultancy and training exercises over the summer, we have put in place a

longer term arrangement with Navigator for ongoing health & safety advice

and look forward to utilising their experience and knowledge in the

Independent Schools sector.”

“We have been using Navigator for two years now, after growing completely

disheartened by the poor service and lack of ‘the personal touch’ from our previous

HR advice provider.

Navigator are always at the end of a phone, or email, when required; and available

for personal visits too. Our General Manager particularly appreciates the ‘to the

point and no unnecessary jargon’ of the legal advice service.

The guidance and advice offered by Navigator staff in general is always useful,

informed and up to date with all legislation.

Thank you, Navigator!”




Navigator Employment Law Limited Floor 3 1 – 4 Atholl Crescent Edinburgh EH3 8HA T: 0333 2400 308 E: [email protected] navigatorlaw.co.uk

HR & Employment Law...employment law and health & safety services in the UK. From its inception in...

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