Lightbulb HR Newsletter Aug 2014...Newsletter & Employment Law Update August 2014 ‘don’t know...
Transcript of Lightbulb HR Newsletter Aug 2014...Newsletter & Employment Law Update August 2014 ‘don’t know...
NEW One hour webinar: ‘Powerful Performance Objective
Setting for Overnight Results!’ 9th September 2014 – Just £99 plus VAT
Paul’s Blog: Is Your Training Actually Filling The Gap?
that they have been ‘sent’ to
it along with everyone else,
with no real regard of
whether they individually
need it or not. If the training
covers too broad a subject
there will be aspects of it that
some in the room will be very
comfortable already with.
We therefore need to tailor
exactly what each person
needs but this can often be a
task in itself as people often
Newsletter & Employment Law Update
August 2014
‘don’t know what they don’t
know’.
Lightbulb has therefore put
together a free Managers
pre-training ‘MOT’ 20
question activity that will help
determine what the
individual is good at, what
they need and their blind
spots. The manager’s
manager and a direct report
can also complete it from
their perspective. Enjoy!
One question we are often
asked for by clients is “Can
you do leadership training”
or “something about being
better managers?”. It’s a
difficult question as it is a
very broad one that covers
thousands of books and
you risk throwing everything
but the kitchen sink at it!
One of the criticisms of
many training sessions is
that some attendees think
LIGHTBULBHR.CO.UK AUG 2014
Have you seen us
‘in action’ yet?
If you or another decision
maker has yet to attend one of
our free ‘taster’ workshops then
do get in touch.
We run them regularly, mainly in
Central London and the Thames
Valley and each session is two
hours long.
Our current workshops are:
• Managing Performance
365: A Better Approach
• Recruitment Interviewing
‘3.0’ That Gets You To The
Truth!
Powerful, alternative
techniques/tools for improved
results.
Beware HR Admin Errors!
consultant (HRC), who had
no authority to make
decisions about pay, but
had been authorised to
communicate the outcome.
The HRC informed the
employees by letter that the
appeal panel had regraded
them to Grade 5 ( this was a
mistake, she should have
written Grade 4!).
The EAT said that the letter
was written by someone
who was authorised to tell
them what had been
decided and therefore
could well stand as valid
even though it was an error
so the case has been
remitted to a fresh Tribunal.
The EAT’s decision in
Hershaw and Others v
Sheffield City Council
serves as a warning to
be careful when
dealing with grievances
in three respects: being
clear about the actual
outcome, the method
of communicating the
decision and being sure
about the status of the
person conveying the
information.
A group of employees
lodged a grievance
after their pay had
been varied following a
grading/pay review.
The grievance was
investigated by a HR
LIGHTBULBHR.CO.UK AUG 2014
Disability
discrimination
Giving Standard References
Employers should include disclaimers when providing standard
references, particularly where there are concerns as to the
individual’s performance or disciplinary record. Standard
references can be misleading and hence negligent, giving
rise to potential claims against the employer.
Where full references are provided, careful regard should be
had to the competing obligations to the employee and the recipient of the reference.
A Tribunal took the view
that a six-week delay
between an employer’s
breach and resigning
was too long for the
resignation to be in
response to the breach.
The EAT held that the
test of constructive
dismissal was one of
conduct, not time. An
important element is
whether the employee
is at work or sick during
the period. If still at work
it could be concluded
that they were
honouring the contract,
which is inconsistent
with a constructive
dismissal. However, if
on sick leave it was not
so easy to infer this.
Constructive Dismissal & Delays
In Coleman v Attridge (2008),
Ms Coleman had brought a
successful claim alleging that
she had suffered
discrimination. She was not
disabled, but her son, for
whom she was primary carer,
was accepted to be disabled
for the purpose of the claims.
in Hainsworth v Ministry of
Defence the employee
suggested that reasonable
adjustments should have
been made. The court
disagreed saying that the
Coleman case concerned
direct disability discrimination
and harassment, which
require protection against
"associative discrimination".
The circumstances of the
Hainsworth concerned
reasonable adjustments
which are not protected.
LIGHTBULBHR.CO.UK AUG 2014
This update is provided by Lightbulb HR for general information only and should not
be applied to specific circumstances without advice.
1) Use shorter
paragraphs. Ideally
they should be four lines
maximum so that
people can skim read.
2) Use shorter
sentences; ideally they
should be one to one-
and-a-half lines long. If
they’re longer you’re
probably joining two
shorter sentences with
‘and’, ‘but’ or ‘so’.
3) Use interesting titles.
Eg Your current title is
“Our Proposal” (your
subject) and you’re
writing to someone who
wants to free-up staff
time (their agenda),
insert “how” before and
their agenda after. So
“Our proposal”
becomes “How our
proposal will free-up
your staff’s time”
Writing Style Tips For Readability! ‘LIGHTBULB MOMENTS’
LIGHTBULBHR.CO.UK AUG 2014
Selling Your Vision } Explain why it’s needed – ‘The problem that needs fixing is…. And the negative impacts it’s
having on you are….’
} The future vision – ‘Given that, where we want to be is ….’
} Immediate actions – ‘So, the things we must stop doing are … and those we must start
doing are…’
LIGHTBULBHR.CO.UK AUG 2014
Our ‘Practical and Punchy’ Workshops
Short bursts of learning, techniques and inspiration to maximise time ‘away from the desk’. Includes free post workshop support. In-company coaching/workshops – 1 to 100 people+ from £150
• Management/leadership/personal effectiveness • Recruitment & selection inc ‘Recruitment Interviewing 3.0’ • Practical employment law • ‘TOTAL RECALL’ – 4 weeks of memory jogger emails! • Have your own trainers? New ‘DIY’ options from £399 • Need a refresher? ‘Encore’ 90 minute training £399
Engaging and memorable, there are no clichés here - just great content you won’t find in the text-books! We also offer executive and performance coaching services.
Managing
Performance ‘365’ Ditch traditional appraisal -
A 365 days-a-year approach
• Minimal paperwork everyone will buy-in to
• Using different objective setting techniques for the results you want
• A new set of skills & tools for managers
• Helps manage in just minutes every day
• A menu approach – take only what you need.
‘No Regrets’ Recruiting Tools
• How to select the best – not the prepped! • Recruitment Interviewing 3.0 – a new approach
Regular HR Support – What you need; only when you need it
Bronze, Silver and Gold packages from £99 a month
Packages include on-site support – no long contract tie-ins!
Gold package includes ‘practical & punchy’ training.
Ad-Hoc HR Support – One-offs or projects
-Employment law/employee relations/mediation
-Recruitment support and psychometric testing
-Employee engagement and satisfaction surveys
-Outplacement
This update is provided by Paul Marsh at Lightbulb HR for general information only
and should not be applied to specific circumstances without advice. [email protected]
07903 233214/020 3633 2149