Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

The Small EmployerThe Small Employer

May 2009May 2009

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

How it comes togetherHow it comes together

You – the employer

Practical adviceLegislation

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

AimsAims

Provide understanding and Provide understanding and awareness of awareness of

typical issuestypical issues practical solutionspractical solutions

……. in your context. in your context

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

Examples of this…..Examples of this…..

Legislation constantly changing.Legislation constantly changing.E.g. new dispute regulations ( ACAS)E.g. new dispute regulations ( ACAS)Flexible working rights extendedFlexible working rights extended CostsCostsno upper limit on discrimination claimsno upper limit on discrimination claimsDispute regulations – compensation awarded -Dispute regulations – compensation awarded -

25% increase25% increase ““Employee”.Employee”. Definition is widening to take account of Definition is widening to take account of

vulnerable groups ( agency workers, home vulnerable groups ( agency workers, home workers)workers)

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

Does this affect me?Does this affect me?

Are you…Are you… A small employer – 5 or moreA small employer – 5 or more Intending to grow, or Intending to grow, or

Do you….Do you…. Employ and renew “ contract” or “ Employ and renew “ contract” or “

casual” staffcasual” staff Have a problem facing you nowHave a problem facing you now

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

Typical areas covered by Typical areas covered by employment legislationemployment legislation

Who is an “employee?”Who is an “employee?” Contracts of employment Contracts of employment Absence issues Absence issues Performance issues Performance issues Discrimination rights Discrimination rights Dismissal ( including Dismissal ( including

redundancy)redundancy)

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

So, to prevent or react to a So, to prevent or react to a situation you have to……situation you have to……

Interpret the legislation and Interpret the legislation and … …

Find a clear pathFind a clear path

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

Interpret the legislationInterpret the legislation How do I manage my recruitment and advertisingHow do I manage my recruitment and advertising Am I spelling out the contractAm I spelling out the contract Disciplinary and dismissalsDisciplinary and dismissals Working hoursWorking hours Holidays and time offHolidays and time off Being unwellBeing unwell Health and SafetyHealth and Safety Tread with caution ( e.g. bullying)Tread with caution ( e.g. bullying) Am I discriminating? Am I discriminating? Consulting with staffConsulting with staff Minding your own business (e.g. data protection)Minding your own business (e.g. data protection) Resolving differencesResolving differences Working out pay and other substantive benefitsWorking out pay and other substantive benefits

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

Find a clear pathFind a clear path

Recruit with careRecruit with care Communicate clearlyCommunicate clearly Spell out everyone’s responsibilitiesSpell out everyone’s responsibilities Follow disciplinary proceduresFollow disciplinary procedures Avoid ANY kind of discriminationAvoid ANY kind of discrimination Take good care of your staffTake good care of your staff Pay everything you owePay everything you owe Consult correctlyConsult correctly Use mediationUse mediation Take good adviceTake good advice Plan your people requirements – look aheadPlan your people requirements – look ahead

Catherine Howells on behalf of SICatherine Howells on behalf of SINCNC

How it comes togetherHow it comes together

You – the employer

Practical adviceLegislation