Any Answers

We do not have any trade union on site but a member of staff pays a union fee and wants to bring a Union Rep into a disciplinary meeting rather than a work colleague. Where do we stand on this?

We have a situation whereby three managers in the business are failing to deliver in a number of areas. We have started a performance management route with two of them; one of which is already at a written warning stage for a specific failure. We all know that managing someone out through performance management is a time consuming exercise and would like to offer them a compromise agreement to leave.

Is this recommended and what are the potential pitfalls? How do we stand if the employee refuses and continues down the performance management route and is ultimately dismissed - I suspect an ET may not regard the previous CA offer positively?

Thanks

Hello!

I work for a multi site retailer, and got a (serious) call from a store manager telling me her store was haunted and the staff keep seeing a ghost. I am clearly expected to do something, but I have no idea what!

We are a small company so I also double up as the area manager, so whichever way you look at it it falls to me to deal with.

Personally I don't want to get into a debate on whether ghosts exist, I want it dealt with so the team aren't scaring each other half to death and are happy to close the store each evening. I have asked what they want me to do and they aren't quite sure.

To the best of my knowledge the CIPD has yet to produce a fact sheet on this one, and I don't want to seem unsympathetic but don't want this dominating business.

Umm... Help?!?

Thank you for your subesquent wise words!
Nikki

I am interested in finding out if we can boost our existing salary sacrifice benefits. We currently offer childcare vouchers and cycle to work but would like to add gym membership.

Is this allowed under HMRC regs, and does anyone run a scheme such as this already?

Thanks

Does anyone have a good template for evaluationg resume for the intial contact screening?

Hi All,

I am preparing to write a whitepaper on more effective Resource Management and capturing Resources Effort etc.

I wanted to see what the experiences the HR profession has had in this area as an insight, as the HR angle is area for me to get more aquainted with... hence the post.

In my experience so far, a lot of HR Managers are struggling along with Excel at the moment to manage their Resources and are almost always crying out for something more robust.

I'm also finding more HR professional looking for a better way to track Time and Expense within the Resource base too. Is this an issue for you also?

Could anyone let me know if they have similar experiences or requirements in their organisation and if/how you have managed it? It will help me make sure I'm getting the most pertinent themes in there.

Thank you in advance and for context please take a look at our website at www.atlantic-global.com so you can see the type of system I mean.

Regards,

Neil

There seems to be some conflicting advice out there in relation to conducting investigations.

At present as a company we inform the employee in advance of their requirement to attend an investigation meeting giving a minimum of 3 days notice, and offer them right to representation. We make it clear in the letter that it is just an investigation meeting and that it is not a disciplinary hearing.

Is this the correct process? The new ACAS guidelines don't seem to support this, but I'm nervous about not offering representation in meetings such as this as it is often of some comfort to the employee to have someone with them.

I would be interested to know what everyone else does in this situation.

Thanks

How effective are your managers at having career conversations with their teams?

Wondering if anyone can help with a question regarding an employee moving from Company Sick Pay to receiving SSP, what is the practice and should notification to the employee be provided, if so what should the timescale be?
Many thanks in advance for anyone that can help with a problem that has been an issue quite a few times!

We have recently dismissed an employee after 18 weeks service. We felt she was not committed and her attendance was poor. She has since requested written reasons for her dismissal and a copy of her attendance card.

As she has less than one year service are we obliged to put the reasons in writing?