HR Services

When it comes to recruitment and building a team, how often do you spend time looking at an individual’s strengths and skills for the role?

The recent case of the lorry driver who killed a family of four while using his mobile phone has led to calls for tougher penalties. An important but often overlooked aspect to this case is the risks employers are exposed to when requiring employees to drive for work reasons.

We are all guilty of it – working through lunch hours, working late, not taking breaks – and there is often an underlying culture in firms that if you do take breaks, you’re not ‘pulling your weight’. Following a recent Employment Appeal Tribunal (EAT) ruling, you might want to reconsider the way you treat employees taking breaks.

For the past six months or so, I have been periodically bringing my dog into the workplace. 

Learning is innate - we learn all of the time and our development does not have to be just professional, it can also be personal.

For many firms, the appraisal system (or performance review) is often just another form filling exercise. The most frequent complaint (from employees) is that although they ‘go through the motions’ annually, nothing ever comes of their appraisal.

Landmark penalty brings warning more employers may be caught out if they fail to comply. Swindon Town Football Club (STFC), which plays in League One, paid a penalty of £22,900 – calculated at a rate of £2,500 per day for the period its compliance was deemed unsatisfactory by the regulator, as well as a lump sum fine.

Northern Ireland’s largest insurance broker has been ordered to pay out almost £46,000 to a former senior staff member for unfair dismissal.

Imagine that you visited your doctor tomorrow for advice and discovered that she hadn’t updated her knowledge or skills since she qualified 20 years ago.  How confident would you feel about taking her advice?

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