Employing someone for the first time?

Well done! You are experiencing high demands for your products or service and in a position to employ someone for the first time means it’s a great achievement.

EMPLOYMENT

EMPLOYMENT

There are some things that we forget to consider though when first faced with this decision. First, consider whether it’s a permanent requirement, seasonal or temporary, or even part-time.  Think about what their continued employment is reliant upon and with the very best of foresight that the requirement is going to continue.

You will also need to think about any practical elements of becoming an employer, think about the requirements of the job you’re creating, what will you be paying them, and how to get candidates and select someone who is right for the role.

You will also need to provide them with a written contract of employment, carry out some background checks, inform the HMRC, and decide how you are going to pay them.  And don’t forget your employers’ liability insurance and swotting up on all those employment rights!

 

Checklist when starting a new employee:

√    Employers liability insurance in place

√   Paying individuals monthly or weekly

√   Permanent or temporary contract?

√   What benefits will they have – how do you want to be perceived to the new employee – what will make them want to work for you

√   Confirmation in writing of the terms and conditions of employment, a legal requirement

√   Informing HMRC that you employee

√   Check Right to Work documentation in line with the Asylum & Immigration Act

If you need to talk through any of the above elements, our qualified consultants at Teme HR can help, please call for an informal chat on how we can help on 07989 343361 or email us at info@temehr.co.uk .

Are you GDPR Ready?

World Business BackgroundWe have all heard about the new Regulations which will be effective from 25th May 2018 but are you ready for this latest piece of legislation which amends the Data Protection Act? Teme HR Consultancy have put together the top 10 things to think about with this new piece of legislation

  1. Ensure all personal data is kept securely and you have processes in place which will ensure this security. Any breach of security in that the personal data becomes known to those outside of the organisation is what could lead to fines being issued, which, as stated by the Regulations is up to 4% of your turnover
  2. Assess all procedures of processing personal data so that you are fully aware of who will come into contact with personal data. You need to be transparent as to who will be handling the data so that the data subject is aware who will see their data
  3. Gain complete understanding and buy in from all senior leadership teams so that they are fully aware of the new Regulations, leading from the top is the best way to help ensure compliance and full understanding
  4. Assess why you need any personal data you hold; do you have a legitimate business reason for holding this data? If not assess whether you have consent from the individual
  5. Review all places you hold data, hard copy files, electronic databases, spreadsheets of information, emails where you have passed data to someone else within the company or even outside, is this data secure, has it gone outside of the business, does the data subject know their data could be sent to these people?
  6. Are your privacy notices up to date, do they reflect the changes in regulations? These may need addressing to ensure they comply with the new Regulations
  7. How do your suppliers process personal data, what have they in place. Additional requirements are being introduced when using data service providers outside of Europe, and your suppliers should be aware of these changes by now.
  8. Have you considered IP addresses as personal data? This could be part of the Regulations, ensure you are fully aware of IP addresses as well as any other online applications and how they are stored and accessed
  9. Do you have CCTV, have you the right policies in place to ensure you are monitoring with consent?
  10. The key question is – do I really need this data!

So, are you GDPR ready? If you need any further advice on the above or want to ensure your business is ready for the new Regulations but need some help or advice, or an audit on your current situation, please do not hesitate to call one of our HR Consultants on 07989 343361 or email us on info@temehr.co.uk and we will be happy to talk through with you.

Love is in the Air!

But how do we feel this affects our business, in particular when it comes to romantic relationships particularly in the office?

People develop relationships in all environments but, this is more likely when they spend substantial amounts of time together whether in meetings, working together in general, across teams or in the same team and there is no surprise therefore that this could happen in the workplace.

Many companies have a Relationship at Work Policy, which is great but sometimes this only encourages people to bury the relationship and for people to hide from superiors which could increase gossip and make the people involved feel uncomfortable in their own working environment which in turn could impact on their own morale and how they feel at work.

It is sometimes better to be sensible and upfront when a relationship develops in the workplace. Establish some guidelines and have a fair approach to how to manage such a delicate situation.

Also think about some relationships which may have an impact on the company’s integrity like; client and customer, supplier and contractor, manager and subordinate. There are of course ways to manage even these sensitive situations but, this needs to be clear and transparent to all employees so as to make coming forward easier for them should they be in this situation.

office desk Red heart Valentine dayThese clear guidelines make it easier for the individuals to accept any changes in working arrangements which may be needed to protect the company and their relationship. Some actions will help to maintain the fair and consistent approach which will enhance your own culture and values, remember managers must deal with situations as swiftly as possible without delay. There are additional steps that can be taken to try to reduce the risk of lawsuit by an employee who claims after a break up of sexual harassment – one of the biggest dangers of office/workplace romances.

We don’t want to be a kill joy! It’s great if relationships work out.

So, this Valentines Day we hope you and your employees have a romantic evening – whatever you do!

For more help in this tricky area call Teme HR Consultancy on 07989 343361 or visit our website Teme HR Consultancy