August Edition

August Edition

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HR180 flies to your rescue for HR Strategy and Support that is out of this world.

发布日期: 2024年8月9日
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THE BIG ONE – When Grievances and Disciplinaries collide This month we are focusing on grievances, what they are, how to prevent them and alternative ways to deal with conflicts. Given a very recent situation we’ve resolved, we thought you’d like to know how to deal with a grievance that has been raised just after an employee has been invited to a disciplinary hearing! Or perhaps just after a meeting about their performance and capability. For example, does this mean that the disciplinary proceedings or performance management process must be put on hold? Not necessarily. When an employee decides to raise a grievance right as you're about to start disciplinary proceedings, don't panic! It's a classic move, and there are often legitimate concerns, but you've got options. Let's break it down: 1. The "Pause and Ponder" Approach Sometimes, you might need to hit the pause button on that disciplinary. But don't do it just because you think it's the "safe" option. ACAS suggests only a few scenarios where this is necessary: If there's a conflict of interest If there's an allegation of bias If discrimination is on the table If there's a question over key evidence being withheld from considerations In most cases, you can address these without fully halting the disciplinary. 2. The "Full Steam Ahead" Method If the grievance is totally unrelated to the disciplinary, there's no need to slam on the brakes. Keep the disciplinary process moving and deal with the grievance separately although its best that these are managed by different people. It's like patting your head and rubbing your tummy at the same time - tricky, but doable! 3. The "Two Birds, One Stone" Technique Often, the smartest move is to combine both processes. If the grievance is related to the disciplinary, it makes sense to tackle both issues together. Just make sure you give each aspect the attention it deserves - no cutting corners! The key is to stay flexible and use your judgment. Don't let a grievance automatically de-rail your disciplinary process, but also don't ignore it. Assess each situation on its merits and choose the approach that makes the most sense. And here's our Superhero tip: Clear communication is your best friend. Keep the employee in the loop about what's happening and why. If you find yourself in a similar situation and need help, get in contact with one of our Superheroes on 0113 287 8150.


We recently attended some networking events with We Are In Business, and were so impressed with the relaxed and informal nature of their events, that we wanted to be part of it! We would love you to join In Business at their networking event at the HR180 Office in Wetherby in the Autumn for some great conversations! From 9:30am – 11am on: Tuesday 17th September 2024 Tuesday 15th October 2024 Tuesday 12th November 2024 Tuesday 10th December 2024 Click below to go to the bookings page, and secure your spot now!
As usual this year we held our annual HR180 Family Day! This is where we all invite our families to have a fun day out together and meet one another. It was a fab day in the park with kids laughing, dogs barking, cricket and a yummy picnic. We hear so much about each other’s families, and they hear so much about our team, its lovely that we can all meet up together each year. Unfortunately though, the Gaffer forgot to take any pictures at all (she was having way too much fun with Cricket!).
We’ve now had another two Birthdays in quick succession (Ange and Miranda), and this quarters Hero was Angela who wowed us all with her command and support of a very complex grievance hearing.
If anything above has sparked a question, or raised an eyebrow – contact us, our Superheroes would love to talk to you! Call us on 0113 287 8150 or book a meeting in with us here:
How is your Summer going? Is it quiet or crazy busy? We watched this recently, and it gave some interesting insights into turning the ‘crazy mode’ moment into ‘Ready mode’. Click to see the video:
There is a lot of talk at the moment about what changes the new Labour government will create for employment law. It’s likely we will have to wait until October for further detail, but here is a good summary of what was announced during the King’s speech:
From October 2024 new legislation will come into force, meaning that employers will be obliged to protect employees from sexual harassment. Is your business ready? Get in contact if you would like help to ensure you meet the new requirements and are taking ‘reasonable steps’.
Question 1 What do I need to do now about the proposed Labour employment law changes? Answer 1 The King’s speech provided us with some further information, but we are still waiting for draft legislation to be published. We don’t know exactly when this will happen, but the ‘first 100 days’ takes us to 13th October so we should know by then! In the meantime, our advice would be to review your recruitment, selection and induction procedures, and ensure your managers can effectively manage these processes, as the day one right to claim unfair dismissal looks to be one of the changes with the biggest potential impact. In addition, with the right to be paid SSP from the first day of absence, effective absence management policies becomes another priority area. If you would like to discuss how your business can start to prepare, get in contact with one of our superheroes today! Question 2 My business is going through a tough period, but I really want to avoid redundancies, do I have any other options? Answer 2 Yes you do! We understand that it’s a tough climate for many small businesses at the moment, and the most important thing is that you take action now, rather than waiting until it’s too late. There are many things that you can do. Consider reduced hours, job sharing, or temporary sabbaticals. Your team might surprise you with their willingness to adapt! Reduce discretionary bonuses and benefits. Avoid replacing leavers and implement a pay freeze. Reduce using agency workers, contractors and consultants. Discuss with your team cost saving ideas or new revenue streams – you may uncover hidden gems of creativity! Remember though, how you communicate and deliver these options will determine whether they are well received, agreed to and successfully implemented. Don’t forget to chat them through with your team as the minimum and formally consult if required Need more tailored advice? We're just a call away, ready to help you navigate these challenging times.

Do you have a question for our HR Superheroes about how you can put the HeaRt back into your business? Get in touch on 0113 287 8150 or email [email protected].??

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