CHAMBERS HR PENINSULA
DON’T ASK YOURSELF,
ASK US! Chamber HR makes sure that small businesses’ HR needs are covered, and at a fraction of what it would cost to retain expertise in-house. Marc Ramsbottom, Business Manager of Peninsula, explains.
W
hen you run a business, the most valuable commodity of all is the hardest one to find: time. Time to concentrate on doing the things you do best. The things that made you set up in the first place. The things that make your business grow. Because nobody sets up a business to spend their time learning about employment law or making sure they are up to date with their health and safety. Nobody except Chamber HR, that is.. Businesses are vulnerable because they often don’t have the time or resources to make sure that they are complying with the demands of employment law. These are increasingly complex areas, and even unintentional breaches can lead to a legal action that is enough to finish off a small company. The number one thing that Chamber HR offers is peace of mind. Our experts make sure that a small business is covered at a fraction of what it would cost to retain expertise in-house. We free up time for business owners to concentrate on doing what they do best, and we provide ongoing support for when the unexpected inevitably happens. Chamber HR understands that
every business is different, but all businesses can have similar issues. An example: One of your employees comes to you and tells you that some of her colleagues have been ‘bullying’ her – leaving her out of conversations, sending derogatory emails to each other about her, stealing things from her desk and whispering in her presence. You may decide to tell her to pull herself together and just get on with her job. Making a phone call and getting some legal advice, on the other hand, would inform you that what your employee has actually done is raise a grievance with you. The bullying and harassment Codes of Practice on Disciplinary and Grievance Procedures tell us how employers should deal with grievances that the
Businesses are vulnerable because they often don’t have the time or resources to make sure that they are complying with the demands of employment law. employee wishes to resolve formally. Getting advice would inform you that you need to invite the employee to a hearing, allowing the employee to bring a companion, investigate the complaint, decide on appropriate action, let the employee know what you have decided and allow the employee to appeal. A successful result on her behalf may well see her moved to another team where she can
Marc Ramsbottom, Business Manager, Peninsula
once again work to her full potential. Neglecting to seek advice may well see your employee continue to suffer at the hands of her colleagues, and feel that she can no longer work for you because of the bullying and your failure to deal with her complaint. Under these circumstances she could leave and be entitled to claim constructive dismissal at tribunal with an award of over two years’ pay, and if it was an equality issue you could be looking at up to four years’ pay for harassment and victimisation. Add this to the legal costs that can be associated with these claims, coupled with the negative publicity that may occur, the impact on staff morale and much more. Now really is the time to be taking advice from us.
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