All companies, large and small, have to deal with employee absence at some point. Clear, concise and easy to access HR policies for employee absence and return to work meetings can help this process; ensuring that all employees understand what is expected of them, and what to expect in return from the company, by means of support or disciplinary action, if problems arise. All new employees should receive a copy of the policies, and updates should be distributed to all current employees.
HR Policy for Absence
Setting clear policy about what is expected of employees in the case of absence decreases the chance of misunderstandings leading to unauthorised absence, increasing the ability of management to respond against it when it happens.
Are you trying to convince board members that levelling the male to female ratio in top management is not just about portraying gender equality and equal opportunity? Or considering the promotion of gender diversity to top management in your own company, but not certain how much resource you can ‘afford’ to use on the change? Then this factsheet on why promoting gender diversity to top management may be just what you need!
A socially diverse team is more likely to question and amend ideas to suit more types of people before releasing a more effective ‘finished product decision’. As with including any social diversity in a team, including both males and females brings together a wider range of knowledge, skills and points of view and so improves team abilities, especially in the case of the decision making process. A ‘culture club’ management team (of very little social diversity) may come to a decision very quickly but with very little distance between the original idea and the ‘finished product decision’ it is likely to fall short of the success it could have made with more varied input. However, having a ‘token’ female on the management team is not enough, as including females in top management is not ‘just’ about social diversity, some other factors to consider follow.
During the 15months since the Lord Davies Report in 2011 the percentage of female non-executives on FTSE 100 boards increased from 15.6% to 22.4% while the percentage of female executives is still abysmal at 6.6%! While it appears that companies are finding it relatively easy to outsource to bridge the female gap in non-executive board positions, the ability to find and nurture female talent up through top management to executive positions appears to be lacking.
The following information can be used as a checklist to help ensure your policies and procedures for change management makes the most out of the changes you implement for your company, and overcomes the negative emotional hurdles on the way to success.
Before beginning a change to the company, whatever it is, small or large, it is important to work out the Who, When, Where, How, Why and What about it. The plan doesn’t have to be concrete, it is much better to have a plan that needs reviewing then to have no plan to refer back to. Your Human Resources Policy should stipulate that a plan is needed for all changes that are to be implemented.
Employee diversity attracts a broader market and improves team problem solving skills through a wider field of interests, (and therefore) skills, knowledge and viewpoints. Enforcing equal opportunities at work, to promote diversity, also encourages a happier, more motivated workforce, leading to improved brand value, productivity and recruitment prospects.
‘Equal opportunities at work’ is achieved by considerate (non-discriminatory) policies governing all employment processes from recruitment to redundancy. Combating discrimination in Employment Policy is not just good practice; it is also against the law to discriminate against anyone due to a protected characteristic.
Low employee morale leads to less productivity. As discussed in our blog (Improving Employee Morale: Do your employees know you value them?) quick fixes like budget staff parties and paper plate awards can provide only temporary morale boosts for some employees and may even cause more problems than they solve with others. Employee morale measures need to be part of the everyday running of your business to ensure your employees feel valued and stay positive and productive.
It may be a thankful surprise that the list below of most popular steps taken for making employees motivated in their work can be even cheaper than the quick fixes!
The law requires employers to make checks and keep records of rights to work for all persons employed from January 1997 onwards. This factsheet gives an overview as to the why, how, when, and what to check, as an employer, to gain a statutory excuse to avoid prosecution and or fines if an illegal worker is found working for you.
Why? The Law: Immigration, Asylum and Nationality Act 2006:
You are breaking the law if you employ a person who does not have the right to work in the UK.
Under Section 15: An employer not completing the necessary checks can be charged a civil penalty of up to £10,000 for each illegal worker they have hired. Under Section 21: employer knowingly employing an illegal worker can face criminal prosecution leading to the possibility of up to 2 years imprisonment and, or an unlimited fine!
This factsheet can be used while preparing your business for events countrywide or local, to aid you as a check list for impact assessment. Use it for plan and action to reduce negative effects and to enhance the positive effects to ensure your business is at its fittest for success throughout!
Communicate with employees (as simple as a quick email) to find out if anyone is a volunteer or intends to have tickets for the event
Collate information on holiday requests for the event period (including how long and when) to confirm if there may be any times where staff shortage may be an issue