DBS

The Disclosure and Barring Service (DBS) has updated the identity (ID) checking guidelines for all levels of disclosure check.

Gov.uk stated:

Registered Bodies and Responsible Organisations are required to check the identity of people that apply for basic, standard or enhanced certificates via their organisation.

The new guidelines can be used from 3 September 2018. However, to ensure a smooth transition, the old guidelines will run in parallel until 3 December 2018. They will then cease to apply and only the revised ID checking guidance will be valid.

The guidelines for Responsible Organisations carrying out basic checks can be found here and the guidelines for Registered Bodies carrying out standard or enhanced checks can be found here.

27 JUNE 2016 - THE UK EU REFERENDUM IMPACT ON BUSINESS & HR - PART 2

I have been appalled at the social media reports on the attitude of some members of the public towards each other over the EU Referendum.  People from different ethnic background are suffering abuse, bullying, racist remarks.   

It is difficult to believe that I am really writing this.  The UK is a multi cultural country and has been for decades.  The majority of the country respect each others beliefs and values.  The minority, which, lets be honest, is present in most countries globally, show this horrendous side at times of stress.

Will this appear in your workplace?  And what to do if it does?  It is for businesses to stop this in its track at work.  But how?

  1. Give a clear message to employees that you understand that they may be finding the change difficult.
  2. Clearly state that any type of bullying or racist behaviour will not be tolerated by the company under any circumstances.
  3. Encourage employees who may be suffering any kind of abuse at work to let you know of the issues so that you can deal with them.  They should be able to feel safe if they wish to raise grievances and secure in the knowledge that you will deal with the issue fairly and promptly.
  4. Invoke your disciplinary procedure whenever it is needed - this will reiterate your messaging.

Hopefully, we will have calmer times ahead as people adjust, but please be vigilant.  

Feel free to call me if you have any queries.

24 JUNE 2016 - THE UK EU REFERENDUM IMPACT ON BUSINESS & HR - PART 1

What a strange day.  I never thought I would be writing a blog based on the UK exiting the European Union. 

Regardless of your views on the subject, we have to be practical moving forwards.  There are a number of questions that subsequently arise and due consideration of the impact this will have on the workplace - especially in relation to the movement of employees.

It is difficult to say exactly how it will impact us at this point in time as there are a number of uncertainties as to how it will play out.  However it is unlikely to have a huge impact on employment for approximately two years while the UK enters into "divorce" negotiations.

What actions do you need to take now?

  1. Communicate
    People will have questions over what it means for employees, whether they are migrant workers or not.  It is essential that you communicate with all your employees that nothing will change immediately (unless you have plans to do otherwise) and that you will keep them informed of any impact/change when it becomes clearer.  Either way consult and inform.
     
  2. Be aware and Care
    Be aware of your duty of care - this decision may well have a significant impact on your employees wellbeing - Occupational Health can help counsel employees and help them to cope with pressure.  
     
  3. Be informed
    Keep up to date with the latest news and the impact it has on your business through the gov.uk website.

I will be posting updates on this through my blog as well as the HRV newsletter. If you wish to subscribe then email me on info@hrvision.co.uk or through the Contact page on our website and we will add you to the list.

Feel free to give me a call if you have any immediate concerns. 

Karen

 

 

 

Are you confusing processes?

Its really important not to confuse processes.

A disciplinary investigation is a standalone. It may have other processes that need to complete before the disciplinary investigation can be finalised but it does not merge with others.

For example, a case where there was potential gross misconduct resulting in an accident investigation. Through the disciplinary process, the employee may be suspended pending the outcome of the disciplinary investigation.

However the Accident investigation will need to be concluded and will likely be used as evidence in the disciplinary investigation.

The Accident Investigation is separate to the disciplinary process.

If you need to know more then do contact me.

Outplacement/Redundancy Support

While considering a redundancy exercise a client is going through, the doom and gloom of the economy, more and more people being made redundant, businesses closing down, banks not financing businesses etc - ​it occurred to me that while everyone focuses on the negative, it is so hard to look at the positive side of redundancy.  Change.

​While change is scary at times, it has another side that makes people sit up straight and look around, evaluate where they are at present, are they on track with their life plan or not?  Do they want to be doing something else?  Are they happy doing what they do?   

​Instead of sitting still and accepting the status quo, it becomes a time for action, self-evaluation, learning and movement.

​That to me, is exciting stuff because we all get stuck in ruts.  And forget to stop and smell the roses because we are so busy smelling the manure.

​We help people to embrace these changes through our outplacement support services and career development coaching.  The feedback we get from these makes it worthwhile and makes me proud of the fact that we do make a positive difference to peoples lives.