GDPR AND SAFETY MANAGEMENT - VISITORS LOG

I read a post in a group today where the writer was expressing their exasperation at visitors books (paper) being non-GDPR compliant and that the world is going mad!

While that that may well be the case, let's pause for a minute.  

Does every visitor to an organisation need to have access to other visitors data?  Usually we sign in with our name, registration number of our vehicle, time in and out and who we are visiting. 

You may not have a problem with other visitors seeing this information, but others may.  It's an individualised concern.

For example, a business may have a virtual office where you visit your clients and if you are signing in on the same visitor book then it will be obvious that you don't work there permanently. Would you want your client to know that?  

Do you want other visitors or employees to know that you signed in early or late?  

Time to rethink.  

We don't need to write on paper to sign in.  It is an unwieldy system that doesn't add value to a business.  

There are plenty of electronic alternatives available - just google E-registration, electronic sign in systems, visitor management apps etc.  My doctors surgery has this made available to us so we don't have to queue.  These systems reset to a home screen so its impossible to see who signed in before you.  Data is securely held on a system (as long as the company is GDPR compliant which is another story) and Safety can have access to this essential data within seconds in case of emergency.  

In my opinion, GDPR is making people think about how they are conducting business and that cannot be a bad thing.  

Is the world going mad?  That's another story.....

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