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.....

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.

Wishing you a frightfully spooky and fangtastic Hallowe'en

SPOOKY SAFETY - please don't forget the safety element of Hallowe'en this year - ensure any costumes are fire retardant (especially important for children) - if you aren't sure then spray the clothes with fire retardant spray which is easily available from various suppliers on the internet.

DIVERSITY DOOM - have you an updated diversity policy?  Ghosts and zombies were people once and should be included.  Or perhaps that is just witchful thinking?

GHOSTLY GRIEVANCES - never summon what you cannot banish - and if you get stuck then give HR Vision a call

Bats all for now, eat, drink and be scary!
 

Time flies when you are having fun...

I am delighted to say that we have been very busy here at HR Vision, with clients needing assistance on a variety of subjects.

Expanding Business

Take for example the client who is exceptionally busy expanding his successful business, very much aware of the impact employee relations can have on the success of his business.  The people he employ are exceptionally hard workers.  He has HR on his to do list, yet does not have the bandwidth to do something about it.  I step in and help out as and when required - helping with employee relations, training employees in HR related activities and processes or helping him to bring on board a new HR employee.  

Employee Relations

Or the client who has an employee grievance or disciplinary to handle, who needs that impartial view during the investigation and assistance in making a decision on the outcome.   Because the case is so close to home it’s difficult for her to be impartial.   Not keeping in line with legislation in this area has an impact on Employment Tribunal claims (take a look at ACAS.ORG for more information in this area) - so I help to reduce the risk and ensure that processes are implemented and followed when difficulties arise.

Individuals

Or the individual client who has been treated poorly at work and has a grievance to raise but is scared to do so, needing advice on what the best action is.  Coaching the client through their somewhat traumatic experience using NLP techniques brings us both joy (which is a most unexpected and welcome outcome for the client).  Mediating between the company and the employee to bring about an outcome that is good for both parties is particularly gratifying. 

HR for HR

HR clients can be my favourites - we talk the same talk - what a joy it is to work with likeminded people.  They know what they need to be doing for their company, but do not have the bandwidth to manage it effectively.  So I get called in to help in a variety of ways - reorganisations, outplacement support, employee relations, policies, HR data.  The list is endless and I love it!

No time to spare?

Sometimes of course, companies just can't help themselves.  They want to grow, but they are too busy doing just that to do anything about HR or Health & Safety.  This is when businesses start to struggle and experience all sorts of issues - HSE visits, ET claims etc. 

Without the investment (I am talking about people and time investment here, not £££s) then it is difficult to know how to help them.  Processes and policies can be put in place but if the company doesn't live and breathe them they can get into all kinds of trouble - having a policy or process that makes promises that are not kept in reality is somewhat worse than having no policy at all. 

So I try to ensure that policies and processes are written for that specific company.  Of course it means an investment in time getting to know the organisation.  But implementing a policy or process that is tailored to the business is so much more effective and real to management and employees than having a standard legal document that is probably difficult to understand.

Helping businesses and individuals to "do the right thing" for the company and the employee is important to me, brings me joy and is why I chose to set up HR Vision in 2001 and why it is still here 14 years later and for a few more years to come! 

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.