Tasked with restructuring the Healthcare Catering service in response to the withdrawal of a ‘Meals on wheels’ service. I worked with the management team to draw up a business case for the multiple homes for the elderly affected, which proposed to change and/or delete various roles. After consultation with recognised Trade Unions, the restructure [...]
What would you do if you received a claim? The number of Employment Tribunal (ET) claims is on the rise after the abolition of fees in July 2017 (claims in 2018 almost trebled compared to the previous year), meaning less barriers for the average employee. UNISON who successfully challenged the fees – which ranged [...]
You employ “working mums” on a part-time basis…tick! You have a flexi-time arrangement…tick! You even allow working from home on occasion. But how open is your business to true flexibility for your people, allowing them a life around work? Do you panic at the thought of a formal flexible working request? Feel it might [...]
Deep Dive, anyone? Drawing on many years working as an in-house HR professional as well as sitting on Employment Tribunals, it is clear that ‘HR speak’ (the various acronyms, jargon etc. that we HR professionals seem to love) is on the rise. It seems to me that this type of speak often alienates HR [...]
The relocation of three care homes to create new large home meant that all catering staff had been put at risk of redundancy. The project involved collaborative working with the sister company who employed the care staff and included consultation not only with employees but with the home residents and their families (which was [...]
Having previously been involved in ‘in-house’ CSR staff initiatives, I undertook a piece of CSR work on a pro-bono basis. I got to know the organisation - a small charity who did not have the resource or budget for HR expertise - and used my own experience to engage and gain the trust of [...]
Due to a requirement to make significant costs savings and in a bid to protect jobs, it was proposed that staff within the Refuse service change their working pattern to a condensed “four day working” arrangement. Working with local management, I put a proposal together and used influencing skills to effectively consult with recognised [...]
I was tasked with reducing absence levels in a new business area, which had been transferred in through TUPE. Absence levels stood at >9%. The new employer wanted to reduce it to match the rest of the business, which at the time stood at <3%. I consulted with recognised Trade Unions to introduce a [...]
It became apparent to the organisation that inherited pay structures were not fit for purpose. I analysed the shortcomings of the existing arrangements and identified the main issues which were around equal pay, market rates and eroded differentials. I then oversaw a comprehensive pay review which put forward proposals to make significant changes, taking [...]
I was tasked with mobilising the people management aspects of a new 10 year £6.5m Joint Venture (JV) employing 150 staff. I took a collaborative approach, spending time leading up to transfer getting to know local key stakeholders and the recognised Trade Unions, with whom we would eventually be consulting with. As well as [...]
The organisation received a collective Employment Tribunal claim for a failure to Inform & Consult in a TUPE transfer. Using my Employment Law experience, I identified a flaw in the process undertaken by the organisation and advised that it was unlikely that the claim could be successfully defended. I used my influencing skills to [...]
