A concern was raised regarding comments and actions by one employee about another, which the complainant believed had racist undertones. The matter was investigated by Mustard HR, who took a careful approach in this highly sensitive situation. It transpired that others in what was a very small team had witnessed similar conduct by the [...]
Mustard HR was commissioned to support a redundancy situation due to a change in the direction of the business. The affected employees were placed at risk of redundancy and a consultation period commenced. Mustard HR worked with the client to carefully consider all representations put forward during consultation and respond to these accordingly. The [...]
An employee raised a grievance having been suspended pending disciplinary action. This is not uncommon and will very much depend on the circumstances as to how it is managed. In this case, Mustard HR was commissioned to carry out an investigation into the grievance points the employee had raised. Because some of these points [...]
It had been identified by the organisation that there was a skills gap at ‘middle management’ level in terms of managing (mainly informal stage) capability/conduct issues. After reviewing previous cases and discussing the needs of the business, I designed and delivered practical and comprehensive ‘managing performance’ training via small workshops, using coaching and communication [...]
I was acting in the capacity of advisor to a dismissal appeal panel. After hearing the employee’s case I used my judgement skills and Employment Tribunal experience to conclude that the Summary Dismissal for Gross Misconduct was too harsh and that the actions of the staff member which led to this sanction were likely [...]
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 [...]
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 [...]
