If you are an employer you probably have document retention guidance from your accountant for tax records, accounts etc but how about all the records that you need to keep that relate to your employees? There is specific document retention guidance in a number of pieces of legislation and Regulation. How long should you keep interview records for? How long should you keep copies of staff appraisals? How long should you keep training records after an employee has left? Maybe time to check your Document Retention processes to see how you measure up? We hope that you find this Document Retention Guidance useful. Metis HR is a professional HR Consultancy based in the North West of England supporting clients across the country. We specialise in providing outsourced HR services to small and medium sized businesses. Call us now on 01706 565 332 to discuss how we may help you.
Struggling to keep staff? Brace yourself, we’re heading for that time of year again! It’s a fact, January sees up to a 40% increase in people searching on-line for a new job. Why do they start to look? Because something is lacking in their current job. So what can you do to keep staff? The five most common reasons people look to move jobs are Job stability – People’s needs are changing. What people are looking for now is to work for an organisation that has a plan. They want an organisation that seems to know where it’s going and offers some job stability Money – it’s not rocket science, as unemployment falls, people can afford to be pickier about where they work. They can hold out for more money. If they’re working somewhere where they’ve not had a pay rise for the last couple of years watch out. As the economy picks up people expect to receive better pay. Respect – have you heard of Maslow’s hierarchy of needs? If not, find out about it, it really is true! It’s another blindingly obvious fact. If people feel that they’re earning enough to satisfy their basic needs, keep a roof over […]
Minimum wage non-compliance is often inadvertent, but with ‘naming and shaming’ of those who breach the National Minimum Wage (NMW) being introduced by the Government’s Business Innovation and Skills Department (BIS) last October minimum wage non-compliance can have a huge negative impact on your organisation’s reputation. If your organisation has pay levels close to the NMW, complicated pay structures or you use zero-hours contracts you may be inadvertently at risk of minimum wage non-compliance. Some of the most common ways that employers find that they have minimum wage non-compliance are failing to realise that travel time between each place of work may count as working time expecting staff to attend training or team meetings just before or just after their paid shift starts deducting the cost of uniforms, training or meals without realising that you calculate NMW after making those deductions ignoring the fact that enhanced rates e.g. for weekend work are irrelevant when calculating NMW. NMW calculations are on basic pay rates. overnight working where staff sleep in eg in the care sector where staff are paid for the hours that they are awake and providing care. The time when the care worker is asleep attracts NMW HMRC told us that prosecutions for minimum wage non-compliance are only in exceptional circumstances. It […]