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Smelly Employees

June 27 2019 metisuser

As the weather improves it’s that time of year when we start to get calls about how to deal with smelly employees. Statistically, 1 in every 200 employees are likely to smell. There are some obvious causes Not washing/showering often enough. Shockingly 20% of Britons wash just four times a week or less. Not changing clothes often enough. Going for a lunch time run and not showering afterwards. Eating too much spicy food Some of the less obvious causes of smelly employees Stress Gender (men sweat more than women) Hormonal changes Certain health conditions How to tell someone they smell Telling someone they smell is challenging for most people. We’ve put together an 11 step process to help you deal with smelly employees . What do you do if smelly employees don’t improve their hygiene? We would hope that talking to smelly employees to make them aware of the problem and what you expect them to do would sort the issue out. If it doesn’t, the last case scenario is potentially one of dismissing the employee. If you get to this point get in touch with us. It’s not what you do but how you do it that will be […]

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July 22 2014 metisuser

With the fallout of COVID 19 lockdown, we are now getting asked, ‘How to conduct a Redundancy Consultation meeting?’ You should meet with employees who are potentially at risk of redundancy for individual consultation meetings. These will usually take place after you have provided the affected employees with general information, such as the reason for the proposed redundancies, and information about the selection process. At the individual meetings, it is recommended you ask the employee for any suggestions that they may have to avoid redundancies. It is important that as the employer, you do not prejudge the outcome of any consultation meeting. You should give serious consideration to any suggestions that the employee makes. What if the Employee Objects? You will need to give the employee the opportunity to raise any objections to the basis for their provisional selection. For example, by discussing the application of the selection criteria. It should discuss whether or not there is any suitable alternative employment for the employee. You will be expected to explain what support is on offer if redundancy is confirmed, such as a reasonable amount of paid time off to look for new employment. It will be essential to also explain […]

The Job Support Scheme

September 25 2020 metisuser

What does the Job Support Scheme really mean for employers? Having read the detail of Chancellor’s announcement yesterday we’ve put together the main points for your information. The Job Support Scheme is potentially not as helpful to employers as it first sounded. The main pointers of the scheme are The government have said that further guidance “will be published shortly”· The Scheme opens on 1 November 2020 and closes in April 2021 (no specific date given)· You can use this Scheme even if you as the employer or the employee concerned have not previously used the furlough scheme (Job Retention Scheme)· The Scheme is only open to those businesses where turnover is lower now than before experiencing difficulties from COVID19· Employees must have been on your payroll on or before 23 September 2020 (so a Real Time Information (RTI) submission must have been made before 23 September 2020.· Employees will be paid for 77% of their contracted hours· The Government will pay a third of the hours not worked by an employee up to a cap of £697.92 per month· […]

How to tell someone that they are redundant

August 04 2020 metisuser

The worst thing a manager ever has to do creates the popular question how to tell someone they are redundant. During this pandemic, while businesses across all sectors have been hit, we’ve seen a growing trend of companies using furlough or making employees redundant. How a company communicates its decision when thinking about redundancies is critical to how the news is received. It makes headline news when companies haven’t thought carefully how to tell someone that they are redundant. We hear quickly enough when companies don’t handle the communication of redundancy well. The company that tells people by text that they’re being made redundant, the employees who simply turned up for work to find the doors locked. It’s always how the news is communicated that creates the grievance, not what’s being communicated. People can usually accept business change; they often know it is coming. But how they’re told is how you’ll be judged. When you’re thinking about how to tell someone that they are redundant there are some communications issues to consider Sow seeds early about what’s happening in the business. If you’ve kept employees in the loop that the orders are not coming back as quickly as you’d hoped, […]

Who Is Metis HR?

July 31 2020 metisuser

Metis HR was established by our MD and owner, Alison Driver, in 2011 to provide professional, commercially aware outsourced HR services for employers in the North West and beyond. Although our consultancy services are primarily for business in the North West, we work with businesses all over the UK to give our tailored, reliable and informed advice. The two main HR consultants in Metis HR are Alison Driver and Ali Penney; two very well known and respected professionals in their field. Find out more about Metis HR and our services below. About Alison Alison Driver has over 35 years of experience in managing people in an HR capacity. She Is a Chartered FCIPD and MBA qualified HR Consultant. Being a Chartered Fellow of CIPD means Alison is considered a role model for the HR industry. It recognises Alison’s commitment to shaping the industry by contributing to key CIPD research and shaping their policies. Alison draws on her vast experience and knowledge to do this. A background in the NHS managing 105 unionised staff gave her a solid grounding in management, human resources, redundancy, and unions. Since then, she estimates she has been directly responsible for over 400 employees, carried out […]

What is suitable alternative employment?

July 20 2020 metisuser

If you’re going through a process of redundancies then the question of what is suitable alternative employment is key question. To dismiss an employee fairly on the grounds of redundancy, there are two things you need to do as an employer: You must establish that redundancy was genuine, it was the real reason for the dismissal. You must act reasonably throughout the redundancy process and any ultimate dismissal. What is reasonable? The test of reasonableness comes from case law. You can’t act reasonably if you haven’t considered the question of suitable alternative employment (amongst other things). You must search for and, if it’s available, offer suitable alternative employment within your organisation. What is suitable alternative employment? Whether a job is suitable or not usually depends on: how similar the work is to the employee’s current job the terms of the job being offered, eg how much you’ll pay the employee and what benefits they’ll get the status of the job where the job is – if it’s further to travel it may not be suitable the employee’s skills and abilities in relation to the job When should the offer of suitable alternative employment be made? You need to make the […]

How To Conduct A Redundancy Consultation Meeting

July 16 2020 metisuser

What does an HR Consultant do?

July 10 2020 metisuser

What does an HR Consultant do? That depends on what needs doing! Providing it’s legal and relates to HR we’ll help clients work through any people related issues. An HR Consultant working with employer clients often responds to requests for help with people related issues. These requests might be urgent problems that need solutions now. Or they’re proactive enquiries of the “If we want to do X what should we do?” kind. What does an HR Consultant do at Metis HR? Well just last week we …… Provided Advice On redundancies furlough sickness absence stress risk assessments COVID19 plans for returning workers flexible working requests probationary period termination training and development opportunities for employees termination of an Apprenticeship changing contracts of employment introducing revised HR policies an appeal against a dismissal Provided Practical Support With grievances made by 2 employees chairing a Disciplinary Hearing note-taking at a Hearing letter writing settlement agreements to mutually terminate an employment relationship Acted as a Trusted Adviser to clients by being a sounding board for plans to change organisational structures listening to clients’ concerns. They’re thinking about painful decisions in their businesses to cope with the current situation and worrying about their employees. listening […]

11 stage redundancy checklist

June 26 2020 metisuser

Metis HR Ltd – Thinking about making people redundant? Mistakes… Thinking about making people redundant? Mistakes can be costly in time and money. The Metis HR Redundancy Checklist takes you through an 11 step process to keep you on the straight and narrow. Click on the link to get a free copy. http://ow.ly/G0Xj50AhImn

What alternatives are there to redundancies

June 08 2020 metisuser

Many employers are wracking their brains at the moment to work out what alternatives are there to redundancies. With the current COVID pandemic and the economic crisis that it’s created there’s a need to review costs. The knee-jerk reaction is often to consider job cuts rather than considering what alternatives are there to redundancies? Redundancies aren’t a cheap option. If you make mistakes in the way you handle redundancies, they can prove expensive if you lose tribunal claims. The cost that’s not as easy to quantify is the loss of valuable skills and experience that you’ve invested in. These very skills and experience are what allows your business to bounce back more easily. There’s also an odd impact of redundancy. Those remaining in the business can experience a level of guilt because they are still in a job but their friends aren’t. So here are six alternatives to redundancies that may be worth considering Changing terms and conditions Not without risk. An obvious way to reduce business costs without making people redundant is to change employees’ contractual terms and conditions. For example, an across-the-board pay cut. You must remember that working hours and rates of pay are express terms of […]

Reopening Your Business After Lockdown

June 02 2020 metisuser

If you are soon to be reopening your business after lockdown or bringing back your staff, you are likely to have a huge number of questions. As HR experts we are used to helping our clients navigate the myriad of employment legal aspects to the Covid 19 crisis. We have taken the five questions we are asked most often and compiled them for your convenience. All the information in this blog is correct at the time of writing. However, the state of affairs around COVID 19 in the UK and the world is moving very quickly. Please be sure to check gov.uk for the most up to date information. When Can I Reopen My Business Premises? That depends on the type of business you run, how the premises are set up and how customers interact with your products or services. There are some businesses that can open if they can operate with no contact, such as takeaways, or are providing essential services, such as food supermarkets. However, there are some businesses that must remain closed without exceptions. These include hair and beauty salons, funfairs, bowling alleys, soft play centres, cinemas, museums, and nightclubs. The full list of businesses that […]

How do I plan for the end of lockdown?

May 11 2020 metisuser

Practical HR advice answering the question how do I plan for the end of lockdown

Search Results for: redundancy

Smelly Employees

Home

The Job Support Scheme

How to tell someone that they are redundant

Who Is Metis HR?

What is suitable alternative employment?

How To Conduct A Redundancy Consultation Meeting

What does an HR Consultant do?

11 stage redundancy checklist

What alternatives are there to redundancies

Reopening Your Business After Lockdown

How do I plan for the end of lockdown?

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