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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
Many Clients have asked what the difference between furlough, redundancy and lay off is because at different times you may want to be aware of your options. Furlough The majority of employers are beginning to understand what furlough is and how it works. These are the important aspects of furlough. Furloughed employees: remain employed by you, they continue to accrue service and they continue to accrue annual leave entitlement must agree to any reduction in pay from their normal pay. If you don’t get their agreement potentially you have breached the contract and made an unauthorised deduction from wages are furloughed for a minimum of three weeks but there is no maximum period of furlough (although the current job retention scheme that refunds the 80% is only initially guaranteed to be in place until the end of May) return to their normal terms of employment at the end of furlough There is no criteria for selecting those who are furloughed, other than you have no work for them and they do no work for you whilst they are furloughed. Redundancy Redundancy terminates the employee’s employment with you. There are statutory rules around what a redundancy is as it is a […]
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
The Difference Between Furlough, Redundancy and Lay Off
April 07 2020 metisuser
Many Clients have asked what the difference between furlough, redundancy and lay off is because at different times you may want to be aware of your options. Furlough The majority of employers are beginning to understand what furlough is and how it works. These are the important aspects of furlough. Furloughed employees: remain employed by you, they continue to accrue service and they continue to accrue annual leave entitlement must agree to any reduction in pay from their normal pay. If you don’t get their agreement potentially you have breached the contract and made an unauthorised deduction from wages are furloughed for a minimum of three weeks but there is no maximum period of furlough (although the current job retention scheme that refunds the 80% is only initially guaranteed to be in place until the end of May) return to their normal terms of employment at the end of furlough There is no criteria for selecting those who are furloughed, other than you have no work for them and they do no work for you whilst they are furloughed. Redundancy Redundancy terminates the employee’s employment with you. There are statutory rules around what a redundancy is as it is a […]
What Five Mistakes Do Employers Commonly Make When Handling Redundancies?
November 21 2018 metisuser
So, what five mistakes do employers commonly make when handling redundancies? As well-known retailers and restaurants close down and disappear from our high streets with Homebase, House of Fraser, Toys R Us, Homebase and Prezzo among the latest companies to suffer. More and more businesses face closures or reductions in staff numbers to cope with financial losses. What five mistakes do employers commonly make when handling redundancies? One is to start collective redundancy consultation too late. Sometimes this is because those at the top retain hope that business will improve or do not want staff to see the company is in trouble. Collective Consultation Employers’ collective redundancy consultation obligations are triggered once they are proposing to make 20 or more redundancies at one establishment, within a period of 90 days or less. Consultation must begin in good time and 45 days before the first dismissal is to take effect. If 100 or more employees are affected at the same establishment; or 30 days before the first dismissal is to take effect, if 20 to 99 employees are affected at the same establishment. The collective consultation should be completed before you provide employees with notices of termination of employment. The second […]
Support in Redundancy
July 13 2018 metisuser
The retail industry has been in the news recently because of redundancies being made at an alarming rate and many have not received support in redundancy. Many retail sector staff have felt the pain of losing their job or a colleague to redundancy. Then how can managers ensure that staff who are being made redundant or those who survive the redundancy process are sufficiently supported? Equally, the uncertainty they face could potentially cause mental and physical stress. Help Reduce Uncertainty Uncertainty about the future is a big cause of stress to employees. Therefore, to reduce the impact of stress on your staff, it is important that you provide as much information as possible. Therefore, by offering support in redundancy, you could consider implementing: A clear communication strategy. Plan and implement a communication strategy, alongside your redundancy consultation, to ensure information is conveyed effectively to staff. This is to avoid sending out mixed messages to staff, and avoid inaccurate information circulating. This can be highly damaging and could derail the redundancy process. Financial advice. Additionally, financial worries are a major cause of stress. Therefore, you may wish to consider offering staff access to financial advice. Usually, this will ensure they understand the financial implications arising from their redundancy. […]
What is the best way to conduct a Redundancy Meeting?
May 08 2018 metisuser
Many clients ask, what is the best way to conduct a redundancy meeting? Making people redundant will never be an easy or enjoyable process, but there are some things you can do to handle the situation correctly and hopefully make it as painless as possible for all concerned. Announcing news about organisational change and subsequent redundancies is an emotional process for all parties involved. Unless you work for a huge PLC, most Managers and Directors know all their employees and find redundancies difficult conversations. You have probably worked with your employees for a number of years and maybe even developed a friendship with them so knowing what is the best way to conduct a redundancy meeting is important. With this in mind, here are some tips on how to do what is considered one of the worst roles a manger/director must perform in the workplace. Prepare for the redundancy meeting It’s not an easy task to deliver a redundancy notice. If you’re charged with making people redundant, it’s vital you prepare and practice to ensure you correctly deliver the desired information and help the person receive it accurately. Depending on your personality will depend on how you wish to approach […]
Outsourced HR Advice and Support
January 11 2018 metisuser
Outsourced HR advice and support gives you peace of mind. As an employer the reassurance that a trained, experienced HR professional is on hand for you, when you need it feels very comforting. HR challenges usually arrive without much warning. We know how this can feel! Uncertain about how to respond, unsure of what to say for the best, unsure of what you can or can’t say for fear of making the situation worse. Our outsourced HR advice and support packages ensure that you don’t find yourself in that position. How would it feel to have on-going advice and support through all your HR issues? no limit on the number of times you may contact us? access to an HR professional out of office hours if that suits you better? no additional charges on top of your monthly fee? commercially aware, solution-focused advice putting you in control of the situation? an HR professional to draft correspondence to your staff on your behalf? someone to come on site and support you in person if you feel you need it? the option of insurance cover for any tribunal claims made*? Call us now on 01706 565332 or use our contact form to arrange an […]
Automatically unfair reasons for dismissal
August 16 2016 metisuser
Don’t fall into the trap of thinking that all unfair dismissal claims need two years’ continuous employment. Certain cases need no qualifying period of employment. These are called automatically unfair reasons for dismissal. To date there are many reasons for automatically unfair reasons for dismissal. Because the employee was, or proposed to become, a member of an independent trade union. Or because the employee refused to become, or to remain, a member of an independent trade union. Where the employee was dismissed for having taken, or having proposed to take part in the activities of an independent trade union. Whether it is outside working hours or within working hours, if permitted by the employer Because the employee participated in official industrial action in certain circumstances As a result of pressure from a trade union, by way of the threat of industrial action A reason connected with the performance by an employee representative, or a candidate in an election for representatives. Or of their function as such an employee representative or candidate, on a transfer of an undertaking (TUPE). Or where the employer proposed to make collective redundancies For a reason related to the employer contravening the rules prohibiting the compilation, use, sale or […]
HR Consultants in Lancashire
April 25 2016 metisuser
Are you looking for HR Consultants in Lancashire? Metis HR Ltd,  provides the services of professional HR Consultants in Lancashire. Metis HR aims to supply its clients with professional HR Consultancy Services when and how they need it. Services are provided on either an outsourced (retained fee) basis or by project. Outsourced clients are able to access practical telephone or e-mail HR Consultancy Services 7 days a week during extended office hours. Often employers only have the time and opportunity to think about people problems once the staff have gone home for the evening. That’s when they need sound, impartial, commercially aware HR advice. Alison Driver, Managing Director, draws on her wealth of experience to ensure that the HR Consultancy Services provided by HR Consultants in Lancashire are of the highest standard and designed to deliver what the employer wants. Metis HR Ltd was set up to provide GOOD ADVICE to employers. At all times Metis HR works in the client’s best interest. If you are looking for HR Consultants in Lancashire read our client testimonials. With experience across a range of industries and sectors, our HR consultants in Lancashire offer best practice solutions with a practical, commercially aware approach. Metis HR can provide a full range of […]
New Legislation
March 18 2016 metisuser
New legislation affecting employment rights and responsibilities is introduced every April. This year, the development receiving the most attention is the introduction of the national living wage. But are you aware of other important employment law changes on their way? National Living Wage is Introduced As it is, there will be significant change is to be made for the lowest-paid workers. With the introduction of the national living wage on 1 April 2016. Workers aged 25 and over will be entitled to the national living wage rate of £7.20 per hour. This is  from the first pay reference period beginning on or after 1 April 2016. The national living wage is a new top rate of the national minimum wage. Employers should check that employees’ pay is not brought below the new rate. Because these can happen through salary-sacrifice arrangements, such as tax free payments schemes, taken off employee’s gross pay, like childcare vouchers. Employers should also be aware of any pay implications if 1 April 2016 falls part way through a payroll period. You will need to know which date the employer must start paying the national living wage from. National Minimum Wage Penalties Increase The penalty for employers […]
Outsourced HR Consultancy Services
January 19 2015 metisuser
Metis HR clients are all different and we tailor our professional HR Consultancy Services to reflect this. Metis HR can offer fixed fee retained HR Consultancy Services providing professional advice to you 7 days a week, your own professional HR Manager on tap when you need one! If you’re looking for more hands on support we can actually do the work on your behalf or work with your team to get the work done either as a standalone contract or as additional service to the retained support contract. We can even provide a fully qualified experienced HR professional on site at your premises every week or month to suit your needs. Perhaps you just need help with a one off project, for example a reorganisation / redundancy programme? That’s no problem we can manage this project for you as a one off piece of consultancy work on an agreed daily rate. With experience across a range of industries and sectors, our HR specialists offer best practice solutions with a practical, commercially aware approach. Metis HR can provide a full range of professional HR consultancy services to support your business, including: Dealing with employee relations issues including disciplinary, grievance or performance management problems; […]

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