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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 […]
Free HR Fact Sheets
October 15 2020 metisuser
Metis HR clients get free access to over 100 HR Fact Sheets. We list here a selection of HR Fact Sheets that are free for you to download Redundancy Checklist Work Experience, Volunteering and Internships Employees who have been given community service
Case Studies by Issue
October 15 2020 metisuser
We work with all different sectors and businesses. Here we share with you some of our more detailed experiences with you indexed by issues Redundancy 1 Productivity Improvement 1 Employees have stopped speaking to one another
Case Study HR in the Bridal Retail Sector
October 12 2020 metisuser
127,000 of UK 2020 weddings have been cancelled or postponed to 2021 because of the current pandemic. The highest rates of wedding cancellations were seen in the south of England, with 43% of weddings cancelled in the Greater London area, followed by South West England (42%), the East of England (39%) and South East England (37%). If your business lost 43% of its turnover, but you still had to cover your business overheads, including employee’s wages would your business be struggling? The majority of Bridal Retailers would be. The Problem Stephanie has over 25 years’ experience in the UK bridal industry. She owns two bridal shops in the East Midlands. In her words “I’ve never known anything like this. It’s Armageddon!”. Stephanie was at her wits end when she phoned Metis HR. Six months of restrictions on who can attend weddings, travel restrictions cancelling weddings being held abroad and the enforced closure of bridal shops as non-essential retail cancellations, were giving her sleepless nights. Few businesses carry the sort of reserves needed to sail through the impact of COVID without any concerns. Stephanie had 6 employees in her two shops. One shop was doing a little better than the other, […]
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
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 […]
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

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