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Manage Change:
People and Business Objectives should be clear from the
beginning.
Resistance to Change is common and to be expected.
Not everyone will accept the Change you are Proposing. Help
employees embrace Change.
Take a long and broad view of change, and think about the impact
of change over one, three, and five years.
Be Supportive. When things change at a
work
environment, employees will look to their managers to
support them.
Ask for Input. Any change that affects individuals should allow
them a chance to discuss and give input on the change.
Support Managers. Look at existing leadership skills and what is
needed to deliver the change initiatives.
Communicate for buy-in. Involve as many people as possible.
Encourage feedback.
Create forums where staff can ask questions and discuss their
concerns.
Support should also be given to those that leave, provide career
transition support.
For a more detailed information on successfully embedding Change
at Work, Contact Elizabeth Today
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Employees Relations Issues??
EMDS can help!
Employee issues..
EMDS can investigate, obtain statements, and make
recommendations for further action..
EMDS will Identify retention solutions to help improve
turnover and employee morale..
EMDS can
act as a consultant to line managers on the
implementation of policies..
EMDS can
assist in the resolution of specific disciplinary or
grievance cases..
EMDS can help
prepare staff handbooks to ensure that the workforce is
aware of company policies..
EMDS can help ensure that grievance handling and
disciplinary proceedings are carried out in line with
company policy and national legislation..
EMDS can help develop
training solutions to help build a collaborative
workforce..
Absenteeism..
Termination..
Retention strategies..
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National Minimum Wage Increases you should be aware of from
October 2010
For Adults Aged 21 and Over, the hourly rate of the minimum wage
increases from £5.80 to £5.93….
Workers aged 18-20 years rises from £4.83 to £4.92…
Rates for 16 to17-year-olds moves from £3.57 to £3.64….
A new apprentice rate of £2.50 per hour will be introduced for
pay reference periods starting on or after 1st October 2010.
This will apply to apprentices who are workers and Aged under 19
or Aged 19 and over and in first year of their apprenticeship.
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Redundancy! The FACTS
Redundancy is a form of dismissal. People are
usually made redundant because their employer needs
to reduce the workforce or because the job they do
is no longer necessary. Redundancies often happen
because an organisation is cutting costs and needs
to reduce staff numbers. It could be because your
job no longer exists or because the business is
closing down or moving. Usually, in order for
a dismissal to be redundancy, your job role needs to
have disappeared
Qualifying for Redundancy Payment:
If you’ve been working for your employer
continuously for two years or more and you are made
redundant, you are entitled to a lump sum payment.
Redundancy pay is calculated as:
0.5 week’s pay for each year worked if you are aged
under 22 in that year
1.0 week’s pay for each year worked if you are aged
22 or more, but younger than 41
1.5 week's pay for each year worked if you are 41 or
older
As an Employer, there is a Redundancy Procedure to
Follow, i.e. Choosing People, Consultations, The
Dismissal Process, Notice of Redundancy, Offering
Alternative Work, Time off to look for other work
etc…
CALL EMDS Now, and let’s help you understand these.
07828 769 044 |
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Default Retirement Age
What this means for Employers:
From April 6th, 2011 employers will not be able to
rely on the default retirement age to justify a dismissal for a
compulsory retirement. Employers will be unable to issue new
notifications of retirement using the default retirement age on
or after 6 April 2011.
Regulation 3 of the Employment Equality (Age) Regulations 2006
will remain and so employers will still be able to use a
compulsory retirement age to dismiss employees but only where
they can show that it is a proportionate means of achieving a
legitimate end. We have seen cases where default retirement
ages have been justified and the key to ensuring that they are
is to carefully identify as said above, legitimate aims for
having mandatory retirement ages and to ensure that these are a
proportionate means to achieve those aims. Most retirement ages
will be justified for reasons of succession planning, meaning
that employees need to retire to make way for new employees
joining the labour market. There will be transitional provisions
which allow for retirement up until October 2011, but only where
notification of a planned retirement age has been given before
April 2011..Employers are urged to review their retirement plans
soon and in any event before April 2011
Question:
What about people who want to retire at 65?
Can they still do so?
Yes, people will still be able to choose to retire at
65!! |
