EMPLOYERS BEWARE:
the ‘compensation culture’ is stronger than ever
Over 100,000 Employment Tribunal cases each year
Employment disputes are a fact of life for all Employers. Therefore, it’s all about how to minimise them. When it comes to Employment Law, your best defence is to ‘Be Prepared’.
Compliance First is Johnston Consulting's concise, yet comprehensive, employment pack providing you all the contracts and policies you need - and more. In a nutshell, it will let you get on with your work for an affordable fixed fee.
We don't provide an 'insured' advice service, which many soicitors and consultants do, as there are too many pitfalls. Even if it does sound financially attractive, remeber that it is an insurance policy - and we all know that insurers are often guilty of not paying up or of making it so difficult to comply with their policies that it becomes more of a hindrance than a help!
Ask for more details about these concerns. If you decide that you would like to have an insured service, let us recommend one of our Associates.
No-one wants to end up in an Employment Tribunal
- Think of the bad publicity
- Think of the lost time away from your core business
- Think of the cost: a compensation risk of £5,000 to £50,000 or more
- Think of the stress on you, your managers and all employees involved
So, it makes senses to have Compliance First.
- phone or email Scott Johnston for advice (or, if you already have contracts and policies, a free Health Check Audit)
- if you frequently have Employee issues, you might like to have a regular Employment Law Clinic... ask for details
Dealing with employee disputes is as easy as 1, 2, 3…
STEP 1: Comply with your legal obligations
Have an up-to-date written statement of your employees’ terms of employment, as well as essential policies & procedures. Provide training on ‘following the rules’ and adhere to them. Don’t just pay lip service to your policies or keep them hidden in a drawer!
STEP 2: Talk the talk & Walk the walk
Provide training on ‘following the rules’ and adhere to them. Don’t just pay lip service to your policies or keep them hidden in a drawer!
STEP 3: Nip it in the bud
If an Employee ‘breaks the rules’, don’t ignore it; at the very least have an ‘informal chat’. If it's importat, put it in writing, or at least keep a note for yourself. In serious cases, don’t shy away from following your disciplinary procedure. Be 'firm but fair' or 'Hard on issues, Softer on people'.
STILL NOT SURE? Ask yourself these 4 questions:
1. Do you issue a contract of employment or statement of terms and conditions to all your employees?
- If Yes, is it up to date? If it has not been updated in the past 12 months, ask for a free Health Check audit
- If No, you are seriously at risk of paying a ‘fine’: up to 4 weeks wages per Employee AND up to 25% additional compensation should you be found ‘guilty’ at an Employment Tribunal of unfair dismissal or discrimination (and more)
Beware: You are legally required to issue this 'contract' within 8 weeks of an Employee starting with you. It is better to do it BEFORE they begin their employment so that it avoids confusion about the terms and conditions of employment developing later.
2. Do you have a Policies and Procedures Handbook, setting out essential policies in Plain English?
- If Yes, is it up to date? If it has not been updated in the past 12 months, ask for a free Health Check audit
- If No, you are seriously jeopardising your best defence – i.e. that you had taken reasonable steps to prevent situations arising
3. Do you provide training to all Employees on your Policies and Procedures?
- If Yes, is it effective or do Employees just get a ‘tick in the box’? Are policies actively followed - or do they just live in a drawer!
- If No, again, you are seriously jeopardising your best defence – i.e. that you had taken reasonable steps to prevent situations arising
4. Do Directors and Managers know how to deal with Employees who ‘break the rules’? Can they handle Grievance and Disciplinary issues? Do they know the procedures?
- If No, you are seriously jeopardising your chances at Tribunal and face hefty compensation.
If you would like to achieve Compliance First act NOW. Phone or email Scott Johnston for advice or a free Health Check audit. Don’t delay – fight back against the Compensation Culture, because you just never know…
Remember, it is called 'Compliance First' for a reason - if you do not comply with your legal obligations, you can be heavily penalised by the Employment Tribunal.