Contact details :
t: 07747 565057
e: vicki.field@fieldhr.co.uk
When may you need an independent investigator?
We’ve all been there; it’s the end of a long week, and suddenly there is a knock at the door or an envelope on your desk. Issues arise all the time in companies; whistleblows, grievances and suspected misconduct are generally dealt with through internal processes, which are governed by law. Most disciplinary and grievance issues are a time-consuming but necessary part of any Manager’s job. However, the headaches come when the complaint is involving a senior member of staff; it needs to be addressed, and swiftly, but who can be trusted to...
read moreInvestigations… Getting to the bottom of issues
Every company will have an issue that needs investigating at some point; every potential misconduct, poor performance or complaint will need to be thoroughly considered under your disciplinary, grievance or whistleblowing policy. An investigation is a process through which you try to understand the full facts of a situation. It is important to ensure that sufficient time and focus is dedicated to an investigation as it is a critical part of the process. In order for a disciplinary procedure to be fair, it is a legal requirement that an...
read moreTurning Data into Insight; and a cost function into a value function
Human Resources is generally considered to be a cost function; the salaries of the team and the initiatives that are put in place carry a cost which is rarely associated with a direct financial benefit to the business. However, a HR team can measure and monitor data, and transform the data into insight. The insight drives strategies and initiatives which then carry clear cost savings. For example: Recruitment : Considering all aspects of recruitment data can tell you the best approach to follow for the most productive, cost-effective employee...
read moreInducting your new Employee
It is a well documented fact that employees decide whether to stay or go within the first few weeks of joining a company. This is your opportunity to provide the best possible start; enabling your employee to succeed, to become productive as quickly as possible and to assist with their retention. Before you start Think about logisitics; ensure desk set up, phone, name plaque, IT equipment (equipment, email addresses, passwords). Notify all relevant parties of your new joiner (Your team, key stakeholders, senior management and external...
read moreManaging Short-Term Absence
Everyone is different, and people have different experiences of illness, so some sensitivity can be important. However, all businesses are adversely impacted by sickness absence and research demonstrates that smaller businesses are more impacted. Some sickness absence is inevitable but it can be managed. Your essential checklist Ensure that you capture each period of sickness so it can be tracked and measured Have a back to work interview each time the person returns to work Identify if there are any links between the types of absence – is it...
read moreHearing a Grievance
Grievances are concerns, problems or complaints that employees raise with their employer. A grievance might concern matters such as an employee’s work, physical working environment, pay and benefits, working hours, health and safety, working relationships or general treatment at work. A grievance may be presented in writing or verbally – it does not have to be called ‘a grievance’ to be treated under the policy (ie it could just be an email or conversation where your team member highlights concerns to you). You may be asked to hear a...
read moreHearing an Appeal
An employee has the legal right to appeal against the decision made at a disciplinary hearing or a grievance meeting. An appeal is the opportunity for the person to ask for a review of the decision based on the reasons that they will have laid out in their Appeal letter. FieldHR will provide the letter confirming the invite to the hearing for the employee. Read your policy carefully and ensure that you are following the timelines laid out in it. Before you start: Ensure that you have had no prior involvement with the case Noone who has been...
read moreRunning a Disciplinary Hearing
A disciplinary hearing occurs when an employee is thought to have contravened the disciplinary policy. Once an issue is identified, please involve FieldHR who will ensure that an appropriate investigation takes place, and if appropriate, the appropriate letters and notifications are sent to the employee to instruct them to attend a hearing. Read your policy carefully and ensure that you are following the process and timelines laid out in it. Before you start: Involve FieldHR before starting any formal disciplinary proceedings Ensure that you...
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