Are you fully compliant with employment legislation and worker’s rights?
|A.||No, we couldn’t swear to being fully compliant.|
|B.||We have inadequate procedures and policies to ensure we are fully compliant.|
|C.||We have implemented procedures and policies to ensure we are compliant.|
|D.||We implement and monitor procedures and policies to ensure we are compliant.|
|E.||We implement procedures and policies to ensure we are fully compliant with employment legislation and worker’s rights, and regularly audit for compliance.|
|[Score: A=0, B=1, C=2, D=3 and E=4]|
Why is this question important?
Employment law has become increasingly complex over the past number of years. The need for businesses to ensure compliance with legislation is greater than ever, as the level of claims, inspections and fines are increasing each year.
Few areas of business have become as complex as human resource management and employee relations. Among the issues you need to consider:
- Contracts of Employment
- Employment permits
- Absence and sick leave
- Data protection
- Information and consultation
- Grievance and disputes procedures
- Lay-off and short-time working
- Pay and benefits
- Record keeping
- Working time
- Notice and dismissal
If you have employees, you need to set rates of pay that will encourage people to apply for your vacancies and at the same time keep existing employees happy and motivated. You should ensure you don’t fall foul of the law or get taken to an employment tribunal.
Setting suitable rates of pay is a major decision, which will have a long-lasting impact on your business – you are choosing how you will reward your workers. The transparency of the system is the key to ensuring everyone knows how their pay is calculated and how any bonuses or enhancements are attained.
Remember that factors other than pay can motivate workers, e.g. benefits, feedback, training, consultation and work-life balance, … which sometimes contribute to better retention rates.
In addition, to make sure you are getting it right, check that the rates are competitive with other comparable businesses in your industry and region.
Consider the following when employing family members:
- Do they really want the job?
- Are they suitable for the position?
- Do they have the skills and competencies needed?
- What practical skills will they bring to the role?
- Do they have relevant experience?
- Are they willing to earn the respect of their colleagues rather than just expecting it?
- Will they respect and fairly treat non-family colleagues?
- Can you be objective when promoting staff and only promote the most suitable individual for the position?
- Do you determine salaries and promotions, based on market rates and performance criteria?