It is often simple to list a series of titles related to issues that an individual and/or a Company can provide support with but it is more helpful to provide a short narrative to explain what that area of support really means. Therefore the following is a more detailed explanation of the areas in which RCW HR Solutions operate - please do not hesitate to contact Richard on 07850 208701 if you require assistance in any of the following areas: -
Absence Management
Sickness absence is one of the greatest costs for a business both in terms of the lost input from those who are absent and the additional pressures this places upon colleagues who have to take up the strain. We can provide appropriate policies and procedures and additional support and training to allow employers to approach this potentially difficult area in a balanced, appropriate and fair manner.
Appraisals and Competences
Appraisals are the tool that companies use to assess the performance of each employee and through use of a competency model they can also measure the way in which employees approach their performance in addition to the outcomes they actually achieve. This detailed measurement will also allow for talent development and the assessment of future targeted recruitment requirements.
Disciplinary Processes
The law requires all Companies to provide employees with a detailed Disciplinary Procedure that sets out the process that the Company will follow, levels of corrective sanctions, items that are considered to be acts of Gross Misconduct, and how an employee may appeal against any disciplinary actions taken against them. We will provide you with an appropriate policy that both meets the requirements of the ACAS guidelines and the overall approach of the business, in addition to providing support at all stages within the process as required.
Due Diligence Processes
Are you considering expanding your business by acquiring a competitor and/or moving into a new area of business? If so assessing the people related issues of your target entity are just as important as the financial aspects of their business. We have a standard assessment checklist based upon many years experience of such projects, to either provide a framework to assist your assessments, or to provide the basis upon which we would undertake the exercise on your behalf.
Employee Engagement
To assist you to be the best employer you can be, we will assist you to gauge your culture by meeting and listening to your staff, help you to address any issues staff face to improve retention and support you to put a people plan in place to ensure you retain your staff for the long term.
Employee Handbooks
Such handbooks provide an opportunity to detail what the Company stands for, details of its’ history and detail the main policies and procedures that all employees need to be aware of to ensure they understand the rules and know how things operate within the business. We will provide you with handbooks that are easy to read and mirror the Company’s culture and approach.
Employee/Industrial Relations
We can support you by leading, managing or supporting in a number of areas : - disciplinary or grievance investigations and processes; redundancy and collective consultations; dismissals; design and update policies, procedures and handbooks; ensure compliance with the Working Time Regulations; advise on maternity, paternity or adoption rights; absence issues; advise on flexible working rights; provide mediation advice and support.
Employment Contracts
All employers are legally required to provide all employees with a written statement of their terms and conditions of employment within the first eight weeks from their date of employment, and to confirm any future changes within one month of that change taking effect. In addition the law dictates the minimum details that must be provided, however it is good practice to go beyond this minimum requirement to ensure that the employee is aware of what is required of them and what will be provided by you the employer. We will provide you with an appropriate set of up to date and legally compliant contracts to cover all your different types of employees.
Employment Law Advice
In addition to providing day to day advice on issues as they arise, we can conduct HR audits to assess risk against legal requirements and then provide appropriate support and/or training to reduce risk and ensure compliance and best practice.
Employment Law Training
We can provide detailed employment law training sessions for all levels of management to ensure an accurate appreciation of the obligations placed upon the business and the entitlements of the employees within the business. The sessions are undertaken in an interactive manner taking real life examples into consideration.
Employment Policies and Procedures
We can provide you with a full range of appropriate policies and procedures which will ensure legislative compliance coupled with approaches that support your company’s ethos and represent current best practice.
Employment Tribunals
No matter how appropriate your approach, the removal of tribunal fees is liable to increase the likelihood of claims being lodged against you. We can support you by delivering employment tribunal preparation and representing you in the tribunal as required.
Grievance Processes
The law requires all Companies to provide employees with a detailed procedure through which they can raise any grievance they may have around the activities of the company and/or any member/employee of the company, including their rights of appeal. We will provide you with an appropriate policy that both meets the requirements of the ACAS guidelines and the overall approach of the business, in addition to providing support at all stages within the process as required.
HR Commercial Bid Writing
When bidding for contracts especially from public bodies (e.g. local government, NHS etc) there is a great emphasis placed upon people issues in the overall scoring mechanisms applied by the relevant awarding bodies. Based upon many years of experience we can assist you in compiling bid documents that will accurately reflect your company’s approach in addition to covering the requirements of the awarding bodies.
Investigations
We can provide support with undertaking a range of investigations whether in relation to disciplinary or grievance cases or allegations related to bullying or harassment. In addition we can provide training support and standard tools to support those organisations who wish to move to undertaking their own investigations.
Job Descriptions/Roles & Responsibilities
Time and attention needs to be paid to job descriptions in an organisation, and the absence of clear roles and responsibilities tends to lead to confusion and conflict. This can act as a barrier to growth as operational issues repeatedly arise, and if clear job descriptions are in place then an individual’s performance is a lot easier to assess and manage.
Mergers and Acquisitions
As stated above in relation to due diligence exercises, there is value in having commercial HR input into acquisition decisions. It is key from the outset that any risks and issues are highlighted through people focused due diligence. This will allow you to assess the calibre of the team that you are acquiring, identify risks and liabilities and compare the culture of the business in comparison with that you already have in place.
Organisational Design
Are you seeking to make your business work more effectively? If so we can conduct an organisational review which will quickly pinpoint what the key issues are and then recommend solutions, whether because staff are disengaged or the managers are ineffective, based upon the range of issues and situations we have seen before.
Pan European HR Standardisation
Although the main area of support for the business is the UK we also have detailed experience of managing people issues in Republic of Ireland, Netherlands, France, Germany, Italy, and Switzerland. Especially this has been around the question of corporate standardisation of approach across national boundaries taking into consideration differing national legislation and “norms”.
Performance and Reward
We can support you across a number of areas including: - Manage your annual pay review cycle; help you set up new benefit plans; help you introduce flexible working practices or flexible benefits; design bonus and incentive schemes.
Performance Management
Every employer aspires to have a workforce that performs well, turns up to work on time and puts in effort to go the extra mile and by managing an employee’s performance there is no reason this cannot be achieved. However this is often difficult when you are busy growing your business and therefore we can support you with policies, procedures and proven approaches to ensure that this key element isn’t missed.
Restructuring Exercises and Redundancy Selection/Processes
The most important part of any company restructuring redundancy programme is that you end up with the best staff to take your business forward and that any departing staff are treated fairly and leave the company with their dignity intact. Every business situation is different and you really need objective, business focused advice to help navigate the rules and redundancy process correctly, and that is where we can support you.
Trade Union/Employee Forum/Works Council Relationships
Employee relations' has replaced the term 'industrial relations' which referred to collective relationships between employers and their workforce. Today’s interpretation of employee relations is much wider and refers to individual as well as collective workplace relationships. It reflects the increasing individualisation of the employment relationship following the rise of individual workplace rights and the decline in trade union reach and influence.
TUPE Transfers
We have many years of experience of undertaking TUPE transfers, both outsourcing and in-sourcing, in both the public and private sectors, from groups of less than 10 to groups in excess of 200. Our support will cover Planning and Preparation, Communications, Information and Consultation, Transition, Review, and Integration (including culture, harmonising terms and conditions of employment, rationalising pay structures etc).
