During employment
Selextion Consultants works in partnership with clients to improve business performance through people. We provide advice and guidance you need to manage your employment obligations simply and effectively on specific HR issues, or on the implementation of HR processes designed to assist in the management and development of people in ways that contribute to the achievement of organisational effectiveness and for the opportunity to use their abilities and develop their experience and skills.
Our services are split into three areas, covering the lifecycle of your employees, but we also offer advice in such areas as employee development, employee reward, employee relations, performance management and organisational development.
Please contact us to discuss a topic relevant to you:-
Calculate your employees' holiday entitlement - a worker is entitled to holiday from their first day of employment. The minimum statutory entitlement is 5.6 weeks annually from 1 April 2009.
Working time and time off
Manage absence and sickness - information and guidance about managing sickness and absence in the workplace.
Allowing time off work - be aware of the statutory obligations and pay which apply to some requests for time off.
Hours, rest breaks and the working week - the rules about workers' working hours and how best to manage them.
Know how much holiday to give your staff - calculating statutory annual leave entitlement for staff, and how to treat public holidays and manage leave requests.
Manage overtime - legal and management issues involved in overtime.
Sunday working and night working - Sunday and night-working laws and advice on how best to look after Sunday and night staff.
Employees working from home - the key issues to consider if you decide that working from home is a possibility for your business.
Choose the right type of flexible working - understand the flexible working schemes that would best fit your business.
Work and families
Pregnancy at work - pregnant employees' rights in relation to health and safety, antenatal care and dismissal/discrimination.
Maternity leave and pay - be aware of the statutory right to leave and pay when your employee has a baby.
Paternity leave and pay - employees' rights in relation to paternity leave and pay for births, and both UK and overseas adoptions.
Adoption leave and pay - employees' rights to leave and pay for UK and overseas adoptions.
Parental leave and time off for dependants - be aware of the statutory right to unpaid leave for employees with children and your obligations when employees need time off to care for dependants.
Managing expectant and new mothers at work - the rights of expectant and new mothers in the workplace and your responsibilities as an employer
Managing paternity and adoption leave and pay - the rights of adopters and new fathers in the workplace and your responsibilities as an employer.
Flexible working - the law and best practice - information about flexible working, how to implement it and the benefits it can bring to your business.
Flexible working - the law and best practice - certain employees have the right to request flexible working. If you receive such a request, you have a legal duty to give it serious consideration.
The employment contract - if you want to change an employee's terms and conditions of employment, you will need to get their agreement first.
Equal opportunities and diversity - prevent discrimination and value diversity. Understand and keep on the right side of the laws that ban unfair treatment of staff
Health, safety and working environment
Your responsibilities for health and safety - overview of a business' legal duties to protect the welfare of employees and others.
Importance of health and safety to your business - how protecting the welfare of employees and others benefits for your business.
How to deal with stress - putting the systems and policies in place to deal with the growing problem of stress in the workplace.
Liability insurance - your legal liabilities, which types of insurance are required by law and which are optional.
Follow the correct disciplinary procedure - a disciplinary issue usually arises when an employee's actions have had a negative impact on your business, for example in a case of misconduct or poor performance.
