Key Areas to Address:

• Contracts of Employment

• Staff Handbook Policies

• Job Descriptions

• Work Processes

• Record Keeping Requirements

This provides the essential platform you you to manage your workers effectively. 

There is a confidence and reassurance that comes from knowing that you are ‘Employment Law Compliant’ and that you are prepared for legal challenges or inspections from the WRC.

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The person-specific Contracts of Employment and the policies & procedures detailed in the Staff Handbook ensure that there is clear communication with staff and will serve to prevent many issues arising. Where an issue does develop, then you have a clear pathway to resolving the matter quickly and effectively.

Key Areas to Address:

• Recruitment Process

• Employment Contract Options

• Changes to Employee Roles

• Absences from Work

• Terminating Employment

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With regard to Contracts of Employment, you have the right to use ‘Temporary’ contracts (rather than Permanent) to suit the specific needs of your business. You may also need to make changes to someone’s ‘Job Description’, to reflect the changing needs of the business.

Sometimes,

• due to a downturn in business

• an employee is not performing effectively

• you may have to terminate employment

All these things and more can be done. They just need to be handled in the correct way. When an employee comes to you claiming some ‘entitlement’ that they have not received, you need to be able to respond to that with confidence, and rebut the claim if it has no legitimacy.

Key Areas to Address:

• Absenteeism

• Poor Performance

• Bullying

• Data Protection (GDPR)

• Disciplinary Process

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It is critical that we prevent issues arising as much as possible, and also that when they do, we deal with them quickly, effectively and within the law.

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That is the benefit of having comprehensive personnel Contracts and Policies in place. 

You largely avoid disputes and when they do arise, you can resolve them quickly. This allows you to focus on the future of the business.

Key Areas to Address:

• Role Clarity

• Induction & Training

• Probation

• Performance Reviews

• Employee Learning & Development

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The performance of the business is linked closely to the performance of the people who work in it. We need to get the right people in place and provide them with clear direction and the tools to do the job effectively. That is clear ‘work processes’ and the means and authority to do the job. 

We train people, we give them responsibility and we support them. We create a business that they can manage (largely!) without you, on a day to day basis. This leaves you time to focus on the future of the business.

Key Areas to Address:

• Workplace Relations Comm Cases

• Workplace Inspections (WRC)

• Trade Union Negotiations

• Employee Representatives

This can arise where cases are taken against the business, to the Workplace Relations Commission (WRC). 

It can also arise where we are dealing with Trade Unions representing members of the workforce. 

It can also apply where, as your HR advisor we deal with collective and individual issues in the workplace.