07939 132 480 [email protected]

HR Support & Advice

With a choice of on-site or remote HR Support & Advice we can provide an unbiased approach to your employee relations issues. We can work in partnership with your leaders, developing them along the way. Alternatively, we can manage the process from start to finish without your direct involvement. Prices start from £67 hour.

Grievance Hearing Advice & Support

We can help you by:

  • Providing general advice throughout the whole process
  • Leading the grievance investigation, providing an unbiased approach or supporting your leader
  • Advising how to support the ‘perpetrator’
  • Preparing a script, including questions, for the manager to use at the hearing and each meeting.
  • Conducting a hearing with the team member to discuss their grievance.
  • Creating a comprehensive management report detailing evidence, findings, conclusion & recommendations, which can be extremely helpful when negotiating an exit strategy

Appeal Hearing Advice & Support

We can help you by:

  • Providing general advice throughout the whole process
  • We can lead the hearing, providing an unbiased approach or support your leader
  • Creating the invite letter – informing the team member of the powers of the person hearing their appeal
  • Preparing a script, including questions, for the leader hearing the appeal
  • Holding the meeting with the team member to discuss their appeal.
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  • Continuing with this process if improvement has been made and objectives have been achieved
  • Starting formal performance management if improvement has not been made and objectives have not been achieved
  • Creating the invite letter for a formal performance management meeting and preparing a pack of evidence
  • Preparing a script, including questions, that can be used at the meeting
  • Holding the meeting with the employee to discuss your concerns
  • Taking notes throughout the meeting, ensuring key points are recorded so they can be referred to afterwards
  • Advising on an appropriate sanction (when appropriate) ensuring the decision is fair and legal
  • Creating an outcome letter which gives the employee the sanction and/or further training and support and the right to appeal (if warning issued)

Recruitment & Selection Support & Advice

We can help you by:

  • Developing interview questions with your leader
  • Conducting your telephone interviews and providing candidate reports
  • Conducting your face to face interviews and providing candidate reports
  • Organising and running your recruitment/assessment days
  • Managing the administration of unsuccessful applicant
  • Training your leaders:    https://www.practicalpeople.co.uk/recruitment-selection/

For fixed fee recruitment on the UK’s top job boards please contact Equals One, our trusted job advertisement partner, click below.

Redundancy Advice & Support

We can help you by:

  • Looking at alternatives to redundancy first
  • Agreeing which roles should be in the ‘pool’
  • Calculating redundancy pay costs
  • Developing ‘selection criteria’ forms
  • Notifying and consulting with affected staff
  • Consulting elected representatives
  • Notifying staff of the outcome
  • Providing all templates and letters
  • Co-ordinating appeals
  • Helping staff find another job

 

    Disciplinary Hearing Advice & Support

    We can help you by:

    • Providing general advice throughout the whole process
    • Leading the hearing, providing an unbiased approach or support your leader
    • Investigating the issue(s) and establishing the key facts of the case
    • Gathering the evidence and preparing a bundle of evidence for the hearing
    • Preparing the invite letter – informing the employee of the issue and ensuring it complies with the ACAS code of practice and Employment Law
    • Training your leaders: https://www.practicalpeople.co.uk/discipline-and-grievance/
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    • Preparing a script, including questions, for the Chairperson of the hearing to use
    • Holding the hearing with the team member to discuss the issue
    • Taking notes throughout, ensuring key points are recorded so they can be referred to after the hearing
    • Helping the Chairperson to arrive at a decision which is fair and legal
    • Creating an outcome letter which gives the team member the sanction (or other outcome) issued and their right of appeal.

    Sickness Absence Advice & Support

    We can help you by:

    • Conducting a return to work interview
    • Conducting a welfare meeting and creating a welfare plan
    • Requesting medical evidence from a GP or occupational health
    • Conducting an occupational health review meeting
    • Managing formal absence review meetings & taking notes
    • Issuing a formal warning
    • Creating a formal warning outcome letter stating attendance level required and consequences if not achieved and the right of appeal
    • Helping you to manage disabilities in the workplace in a constructive & supportive manner
    • Guiding your leaders to: https://www.acas.org.uk/absence-from-work
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    • Investigating the issue by interviewing the team member’s manager (where appropriate) and any witnesses. Reviewing Company policies and processes.
    • Taking notes throughout all meetings & the hearing, ensuring key points are recorded so they can be referred to later
    • Gathering and reviewing the evidence
    • Creating an outcome letter which provides the employee who raised the grievance with a detailed account of the investigation that has taken place and the outcome of each part of their grievance, and the right of appeal.
    • Where appropriate arrange mediation, training, counselling or disciplinary action.

    Performance Management Advice & Support

    We can help you by:

    • Providing general advice on both informal and formal performance management
    • Using informal performance management first, setting clear and fair objectives & offering practical support to your employee
    • Documenting what needs to be achieved
    • Holding effective review meetings and establishing what has and has not been achieved and why
    • Training your leaders: https://www.practicalpeople.co.uk/performance-management/
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    • Taking notes throughout the hearing, ensuring key points are recorded so they can be referred to later
    • Adjourning the meeting to explore further
    • Arriving at a decision as to the outcome of the appeal which is fair and legal
    • Creating an outcome letter which provides the team member with a detailed account of the investigation that has taken place and the outcome of their appeal.
    • Reviewing lessons learnt – training, education, process review etc.

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