July 2018

Welcome

Image credit: Sunshine Cat Outdoors;Eric Sonstroem

Hello, wow what a summer we are having! The combines and tractors have been working overtime here in Overbury.

This month we would like to share with you the latest news within Cluer HR, as well as keeping you up to date with developments in the world of HR and employment law as they occur.

It’s all part of the service. We hope you find it useful. Your comments and suggestions are always welcome.

What Employees’ Rights are When a Business Decides to Restructure

With the announcement that many high street retailers, such as House of Fraser, have had to cut costs by closing a number of stores due to a fall in profits, thousands of jobs are being put at risk.

As an employer, it’s important to know what rights employees are entitled to when a restructuring process begins.

In the unfortunate event that a company has no choice but to resort to redundancies, employees must be consulted at least 30 days before the first dismissal. This way, the employees will have a window in which they can search for other jobs.

But if the company has more than 100 employees, like House of Fraser, they must begin consultation at least 45 days before the first dismissal.

There may be opportunities for employees at risk of redundancy to be selected for alternative roles within the company, which includes being outsourced to other sites.

If, however, a redundancy is made, companies can offer outplacement support to those who have left employment. This can include help with writing CV’s, applying for jobs and preparing for interviews.

Our owner, Kirsten, recently contributed a feature on the topic to HR News, which you can read in full here.

How Brexit Will Affect Businesses

Despite the worrying impact that Brexit may potentially have on the UK, it’s believed that employment laws will remain intact.

According to the White Paper, no EU based laws are expected to withdraw, which means that employees will still be allowed the same collective consultation entitlements and much of the discrimination legislations will not change upon leaving.

For more details, click here.

Could a BYOD Policy Help With Data Protection?

Kirsten recently contributed to HR News on the Bring Your Own Device (BYOD) policy. She discussed how breaches of data protection have left organisations, and the general public, worried about who is looking at and gaining access to their private information.

But what if there was a solution for businesses dealing with confidential client information?

It seems that logging onto private information on a personal smartphone may be posing a risk to the company, and despite the recent GDPR legislations, may still lead to private data being leaked.

The BYOD policy may be the answer to this problem. This would involve the employer of an organisation having the ability to authorise every personal device that’s brought into work, whilst keeping a record of who is using their device for work purposes.

Employees who are using their devices to access customer data should consider using a strong password lock and make sure that any data is automatically deleted if an incorrect password is entered after multiple attempts.

A policy involving the retention and deletion of data would also help to prevent the leaking of data. By ensuring that employees do not retain personal data for longer than necessary or legally required, the risk will be greatly reduced.

To read the full article, click here.

Cluer HR – Blog

Image credit: New York, New York. Associated Transport Company Trucking Terminal on Twenty-third Street. Dispatcher’s office. Vachon, John, 1914-1975, Created/Published 1943.

In one of our blogs this month, we looked at how employers and employees can reduce stress and boost their mental wellbeing.

Mental wellbeing is something that’s much more openly spoken about these days. Taking care of our mental health is not only something that should be done in our spare time, but also something that should be considered in a working environment.

Stress reduces productivity in the workplace, whilst having a negative impact on the worker’s self-esteem and general mood. Workplace stress doesn’t just stay at work either – it’s taken home with the employee and can negatively affect home life and relationships. One of the best ways to tackle workplace stress is to identify triggers and find ways to combat them.

You can read the full blog here.

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