BravoZulu HR

Lorraine Smith launched HR consultancy Bravo Zulu in 2010 and now works with a range of businesses – from one employee up to 500. As an HR professional, Lorraine has made the most of the Chamber’s legal and HR helplines and documentation to offer peace of mind to her clients. On top of that, she was given sound advice by the Chamber’s sector executive Emma Rynberk when she first set up the company.

“I was in the Royal Navy before I moved into the world of HR and I have been in this sector for 18 years now,” said Lorraine.

“I have worked for other companies and organisations previously but decided to set up on my own in 2010.

“The skills and knowledge you need for HR are transferable across many sectors and that means I can work with any business, from schools to engineering companies.

“I have found the Chamber to be an outstanding resource. Even though I am an HR consultant with an employment law qualification, being able to tap into the Chamber’s own HR service has been a big help.

“In industry, you have your own legal department to call upon for advice and reassurance. So when you work on your own to have the Chamber there has been invaluable to me.

“Very often, my clients who are Chamber members use it as well. They have me to advise and ask the right questions but the Chamber is there to offer extra reassurance.

“They always respond and the advice is always sound.”

She added: “The business is going brilliantly and I had great support from Emma Rynberk at the outset, which was a big help.

“I have also attended several networking events and it’s my resolution to go to more. I know they say you get out what you put in and that’s absolutely true when it comes to your Chamber membership. There is so much on offer and it is just a case of making the most of it.”

Reproduced from C&W in Business

There will be an additional bank holiday on Tuesday 5 June this year to celebrate the Queen’s Diamond Jubilee.  The spring bank holiday has been moved to Monday 4 June to accompany it.

That week, employees will only need to take three days of leave in order to gain a nine-day break from work and, with the summer half-term break also coinciding with the double bank holiday at many schools, employers may face an influx of holiday requests from staff.

Does an employer have to give the day off? – It will depend on the wording of the employment contract.  Employees do not have an automatic right to paid time off on a bank holiday.  If the employment contract states that the employee’s annual leave entitlement is a certain number of days plus bank holidays, he or she will be entitled to the additional day off.  However, if the contract states that the entitlement is to a certain number of days, and is silent on the issue of bank holidays, the employee will not be entitled to an additional day’s leave.  Neither will the employee be entitled to an extra day if entitlement is expressed as a certain number of days “plus eight bank holidays”, or if the contract specifies which bank holidays are included.

However, even where employees do not have a contractual entitlement to paid time off on the additional bank holiday, employers should consider providing this as a gesture of goodwill, where possible, or providing time off in lieu if employees are required to work on that day.  Employers that ignore the additional bank holiday should be prepared for a negative reaction from their employees.

Need further advice then give Lorraine Smith, Bravo Zulu HR Solutions a call on 07834 986875.

A recent Employment Tribunal case has delivered a warning to employers who dismiss employees at a disciplinary hearing when the employee is unable to attend. In Bridgeman v. Family Mosaic Housing Association, the Claimant was disciplined following an act of misconduct. She claimed she was too unwell to attend the disciplinary hearing, and her employers twice re-arranged the hearing at her request. Finally, the employers made a decision in her absence and issued a final written warning.

Nine months later, the employee was the subject of a further investigation, and was invited to a disciplinary hearing. She again claimed that she was too unwell to attend. Her employers, suspecting that she was being uncooperative and was abusing the process, took the decision to dismiss in her absence.

The employee then raised a claim for unfair dismissal in the Employment Tribunal. While the Tribunal concluded that the dismissal would have been fair had the proper procedure been followed, it considered that the decision to proceed with the Hearing in the employee’s absence was taken too hastily. The Claimant’s award was limited to a basic award as a result. The Tribunal commented that the right to a fair Disciplinary Hearing is at the heart of a fair dismissal and should not be denied without due consideration.

The message for employers is that holding a Disciplinary Hearing in an employee’s absence should only be done as a last resort.  If you need some advice and support about the disciplinary process then contact Lorraine Smith at Bravo Zulu HR on 07834 986875 for an initial chat.

As of April 6th April 2012 there are some important changes in the rules governing unfair dismissal. Employees starting work before 6th April 2012 will continue to be able to claim unfair dismissal after one year’s service but the new two-year qualifying period will apply to employees who commence employment on or after 6th April 2012. Need some advice on how this might impact your business? Why not give me a call for more information? 07834 986875

I recently met up with colleagues for tea and cupcakes.

The picture shows Lorraine Smith (Bravo Zulu HR), Elaine Hedley (Hassle Free HR), Rachel Seymour (De Marco Solicitors), Matt Shakesheff (De Marco Solicitors), Sandra Garlick (De Marco Solicitors) and Denise Reece (St Klare Reece Associates).

Recently printed in the Chamber magazine.

The most radical reform to the employment law system for decades was outlined recently by the Business Secretary Vince Cable as part of the Government’s plan for growth, cutting unnecessary demands on business while safeguarding workers’ rights.

Dr Cable announced the results of a consultation on resolving workplace disputes and the Red Tape Challenge review of employment law.  In essence the changes seek to deliver a package of measures that will retain key protections for employees, but also fundamentally improve the way employers take people on, manage disputes and let people go.  The government is consulting on a process that will enable employers to have ‘protected conversations’ with their employees.

Lorraine Smith who runs a local HR Consultancy business called Bravo Zulu HR works with many small and medium sized businesses and like many business leaders welcomes any genuine proposals to simplify employment law and reform the Employment Tribunal system.

Lorraine says that even if such a process for ‘protected conversations’ does get introduced this will take time.  Do we really need them?  Might they just create another layer of process for employers to juggle?

Lorraine who has 18 years’ experience of working with many sectors of business describes and  herself as a HR professional who encourages a clear firm but fair approach in dealing with employees. “I work with SME businesses and find that when difficulties occur it is often a lack of suitable communication that may have contributed to the employment issue.  You don’t need to rely on protected conversations if employers adopt the approach of setting out their expectations of their employees from the start.  Employers should not assume employees know you expect or which direction you are taking the business in.  If they don’t know this they are going to disappoint when it comes to performing in their role and helping  the business grow.

“I often get called to advise and give hands on support to businesses when they are faced with a grievance or disciplinary situation.  Often this is at the appeal stage where they have exhausted people who can hear such cases from with the business.  Many of the business owners I meet have a genuine desire to see a fair process through to its conclusion without putting their business at risk of ET claim.  I see many employers who tend to rely on verbal instructions to employees and do not always take action with regards to conduct or poor performance earlier enough.  This lack of any written down evidence can seriously hinder an employer’s choices in dealing with their HR issues.

I can understand this – few of us like conflict but sometimes being clear with an employee will bring the issue to a head and both parties can then move forward in a more positive manner.  The employers I work with have knowledge of employment law that allows them to get to a certain point in proceedings but they can lack the experience in being firm but fair when it comes to talking to their employees.

HR issues such as grievances or disciplinaries or poor performance can suck time and money for business who are trying their best to operate in challenging times.  Being distracted from the day to day operations of the business by HR issues does not help.

Lorraine helps by providing a fresh pair of eyes and can give independent advice that can move the issue on and minimise the risk of an ET claim.  As a Chartered Fellow of the Chartered Institute of Personnel and Development (FCIPD) Lorraine has significant experience in helping business with their HR issues.  Why not make contact at www.bravozuluhr.co.uk or ring 07834 986875 to see if you she can help you.

Over the next few months we will be adding all sorts of news and articles that might help you with your HR requirements. Happy reading!