HUMAN RESOURCES LEGISLATION HEALTH CHECK

HUMAN RESOURCES LEGISLATION HEALTH CHECK

Do your practices comply with legislation and best practice? Your business could be liable to a fine, or face cost or an employment tribunal claim if you are unable to show compliance.

If you complete the questionnaire we will send you a free report on the responses. If you don't want to complete the questionnaire but want the answers just complete the information below.

YOUR DETAILS
Name:
Position:
Company Name:
Address
Post Code:
Number of employees:
Your E-mail address:
RECRUITMENT Yes No Not Sure
Prior to recruitment do you:
Draw up a job description and Identify the skills and experience required for the job?
Match candidates objectively against those requirements?
Record how candidates met or did not meet them?
As part of the recruitment process do you:
Confirm the employee is entitled to work in the U.K. by getting sight of a work permit, national insurance number or birth certificate?
Take a copy of all such relevant documentation for your records?
Ensure that offers are subject to satisfactory references?
CONTRACTUAL DOCUMENTATION
Does the contract of employment include all of the following details and clauses: Start date, name of parties, job title, place of work, pay rates, deductions from Wages Act, overtime arrangements, pay period, hours of work, holiday entitlement, sick pay entitlement, pension provision, notice arrangements, collective agreements, data protection clauses, property, confidentiality; conflict of interest (moonlighting), restrictive covenants (non-competition); intellectual property; non-solicitation; pay in lieu of notice; garden leave, Email and Internet use, health and safety, harassment and bullying?
Do you provide a statement of employment within 2 months of the commencement of Employment?
Do you inform newly appointed employees of what information will be kept about them, where it was obtained, how it is to be used, and to whom, if anyone, it may be disclosed?
Do you have a documented disciplinary and grievance procedure ?
If an employee wishes to appeal against a disciplinary or grievance decision is your appeals procedure in writing stating clearly by job title or name to whom the employee must make the appeal?
MANAGING THE RELATIONSHIP
Do you apply the same benefits pro-rata to your part-time employees?
Do you have a written procedure that will stand up for dealing with poor performance?
Prior to a disciplinary hearing do you always provide the employee with adequate time to prepare for it?
TERMINATION AND POST TERMINATION
If you have recruited an employee to cover for another employee's maternity leave, then, before deciding to dismiss the replacement, do you consult with the employee about the situation; and consider whether you have any other suitable work that you can offer?
Have you or any of your managers 'invited' an employee to resign, or given the employee the option of resigning as an alternative to being dismissed? Do you know what the pitfalls could be?
Is it clear in your business who is authorised to give a reference and does that person know what their obligations and potential liabilities are?

Mike Barnett Human Resources,    Telephone & Fax: 01430 425931    Mobile: 07863325805    Email: infohrweb.co.uk
Mike Barnett Human Resources is a trading arm of Human Resources Interim and Consultancy Services Ltd.