BUSINESS


TIPS AN HELPDESK


HELP DESK


Employment here the BM Dealing with


p y


t Plus service... MF shares some of t h poeple in a busin


and keeping out of lega top tips for protecting y relationships at work. H to suspend, and manag apprenticeship agreeme on a number of hot top has been advising BMF Intelligent Employment Halborns, which provid Over the past few mon Working relatio relationships


Apprenticeship reements


govern how apprentices are treated. for years - along with laws that apprenticeships have been around levy is relatively recent concept, Although the apprenticeship agreements


up in old, inflexible, costly laws place, you could find yourself tied Without the right agreement in


and stuck with a poor performing apprentice until they qualify. To create an apprenticeship


d k i h f i


agreement which is subject to the employment laws you’re used to: • Ensure your agreement contains all of the usual legally required employment information. Including a statement of the skill or job they’re being training to do, that the relationship is governed by English and Welsh laws and has been entered in connection with a qualifying apprenticeship


shorter notice period if things don’t employment will be subject to a clear that termination of early probationary period to make • It’s always worth including a framework.


hours so it’s clear what time can be • If you’re able, set out college work out.


expectations aren’t met. Explain the consequences if qualifications should be achieved. of exam passes and how quickly • Set out expectations in respect spent away from work. hours so it s clear what time can be


12


they leave - it’s u or a repayment o training costs fro don’t ask for a co • If you’re a levy


f ’ l


needs careful tho and proactive ma


unlawful to do so. of training costs if om the apprentice ontribution towards paying employer,


i l


Suspension is a serious step – it When to su


uspend serious step – it


ought, legal advice anagement. Make


the wrong decisi on and you could face a claim of constructive unfair dismissal. Before every suspension remember:


onstructive unfair


• It shouldn’t be reaction. Only su there’s a risk the destroy or falsify witnesses or thre • Try and find wo such as homewo or transfers to a d site or role (of sim If temporary twe suspension you’r


colleagues, client communicated to • Agree what sho them.


milar status) different area/ orking, supervision orkable alternatives eaten your business. evidence, influence employee could uspend where a knee-jerk


re expected to take eaks can avoid milar status).


ts and customers. o the employee’s ould be


K h l


conversatio • Keep acc and benef • Continue provide a k progress o Keep the e


file.


work the 20% of us Relatio


relationshi of those in • Write do undesirabl suggestion managers personal re • Take a re are aplenty Employme challenges work – the


onships at work s meet our partner at ere can be commercial s when cupid strikes. ent laws also mean risks


n of favouritism is just one and direct reports (the elationships between esponsible approach to y!


total transparency and the need to relationships (early communication,


ps (early communication ndividuals who forge own what’s expected e possibility).


person’s flirting is another person’s set out appropriate boundaries. One harassment to show you’ve clearly • Train on what amounts to sexual be flexible).


of the investigation and employee updated on the


ons (verbal or written) on curate notes of all


d d on the


its during the suspension. e with usual payments key contact.


both individuals can no longer do relationship means that one or rest • Be sexu


ual harassment. l h


e clear that you may have to ructure teams or roles if the tionship means that one or h individuals can no longer do their job (be careful that you don’t auto


omatically focus on the female and moving her role which could amo • Of thro


your People Team, managers and poss


eagues may require your


here busi chal If


As the exclusive employment law and HR partner to the BMF and experts in your sector, our Intelligent Employment Plus service support you with straight-


A


elligent Employment Plus service will support you with straight- ing, commercially-focussed ice delivered to help you ieve the outcome that you


wan ach adv talk


www.buildersmerchan


ntsjournal.net June 2019 nt.


BMJ


ount to sex discrimination). ffer support where it’s needed ough appropriate access to


sibly a helpline. The breakdown of a personal relationship between colle inte


e to support you. renticeship onships


al hot water. your business Here are their ging personal ents, when pics including members t Plus service, es the BMF ths,


...IN HUM


ND TRICKS ness environment t hese days can be a


MAN RES the top tips from t


SOURCES the provider of the


S


eir Intelligent a minefield,


iness or your teams, Halborns llenge or concern for you, your anything discussed has been a rvention.


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