AFH Payroll Proudly supports the Chalvington Group’s Fourth Annual Grand Charity Dinner

We are pleased to be involved with the Chalvington Group’s fundraising efforts which this year go to local charity Furniture Now!

AFH Payroll is a sponsor of the event which has sold out for this year, and takes place on 28th November at the Grand Hotel in Eastbourne.

To find out more about the Chalvington Groups charitable fundraising this year see: http://www.chalvingtongroup.com/charity/

To find out more about Furniture Now! see: furniturenow.org.uk

Spotlight on WPA Healthcare

Most employers know that they have a duty of care to their staff and are aware that if employees are using computers then they need to pay for eye tests.

We are always looking for ways to make sure that everyone who works at AFH are healthy, motivated and engaged.  When we discovered WPA Healthcare a few years ago, we were really pleased by the benefits that they offered to our team at a lower cost than we expected.

In addition to optical and dental cover, all of our employees have access to a confidential 24 hour line that can offers help with matters such as stress, legal, bereavement and medical issues.

In the last year one of the AFH team has received a payment for overnight stays in hospital, hospital car parking, eye tests and dental check ups. In addition, the cover provided by the WPA NHS top up policy automatically gives cover to members children under the age of 18 for no additional cost.

Importantly, it is very straightforward to make a claim and everyone at AFH has been impressed at the speed that the claim is settled usually in about a week.

If you haven’t thought about providing a small healthcare scheme to employees, we recommend that you have a chat with John Strudwick who is a WPA Healthcare Partner

Website: www.wpa.org.uk/johnstrudwick

Telephone: 07971 864 089

Guest Blog: Children’s Respite Trust

The Children’s Respite Trust provides respite for disabled children and support for their families throughout East Sussex and beyond. Its team of volunteer caseworkers work with the families to fight their cases and make sure that they are getting all of the statutory support that they are entitled to before then fundraising to provide a break privately.

Throughout 2015 the Trust is fundraising to recruit a team of community carers who can provide respite for families at home while making sure that the children have a fantastic time in the process.

None of this work would be possible without the support of the local community and the numerous fundraising events that are organised throughout the year by the local community and the trust itself.

Coming up is the Charity Family Fun day on 27 June – Tennis in the Park at Gildredge Park – a popular event which last year attracted over 1,000 visitors and provides local businesses with sponsorship & brand awareness opportunities.

There is also a unique opportunity for the brave to take part in a sponsored skydive for our charity.  The scheduled date for this is 30 August.

To find out about sponsoring the Charity Family Fun day Click here

To find out about getting involved in the skydive Click here

For general information about the work of the Childrens’ Respite Trust & to find out about volunteering see the Children’s Respite Trust website

Considering making a member of staff redundant?

Some advice for employers

Employers, particularly SMEs can be prone to making costly mistakes when it comes to making staff redundant.  This is largely due to a lack of awareness of the legal implications that govern redundancy.

This blogpost will hopefully provide employers with some key information to help their decision making process.

Redundancy is a process

There are many reasons why an employer may consider redundancy.  This may be due to financial reasons, a reduction in work, the need to change structure.  It is good practice for a business to consider their options prior to making a decision to make staff redundant.

Your next step is then to consider making a plan.  The following steps ideally need to be in place:

  • Brief your managers and outline any training or support needs that may be required
  • Consult your staff.  This is a legal requirement.
  • Choose the posts that need to be made redundant.  The key word is posts, not individual people.  Your approach needs to be fair and consistent with a clear decision making process.
  • A clear selection criteria for selecting the individuals that will be made redundant.
  • Giving notice of redundancy and pay.
  • Be mindful of rights during the notice period.  This is enable staff to look for alternative work.  If other vacancies come up within your organisation you may save on costs if there is an option for a member of staff facing redundancy to take up a new opportunity.
  • Allowing staff to appeal against the decision of redundancy.
  • Communicating the future business model to your staff.  If you have had to make people redundant, a plan to share with staff about the future of the business should help underline the rationale behind the redundancies and help show the future of the business in a positive light.

It is very important for employers to remember when they are considering redundancies that it is the actual position and not the person that is being made redundant.  Failing to get this principle right could lead to employment tribunal claims.

It is often a good idea to seek professional help from an Employment lawyer or HR consultant to ensure that the correct process is followed when considering redundancy within an organisation.

Useful information on the redundancy process can be found on the ACAS website.

 

 

 

Guest Blog by Mandy Brook of Recruitment South East

 

 

74% of employees are searching for their next role at any one time! FACT

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We are a specialist recruiter based in East Sussex but covering the world through our group titles and delivering recruitment excellence across the South East & beyond. Our niche markets are engineering, manufacturing, construction, Leisure & tourism, security & insurance markets.

Our consultants are REC (Recruitment Employment Confederation trained), we understand the market from every angle having been employer, job hunter and recruiter. Looking for a job is an emotive process for the candidate and can be a frustrating, time consuming and costly process for the employer.

Talk to us – we have a solution whatever the need. You’d be surprised just how normal we are; you’ll get no hard sales here – just honesty, flexibility , someone that is proactive on your behalf and works hard to achieve the results you want, in the timescales you give us. Tel 01424 830000 email mandy@recruitmentsoutheast.co.uk