Staff now don’t have to provide a sick note to their employer after a change to rules because of Covid.

Currently, anyone who’s unwell and needs a sick note to get pay or benefits will not have to show one until 28 days after they fall ill.

Usually, you don’t need to show a sick note for the first seven calendar days, staff self-certify this absence, and then after that you need proof of your illness to get sick pay.

But there was a shake-up in the rules as Omicron cases spiked.

Since December 10, anyone in work who goes off sick won’t be asked for one until after 28 days of sickness, which includes non-working days.

This ruling remains in place until 26 January 2022. But it might be extended…

So just be aware that staff may genuinely not be able to get you a sick note, they are not making it up!

Read More…

We went through a redundancy process at a golf club back in July 2020.

And it was all very calm.  Too calm.

There were several staff members at risk, including the club manager, and when that happens, it can be quite challenging – managers are much less inclined to play ball.

Not this time though – the manager quietly went through the process, didn’t apply for any of the new roles created, and was made redundant.

Last month we found out why the manager had gone so quietly: they’d been defrauding the club.

When members die or leave the area, they often leave money in their account at the club.

Read More…

We are back in the delightful place of doing regular updates to Coronavirus guidance for employers. These rules are correct as of today, but please be aware that things may change. If they do, we will update the guidance.

Remember – we do a weekly Zoom call where we keep you up to date on the latest developments and answer your questions about any and all staff issues.

Working from home

From Monday 13 December everyone who can work from home should work from home.

If the chairman of the board does not want to allow this because he does not “believe in homeworking”, despite the events of the past two years, then ask him to take it up directly with the government and send staff home who can work from home.

If staff can’t work from home, we are back to strict enforcing of the wearing of masks, hand washing and other social distancing guidelines.

Read More…

I like to think I’ve got pretty good geographical awareness.

Turns out I really don’t.

I was down at Chislehurst Golf Club the other day, giving a talk for the GCMA South East.

I finished at 5:30pm, popped my home address into the satnav, selected “fastest” and set off, joking that it was going to take me at least two-and-a-half hours thanks to the M25.

But as time ticked by, there was no indication of me reaching the M25.

Which seemed odd.

It transpired that the sat nav, in its infinite wisdom, had decided going through the middle of London was the quickest route.

Now it may well have been.

I will never know how long it would have taken via the M25, but I didn’t get home until 9pm.

It was lovely to see the Oval Cricket Ground, Battersea power station and the London Eye and the Christmas lights were very pretty.

But in truth, I wanted to be at home, and the advice the tech gave me was not aligned with that desire in any meaningful way.

There’s a parallel there with the clubs who tell us they don’t need human resources support, because – I quote – “we can get everything we need on the internet”.

But here’s the thing: without actually understanding HR, how do you know the document you’re using, or the process you’re following is the right one?

And not just “the right one”, the right one for YOU, your needs and your aims?

You don’t – a Google search might be quicker, but it could result on a seriously damaging detour, potentially to tribunal.

We recently had a situation at a client who had been “too nice” to a new employee.

You might think it’s impossible to be “too nice”, but hear me out:

The client had employed his first female in his fairly new business.

In her first week of work, she was off one day sick and went home early another day.

In the first week!

He rang us and we discussed parting company with her, but at that stage we thought she had haemophilia, which would have been protected under disability discrimination.

He did a return to work interview with her where she said it was actually anaemia that was causing the problems (not a disability) but was then back at work for the rest of the month.

However…

Read More…

I used to be Brown Owl. Not a surprise to most of you, I would imagine! And before that a Rainbow leader and a Guide leader.

I did enjoy every aspect of Guiding, but my favourite bit by miles has always been the campfire. And it turns out that I have managed to get myself a bit of a reputation in that area!

I am the Campfire Lady!

Read More…