I do tribunal audits on employment contracts and handbooks so that the company knows what needs to be updated, how much risk they are at, and whether the documents are really “fit for purpose”. Once they have that information, they can make an informed decision about whether they will be updating their paperwork themselves or outsourcing it (to me hopefully!).
Tales of a Golf HR Consultant – Day 10: Keeping you out of the rough!
Every golf club has them – the high-maintenance employees who take up 95% of your time to deal with, whilst all the other staff, who are doing their jobs, have to make do with the last 5%. It is possible to fire the b*ggers and this book will take you through the steps that you need to consider, to avoid a tribunal when dismissing.
5.0 out of 5 stars Essential reading for any golf club secretary
Tales of a Golf HR Consultant – Day 8: Sickness absence – too much?!
In the past few months we have been asked by 6 separate clients (different industries and locations) to help them deal with sickness absence.
Before that, we hadn’t had to do any GP reports for almost a year. What is going on out there??!!
The situation could be long-term sickness absences (are they ever coming back?), newly-diagnosed illnesses (what reasonable adjustments do we need to make), or many intermittent days off (are they just taking the mickey?).
Sickness and phased return to work – how does that work?
One of my clients has a long serving employee who has had an operation, in fact two operations on the same leg. He rushed back to work after the first operation, which meant he had to have another operation. After the second operation we were very careful about making sure he did not come back until he was fully recovered. We didn’t want him to have yet another operation. What we hadn’t reckoned with was his boredom at home. He then came to us and said that he would come in for the first two hours of the day. He didn’t want to be paid, and he would only do some work if he “felt like it” – he just wanted to get out of his house and get used again to work. And he would increase his hours “when he felt he could”.
Case Study – Chesham and Ley Hill Golf Club
Not unlike a beginner’s first hole in one, it was chance that led Chesham and Ley Hill Golf Club to retain Golf HR and after only a few months they are convinced at the value Carolyne Wahlen and her team offer.
“It was pure luck,” explained the club’s General Manager, James Short. “Someone from Carolyne’s team call to offer help with HR exactly when we were looking at new providers; they said we would be able to decide in a 10 minute meeting and to discuss everything we would need more than that!
“We already appreciated the need for professional HR and had been using someone on an ad hoc basis for contracts or employment letters – nothing like the support we now get from Golf HR, but it meant we appreciated the necessity of access to professional HR advice.
Case study – Temple Golf Club
Time and again you will hear how helpful Carolyne Wahlen and the team at Golf HR truly are, striving to provide excellent professional advice – and this was how she came to represent Temple Golf Club.
“There was an email debate going back and forth between golf club secretaries on some HR issue,” explained Temple Golf Club Secretary Keith Adderley, “And Carolyne joined the conversation with some excellent advice and I asked to meet her.
“I’ve been at this Berkshire course near Maidenhead for 18 years and I have seen a lot of changes in HR. When I began I was 80% Club Secretary and 20% Company Secretary; today that has been completely reversed and while members still want you to be 80% there is an enormous burden of time consuming legislation and compliance issues that have to be dealt with. That was until Carolyne came to see me!