My discussion replies
A full year without annual leave, that seems really unreasonable and unhealthy for employees - would that stand up now?
I heard of a horror story recently where a company offered bonuses to employees who didn't take any holiday or sick leave (!) - causes more problems than it solves, surely!
We had a similar question before, so I'm not sure if any of the responses are helpful to you: https://www.hrzone.com/community-voice/discuss/holiday-during-probation-...
I'm sure more of our members may be able to share their thoughts & experiences too!
I think our benefits package is always up for discussion, but in particular as expectations and available options shift over time, and we articulate our culture & values better, we've updated what is on offer - for example what food & drink is available to employees in the office (coffee & tea, free fruit etc), days off for birthdays etc.
I think a big priority within our company is defining roles & responsibilities (seems like such a basic admin task but it's amazing how quickly things change), reviewing employee benefits and making sure our culture & values remain strong - sure there's a lot of policy & wider strategy there too but these are just the elements that are being talked about business-wide :)
Hi anonymous - an employer is liable for an employee who wishes to return to work whilst signed off by their doctor and ultimately employers have a duty of care to our employees.
If anything should happen to the employee whilst at work, insurances are invalid as they are not seen to be fit to be there. It's great that an employee wishes to return to work sooner and feels well enough to do so, but they will need to either obtain a new fit note from their GP confirming they are fit to return, or if there is a company occupational health specialist, they can meet the employee, review and override fit notes as necessary. Hope that helps!
I'd agree with you about 'top down matters the most' - I've always found that feedback from colleagues and peers is very meaningful, especially when you are recognised for a specific success in a project, or helping someone out. Line manager recognition is still valuable, but the 360 approach is definitely better in my opinion.
Hello - what sort of deficiencies do you mean? As in communications, or not following procedures correctly?
Thanks Clive - the thread itself makes for interesting reading, both for the suggestions regarding the legal implications, and what actually happened in this instance (I want spoil it, but the plot thickens!)
Nice example - even seemingly small gestures can have such a big impact!
Good question Andrew - I'd like to think compassion is a gut instinct in us all, so that if we saw a colleague who was obviously distressed or in need of support we'd go to their aid. However, there's definitely that work/life barrier for most people, and I think many would be concerned about 'interfering' or crossing that line.
This ties in with a recent discussion on TrainingZone where we debated the need for 'Mental Health First Aiders' in companies - whilst they're no doubt a good idea, the counter argument is that we should all be responsible for helping our friends and colleagues when they're struggling: https://www.trainingzone.co.uk/community/discuss/mental-health-first-aid...