Member Since: 2nd Dec 2002
Personnel Consultant Hillcrest HR
23rd Sep 2013
This is our comment (polite version) at the end ofa short article:
We are in favour of being innovative and trying to make the recruitment process fun as well as being challenging but it needs to be done properly rather than taking an approach that bears more similarity to the BBC's Apprentice show. Apart from the potential for discrimination claims, specifically from disabled people, the employer put themselves at two further risks:
They may have been trying to evaluate teamwork and creative problem solving but creative dancing and lack of inhibition were probably not part of the person specification. The recruiters may have enjoyed themselves but did they really apply objective criteria to their recruitment decisions? It is unlikely that dance style is a useful measure of customer service skills.They look like a bunch of daft clowns and are less likely to have people applying for work or wishing to spend their money in their stores.
1st Aug 2013
An employment tribunal has decided that an 18 year-old was harassed on grounds of her age when her employer made various comments about her during performance meetings.
Cash Zone described her as a 'kid', a 'stroppy kid' and a 'stroppy little teenager'. While the tribunal concluded that 'teenager' was an accurate description, it was held to have been used in a pejorative, rather than factual, sense.
Ms Roberts was awarded £2,000 in compensation. The amount can be put down to there having been a series of intentionally critical comments, as opposed to a one-off remark.
The reality of this case is that 'teenager' can conjure up plenty of stereotypical connotations. Could it have been found to have been an innocent and non-discriminatory reference to a person's age? A mere description? When prefixed with 'stroppy' and 'little' then probably not
1st Aug 2013
Good article and whilst I am sure that there is substantial merit in seeing different generations as being somewhat different to others we must be cautious lest it leads to stereotyping and discrimination. I am probably on slightly safer ground saying that old people are less good at new technology than young people than if I were to say that women are better (than men)at muti-tasking but only just and what matters is what i do with that view. if I were to make genralised comments about gender or race etc. i would be rightly castigated Both may be probably true but it does not mean I think older people are technologically challenged or that we should not employ men.
28th Mar 2013
Ok but what does it mean for HR professionals who do not double up as payroll?
16th Jul 2012
It may not be a great deal but employers would be able to withold the amount over and above the WTR if they have contractual authority to do so,
26th Oct 2011
Good article but it misses the most important things which tend to be related
Do not react emotionally. It is ok to be emotional when you get it but the response produced when the emotion has subsided has to be professional as one of its major hidden functionsof an ET1 is to show their represntatives that you have a good case and know what you are doing.
The ET1 should not be a response but a description of what you did ie tell your story. You can add a couple of rebuttals at the end if necessary.
11th Oct 2011
Nice article Simon but the statistics do not bear out your claims that Tribunals are employee friendly. Of the claims that actually go to tribunal slightly less than half are won by employees
What you failed to address is that most claims are lost due to a failure to follow procedures properly
The recent upsurge in cases are maintly down to the recession. Either employers have panicked and made mistakes or agrrieved employees cannot get a job so have a punt
21st Sep 2011
Both good legal answers but missing the point which other contributors have made. Such a restrictions sounds wrong but is usually easily justifiable in most circumstances except purely private one to one conversations
22nd Aug 2011
The lesson to be learned is not to allow the situation to drag on. Rarely will it be necessary to delay return/dismissal beyond 12 months.
8th Jul 2011
The law of Frustration is limited but in this case is highly apprpriate hence my preference for Martin's advice on this occasion.
We really did/do get in a tangle about procedures sometimes
Just because something is not often used does not reduce its appropriateness