Just to say that you have to offer the appropriate statutory rights (which you need to check)to that person who is covering. sorry but you have not got much alternative!
I agree that it be preferable not to incorporate the payment into the contract unless their is a clause that the employee signs stating that the additional amount is in recognition of their qualification and that they agree to the payment being withdrawn if they cease to be a first aider, or the company no longer requires them to be a first aider.
Alternatively you could perhaps pay a one off payment to them but you would need to check the tax rules as I suspect this would be taxable. Hope this helps!
Can't quite see how you could exclude reception staff then give them a couple of days holiday as a gesture! To me that simply creates further inequality. If you hold the view that you will exclude recepetion staff there are bound to be other staff that are also excluded. What about customer service staff - or other frontline staff? Your policy should be consistent but provide for flexible working according to business requirements. In that way individual managers can implement the scheme according to those requirements and staff then understand that there is a policy that sets out the rules.
I think that it will be a bad move if you exclude certain categories of staff. Why should you be any less flexible for those staff. I think that if you are serious about bringing in flexible working then you must ensure that it is not a token gesture. We use annual hours and find the system works well.
I sometimes think that sick pay schemes can encourage absence, however I would proceed as follows. Firstly speak to the indvidual and explain that you would like him to see your Occ Health Specialist. You could discuss alternative work and so long as it is reasonable and you have the usual flexibility in the contract I can't see any reason why he should refuse. Your questions to Occ health should then include reference to his ability to carry out temporary duties and any support that might be required. They will write to his GP if they need clarification. Ultimately it is your call on further action but I don't think that any drastic approach will be needed if this is done in the correct manner.
I think if you approach things in this way you will have acted reasonably.
Sometimes in HR we all look for a procedural answer. I believe that the first thing that needs to happen is to speak to the individual. Procedures are there to provide a framework but the key thing is to try and agree with the person a sensible arrangeemnt to balance his and the needs of the work environment. Engagement and communication is far more powerful than any procedure which can and should be used as a fallback
With contractual terms the employer will be expected to show that he had followed a procedure correctly or he could be in breach. Many policies are-non contractual as it makes changes somewhat easier.
I am sorry that you appear to have one person who appears to assume that everyone has the same level of knowledge. Your question is entirely valid!
My discussion replies
Just to say that you have to offer the appropriate statutory rights (which you need to check)to that person who is covering. sorry but you have not got much alternative!
S
I agree that it be preferable not to incorporate the payment into the contract unless their is a clause that the employee signs stating that the additional amount is in recognition of their qualification and that they agree to the payment being withdrawn if they cease to be a first aider, or the company no longer requires them to be a first aider.
Alternatively you could perhaps pay a one off payment to them but you would need to check the tax rules as I suspect this would be taxable. Hope this helps!
Can't quite see how you could exclude reception staff then give them a couple of days holiday as a gesture! To me that simply creates further inequality. If you hold the view that you will exclude recepetion staff there are bound to be other staff that are also excluded. What about customer service staff - or other frontline staff? Your policy should be consistent but provide for flexible working according to business requirements. In that way individual managers can implement the scheme according to those requirements and staff then understand that there is a policy that sets out the rules.
I think that it will be a bad move if you exclude certain categories of staff. Why should you be any less flexible for those staff. I think that if you are serious about bringing in flexible working then you must ensure that it is not a token gesture. We use annual hours and find the system works well.
We use Busy Bees the providers mentioned are the main players. Generally it works ok
I agree with Peter if he has resigned he has resigned.
I sometimes think that sick pay schemes can encourage absence, however I would proceed as follows. Firstly speak to the indvidual and explain that you would like him to see your Occ Health Specialist. You could discuss alternative work and so long as it is reasonable and you have the usual flexibility in the contract I can't see any reason why he should refuse. Your questions to Occ health should then include reference to his ability to carry out temporary duties and any support that might be required. They will write to his GP if they need clarification. Ultimately it is your call on further action but I don't think that any drastic approach will be needed if this is done in the correct manner.
I think if you approach things in this way you will have acted reasonably.
Thanks Simon
Sometimes in HR we all look for a procedural answer. I believe that the first thing that needs to happen is to speak to the individual. Procedures are there to provide a framework but the key thing is to try and agree with the person a sensible arrangeemnt to balance his and the needs of the work environment. Engagement and communication is far more powerful than any procedure which can and should be used as a fallback
With contractual terms the employer will be expected to show that he had followed a procedure correctly or he could be in breach. Many policies are-non contractual as it makes changes somewhat easier.
I am sorry that you appear to have one person who appears to assume that everyone has the same level of knowledge. Your question is entirely valid!