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Baby, it’s cold outside!

With further weather warnings across the UK this week, many employers, schools and other institutions are already feeling the fear – what about the big event we have planned? Its payroll cut off, what if the payroll team can’t get in? We are already short staffed because of a flu outbreak, how will things get done?

Whilst it’s tempting to hide under the duvet from the onslaught of freezing temperatures and biting winds, the best offence is a good defence. Start your plan today for the snow day tomorrow. Here are some hints and tips of things you can do to minimise disruption in your workplace:

  • Make staff aware of their options if they are unable to attend work, is it unpaid, are they able to take it as annual leave?
  • Are there particular people in rural areas that you are aware cannot normally attend work in the snow, if so, what are their priorities for the next few days and how can these be covered?
  • If you have a Severe Weather Policy in place then remind staff of this and draw their attention to it.
  • Can you consider home working for some employees? This way the day job can still get done and urgent requirements prioritised.
  • Is there a possible H&S concern here? With the wind chill possibly being -15 degrees (brrr!), is your shop floor safe to work in, are there extra measures you can take with clothing or heating that need to be arranged now in readiness?

Eagle HR are not scared of the cold and will be on hand to help and advise; this isn’t the first time we’ve braved the snow (see blog below!) and our priority is to see you safe and productive!

https://www.eaglehr.co.uk/2017/12/12/severe-weather-travel-disruption/

As a small organisation employing ten people, we recognised that we needed professional HR advice to help us through transfer of our operation to a larger organisation.

We engaged Elaine Fisher of Eagle HR to guide us through the TUPE process involved in the transfer of staff and to also provide the staff with support during what we knew would be a difficult time for them.

Although we were familiar with the TUPE regulation and had access to a wide range of advisory documents, there is no doubt that without Elaine’s support, the transfer would have proved challenging for us, particularly as we were also deeply involved in agreeing the detail of the transfer at the same time.

Elaine ensured we met our responsibilities under TUPE and did not leave ourselves open to claims under the regulation. She developed a programme for us to follow and continually prompted us about the steps and actions we needed to take. She also drafted documents and letters for us where they were needed, including the schedules of staff information we were obliged to provide as part of the contract.

A major concern to us was our employees and Elaine provided support to them throughout the process. She worked with the team as a whole and individually, ensuring they understood the transfer process and what it meant for them.

Throughout the time working with Elaine and Eagle HR, it was notable that rather than simply tell us what we could and could not do, they spent time understanding what we wanted to achieve and then helped us to achieve it.

Ian Savage, Director, The Elgar Birthplace

 

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