Exclusive January Sale

It’s the New Year and to celebrate new beginnings we like to give our Clients and potential new Clients some fabulous exclusive January Sale Offers

Environmental Services 

Environmental Services

Existing Clients 

Environmental Policy – £150.00 + VAT

Normally £300.00 + VAT

Sustainability Policy Statement – £50.00 + VAT

Normally £100.00 + VAT

Environmental Audit – from £250.00 + VAT

Normally from £500.00 + VAT

Environmental Risk Assessment – £125.00 + VAT

Normally £250.00 + VAT

New Clients 

Environmental Policy – £250.00 + VAT

Normally £300.00 + VAT

Sustainability Policy Statement – £50.00 + VAT

Normally £100.00 + VAT

Environmental Audit – from £450.00 + VAT

Normally from £500.00 + VAT

Environmental Risk Assessment – £200.00 + VAT

Normally £250.00 + VAT

 

All of the above Environmental Services can be purchased in a bundle for £750 + VAT.

Craven HR Software

Craven HR Software

Existing Clients 

Now £2.00 + vat per person, per month 

Normally £3.50 per person, per month

With added Payroll £1.00 + vat per person, per month

Normally £1.50 per person, per month

New Clients 

Now £2.50 + vat per person, per month

Normally £3.50 per person, per month

With added Payroll £1.00 + vat per person, per month

Normally £1.50 per person, per month

HR ‘Toolkit’ for SME’s/Start Up’s

HR ‘Toolkit’ – Craven Consultancy Services (cravensafetyservices.co.uk)

Existing Clients 

£699.00 + vat

Normally £999.00 + vat

New Clients 

£799.00 + vat

Normally £999.00 + vat

 Contact us now to discuss these Fabulous Offers.

⭐️Congrats to Our Lucky Winner of Our Festive Giveaway🤶

⭐️Congrats to Our Lucky Winner of Our Festive Giveaway🤶

@kev_yorkshiredales Congratulations, you chose the Fabulous
@ecologi_hq Gift

This Eco Special Gift includes;
🌲Offset an average annual carbon footprint
🌲Plant 144 trees
🌲Support the highest verified climate solutions like protecting the Amazon Rainforest
🌲Plant trees in Madagascar, Mozambique, Nicaragua, Kenya and Uganda
🌲Get monthly updates and newsletters
🌲All impact visible on the recipients own virtual forest
🌲Easy to action tips on how to live a more sustainable life

Merry Christmas & Thank You to all of You Who Entered 🤶

Please do Check out Become Climate Positive with Ecologi | Ecologi

cravenconsultancyservices

Covid-19 Updates for Employers – January 2022

Isolation Period Cut from 10 Days to 7 Days 

Fully vaccinated Covid sufferers can now cut their 10-day isolation period to seven days, it has been announced.

Under new rules, people in England can take two lateral flow tests 24 hours apart on day six and seven of their quarantine.

Self-isolation for COVID-19 cases reduced from 10 to 7 days following negative LFD tests – GOV.UK (www.gov.uk)

Temporary change to Fit-notes

For Statutory Sick Pay (SSP), where employees go off sick on or after 10 December 2021, employers can only ask employees for proof of sickness (such as a fit note) after 28 days of sickness (including non-working days). Proof of sickness cannot be requested earlier than 28 days.
Fit notes do not have to be provided for DWP benefit claims until 27 January. This will not affect claims to benefit.
These changes are to give GP’s more time to work on the Coronavirus (Covid-19) booster programme.

Claim back Statutory Sick Pay paid to your employees due to coronavirus (COVID-19)

This scheme will be reintroduced from mid-January 2022. Further guidance will be available as soon as possible.

Claim back Statutory Sick Pay paid to your employees due to coronavirus (COVID-19) – GOV.UK (www.gov.uk)

Plan B – Implications for Employers

The Prime Minister has announced that England will move to ‘Plan B’ in response to the rapid rise of cases of the Omicron variant.

Do office workers now need to work from home?

Anyone who can work from home is being advised to do so from Monday 13 December. The Cabinet Office guidance says that anyone who cannot work from home should continue to go into work .  This is guidance rather than law so nobody will be committing an offence by continuing to work from the office if they could have worked from home.

Note that the new guidance applies to England only – the position is different in Wales, Northern Ireland and Scotland. In Wales, for example, working from home is already encouraged.

Does this mean the office Christmas party must be cancelled?

In answer to a question at the press conference, the Prime Minister said that Christmas parties can go ahead. This is legally correct – there are no restrictions on social events.

Ireland recently brought in restrictions in a similar way – with working from home being introduced without restrictions on social events (although social events in Ireland are now also restricted).

Are there new rules for offices if they stay open?

The Working Safely guidance on how employers can reduce the risks in their workplace has not yet been updated and there is currently no new guidance from the Health and Safety Executive.

Which settings must use NHS Covid passes?

From Wednesday 15 December, subject to parliamentary approval, the NHS App will become mandatory for entry into nightclubs and large venues – including unseated indoor events with 500 or more attendees, unseated outdoor events with 4,000 or more attendees and any event with 10,000 or more attendees. In a concession to the affected industries, alternative proof (such as an email or text) of a negative lateral flow test will also be accepted. The requirements are likely to be apply only to customers, rather than staff.

What are the planned new self-isolation requirements?

Under the current law, a close contact of someone with a suspected or confirmed case of the Omicron variant is required to self-isolate regardless of vaccination status.

Are you considering investing in HR software?

Why not use Our powerful, Affordable & User Friendly HR Software?

The implementation of a GDPR compliant HR Software Information System (HRIS) such as Craven HR, is a key driver in moving a business forward, in terms of data management, HR streamlined processes and improved employee engagement.

KPI’s

Without a HRIS, it is not currently possible to capture accurate HR performance metrics that are strategically aligned with a business, many businesses simply do not have the accurate data. Without the correct data you cannot measure key information and provide Company KPI’s, which are a fundamental and positive business tool.

The purpose of HR KPI’s is to optimise recruitment and selection processes, workplace and people management/employee engagement initiatives etc. By constantly measuring and tracking these metrics, you can gauge whether your current HR practices are proactively making a positive impact, the stability of your business and staff; and ultimately the business’s profitability.  

Restricting Data Access 

Restricting data access strictly to what’s required for each job role is essential to prevent a sensitive and serious data breach. By giving staff access to personal and or sensitive data who don’t legitimately need it for the performance of their duties, you could create a situation that could put highly confidential information at risk. 

Risk Management  & GDPR

To manage this risk, follow best practice and to ensure GDPR compliance, please find the following advice and guidance; 

  • Implement an appropriate and affordable HRIS –  Such as Craven HR Software;
  • Avoid multiple different places to store personal data – Recording of personal and/or sensitive employee data on spreadsheets is advised against due to high risk of data breaches – a HRIS would solve this;
  • Restrict staff access to personal and or sensitive data – Define who definitely needs access to the employee personal and or sensitive employee information for their job role; and what is/are the legitimate and valid reason/s?- A HRIS has different security settings for staff;
  • Appropriate security should be in place, to avoid unauthorised sharing of information – A HRIS would solve this;
  • Ensure that all staff who access confidential data know how to safeguard it and why, including appropriate training – Training should be arranged for key staff;
  • Privacy Statement – Implement and communicate.

Why should we implement a HRIS?

Benefits for Line Managers;

  • Better use of your time – Streamlines and automates those repetitive and time-consuming people management tasks; 
  • Stay Secure, GDPR Compliant – Less risk, all your employees’ data safely in one place ;
  • Welcome new employees - Create onboarding new starter checklists, send out offer letters and contracts​; 
  • Engage your staff – Self Service – Give your people a system with their data, they can access anytime, anywhere ; 
  • Cloud Ecosystem – HR software that links to Xero and Quickbooks; 
  • Easy to use & mobile friendly – Access information quickly, anytime, from anywhere; 
  • Make payroll painless – Run your entire payroll in just 5 simple steps; 
  • Competitive edge – Think about it… You want to attract and retain top talent, but your tech is way behind your competitors​. 

Empowerment increases autonomy for Line Managers ie;  

  • Manage timesheets/schedules/authorise overtime;
  • Request salary/job changes; 
  • Authorise/cancel Annual Leave (and other leave); 
  • Add employee sickness absence;
  • Complete a RTWI (Return to Work Interview); 
  • Complete Performance Management ie; One to One Meetings, Probationary Reviews and Appraisals;
  • Reduction in sickness absence – It is a deterrent when employees can visibly see how much sickness absence/triggers they have.

Benefits for employees;

  • Communication tool – Important Company notices/announcements – improves employee engagement’;
  •  Self Service – visible employee information – employees feel more in control;
  •  Access and update their own personal information – reduction in errors;
  •  Access timesheet/weekly schedule – improves engagement;
  •  Annual leave/other leave is important, employees can view their leave; balance and apply for leave online – speedier process, improves employee engagement;
  •  Complete self-certification – speedier process, improves employee engagement;
  •  Access Company Policies and Procedures – improves communication;
  •  Identify and contact other staff – improves communication.

Interested ? We hope so, please get in touch to discuss how we can help you work Smarter not Harder with Craven HR Software including Payroll (or not).

Craven HR Software – Online HR System – Craven HR Services (cravensafetyservices.co.uk)

 

 

We think Differently & offer Value Added HR Support.

But aren’t all Outsourced HR Services all the Same? How are we at Craven HR Services any different?

Yes we offer all the usual ‘HR & People Management’ Services, but what Value Added HR do we offer?

Ok I will try & explain ‘in a nutshell’. The following are the elements of HR & People Management, which we believe makes us extra special & positively sets us apart from others similar providers;

  • Growth & Support – We do genuinely love working with small businesses, start up’s & entrepreneurs, to help support you to grow, or maintain your business & people & to support you to be an ‘Employer of Choice’ – we celebrate with you the ‘big and the small wins’ in Partnership
  • Authentic – We are real people who have have tons of HR/People Management experience working with real people in various sectors & industries
  • HR Presence – You tell us what you want, we can be a transparent HR ‘presence’ or we can work ‘behind the scenes
  • Relationships – We really do have a sense of humour & we are great communicators, which helps us build positive relationships with our clients very quickly
  • HR Presence – You tell us what you want, we can be a transparent HR ‘presence’ or we can work ‘behind the scenes’
  • Positive Leadership – Let’s be honest here, how many poor/unfair ‘boss’s’ have you worked for or do you know? We can help coach you to be a real Leader, we can help enhance your ‘soft skills’ & ‘confidence’ which are crucial in positive leadership, ultimately leadership is ‘vision, ”building your people’, ‘inspire & influence others’ & truly ‘connecting with your team’
  • Business Plans & Strategy – We are a small business, why do we need business plans & strategy? Treat your small business as a huge corporate one, in terms of the foundations, rid yourselves of the ‘small business’ mindset (reactive) & focus on a more ‘proactive’ mindset that will enable natural business growth. Strategy is at the core & heart of every successful business, we can also help you implement your Company ‘Mission’, ‘Vision’, & Values
  • Culture – We thrive on helping you to build a positive & healthy culture; by implementing and slotting together, the various components like a jigsaw
  • Coaching – We all have that one Positive Leader who we remember more than anyone else, there will be different reasons why we credit this person, they may have helped you breakthrough or gave you that amazing opportunity, ultimately they ‘believed in you’ our point is, we can help you be that Leader, we can also love coaching those employees with ‘high potential’ & seeing them soar
  • Continuous Improvement – Is a permanent state of change, & we love it, striving to get better & better, always changing, always innovating, never boring or dull
  • Avoid Formal Processes – We like to avoid long formal process driven processes (where possible) & instead positively coach you & your managers to have the conversations that need to be held, to help your people to increase self awareness and responsibility for enhanced performance & productivity
  • Branding & Marketing & Communications – We understand your time restraints & pressures, but we love helping businesses with their branding & marketing, we are also told we are pretty good at it, we also love being the positive communicator for the business
  • Health & Wellbeing –  Healthy, happy staff are more productive, and take less time off work due to sickness. We can help to develop your wellbeing strategies
  • Team Building – We can help you build high performing teams, we will support you to implement; Accountability, SMART Goals, Performance Management, Well defined Roles, Team and Company Values, Regular f2f & team meetings
  • Technology – We embrace it, it helps us to become more strategic & bridges the communication gap, we can create accurate analytics that drive enhanced performance management
  • Training – We have an array of training experience – including Leadership, HR & People Strategy, Business Planning, Employee Wellbeing, Absence Management, Conflict Management, Data Protection/GDPR, Leading People & Great Teams, Team Values, Managing Investigations, Performance Management, Disciplinary & Grievance, Goal Setting, Branding & Marketing
  • Get to know you – We get to know you & your business inside & out including your ‘quirks’ – we all have them.

Why do you need HR as an SME or Start Up?

Why do you need HR as an SME or Start Up – what’s the point?

Are you clear on what steps to take as a business if facing a tribunal, unfair dismissal, constructive dismissal or whistleblowing claim?  If your answers are no, please do read on.

I spoke to an owner of a small business the other day who told me that he never gets around to doing the HR/people tasks for his staff, it always gets pushed down the priority list. His thinking was that, although he knew he had certain legal responsibilities, ‘nothing bad had happened yet’. Does that sound familiar?

There comes a point in every start-up, fledgling or growing SME where you start to consider adding positive and value added HR to your structure.

Recent Survey

A recent survey conducted by Croner among those working in SME organisations, including CEOs, MDs, finance directors, operations directors, line managers, PAs and secretaries, shows that one in 10 are spending up to 15 hours or two days a week managing HR issues.

The Top 7 common HR risks that small businesses take and what the potential penalties are for ignoring them or getting them wrong.

  1. Failure to provide written Employee Terms

Employees and workers must receive most of the information about their terms in a single “principal” document no later than when they start employment.

The employer will be ordered to pay the employee two weeks’ pay (subject to the statutory cap on a week’s pay) or, if it is just and equitable in the circumstances, a higher amount of four weeks’ pay (subject to the statutory cap). If there are exceptional circumstances where it would be unjust and inequitable to make an award against the employer, none will be made.

  1. Failing to check an employee’s right to work evidence

All employers in the UK have a responsibility to prevent illegal working. You do this by conducting simple right to work checks before you employ someone, to make sure the individual is not disqualified from carrying out the work in question by reason of their immigration status.

If you are found to be employing someone illegally and you have not carried out the prescribed checks, you may face sanctions including:

  • a civil penalty of up to £20,000 per illegal worker;
  • in serious cases, a criminal conviction carrying a prison sentence of up to 5 years and an unlimited fine;
  • closure of the business and a compliance order issued by the court;
  • disqualification as a director;
  • not being able to sponsor migrants;
  • seizure of earnings made as a result of illegal working; and
  • review and possible revocation of a licence in the alcohol and late-night refreshment sector and the private hire vehicle and taxi sector.
  1. Unfair Dismissal

Employers are expected to comply with the principles set out in the Acas code of practice on disciplinary and grievance procedures when handling disciplinary situations.

If a tribunal finds that an employee has been unfairly dismissed, you might be ordered to:

  • reinstate them (give them their job back);
  • re-engage them (re-employ them in a different job).

You might also have to pay compensation, which depends on the employee’s:

  • age;
  • gross weekly pay;
  • length of service.

You might have to pay extra compensation if you do not follow a tribunal’s order to reinstate someone.

There’s a limit on the amount a tribunal can award for unfair dismissal, apart from in cases relating to:

  • health and safety (for example where you unfairly dismiss someone for taking action on health and safety grounds);
  • whistleblowing.

Procedural failings will normally render a dismissal unfair, but compensation can be reduced in proportion to the likelihood that the dismissal would have occurred had a fair procedure been followed.

There are also some circumstances in which the minimum service requirement does not apply.

Where there has been an unreasonable failure by either party to comply with the code the tribunal may increase or decrease compensation by up to 25%, depending on which party is at fault. A failure to follow the code will not, by itself, render an employer liable to legal proceedings.

  1. Unfair Discrimination

You’re legally protected from discrimination by the Equality Act 2010.

You’re also protected from discrimination if:

  • you’re associated with someone who has a protected characteristic, for example a family member or friend
  • you’ve complained about discrimination or supported someone else’s claim
  • An employee who thinks they’ve been discriminated against may raise a grievance or take their case to an employment tribunal.
  • You’re responsible for discrimination carried out by your employees unless you can show you’ve done everything you reasonably could to prevent or stop it.

There is no maximum cap on the amount of compensation that you can receive for discrimination.

  1. Lack of Company Policies & Procedures

The only express legal requirements for employers to have employment policies and procedures are as follows:

  • under the Health and Safety at Work etc Act 1974, employers with 5 or more employees must have a written general Health and Safety Policy; and
  • under the Employment Rights Act 1996, employers are required to give employees a written statement of the main terms and conditions of their employment, which includes the employer’s rules and procedures for dealing with both disciplinary and grievance issues

However, there are also a number of other areas where non-statutory codes of practice, designed to set out guidance as to how employers can comply with their statutory employment obligations, recommend that employers implement appropriate policies and/or procedures.

A prime example of this is the employment related code of practice issued under the Equality Act 2010, which outlaws discrimination and harassment on various grounds, including sex, race, age and religion. This code recommends that an employer should have an Equal Opportunities Policy and gives guidance as to what it should contain.

Although the code concerned does not itself have legal status, breaches of it can be taken into account by an Employment Tribunal in determining an employer’s liability for discrimination and harassment claims, and as a result employers would be wise to ensure that they have such a policy in place.

Even if stated to be non-contractual, it is very important for employers to note that an employer’s failure to follow their own policy, although not a breach of contract, will still generally be taken into account by an employment tribunal so far as it is relevant to determining the claim concerned. Tribunals will therefore expect an employer to be able to give a very good reason as to why any relevant non-contractual policy was not followed. Furthermore, it can be the case that, even if an employer states in a handbook that certain or all policies are not contractual in nature, policies can be deemed to be contractual, if other circumstances, such as custom and practice, supports that fact.

  1. Wasted Time

If you don’t handle your HR/people management responsibilities properly, you will inevitably encounter issues or complaints from your employees at some point. The management time required to sort these out is always significantly more than the time that would have been needed to do things right in the first place.

And if you are taken to an employment tribunal, the preparation required amounts to weeks of lost management time.

  1. Demotivated staff

Information about employee rights is widely available on the internet, so employees tend to be fairly clued up about their rights at work and the processes that their employers should follow. So if you don’t do things properly, your employees will more than likely know and that can lead to demotivation and lower productivity. Whereas if you treat your staff fairly and lawfully, they are more likely to be happy and productive at work.

Get started for FREE with our HR ‘Health-Check’ Audit