29th February deadline to claim £1,000 to grow your business

• Are you an ambitious organisation looking to achieve MORE with less? Here's an opportunity to grow your organisation. 
• £1000 matched funding for Leadership support is available to any private sector or social enterprise organisation with between 2 - 250 employees that is looking to grow.
• Leadership support includes: Strategic planning, Leadership development, Bespoke Leadership programmes, Coaching for growth.

As registered providers with a proven track record supporting leaders to grow their organisations, contact us for more details.

IMPORTANT NOTE:

You are still eligible if you have previously claimed funding.

The Great Employment Law Debate

Are proposed changes for unfair dismissal Fair or Unfair?

Tuesday 22 November 2011 - 17:30 to 19:30

At Smith & Williamson, Portwall Place, Portwall Lane, Bristol, BS1 6NA

Includes canapés, wine and time to network with fellow Directors

Join Directors and Senior HR Practitioners as we chair an IoD & CIPD debate with John Dalby, Head of Employment & Company Departments at Gregg Latchams LLP Malcolm Davey FCIPD, HR Consultant & former Director of Corporate Services,   Government Office for the South West on the proposed employment law.

Employees normally need 12 months minimum qualifying service, unless there are other issues such as discrimination, health & safety or whistle blowing (reporting a criminal act) involved, to bring a case for unfair dismissal. The Government proposes to change the qualifying period for protection against unfair dismissal to two years of service and also to introduce fees for tribunal applications in an attempt to reduce the number of claims and give businesses more confidence in recruiting staff. However the Employment Lawyers Association argues that employers make recruitment decisions based on the needs of the company, not the opportunity to have two years before a claim can be made against them. Brendan Barber, the TUC general secretary, when the changes were announced said 'While everyone wants to see a quicker and more efficient tribunal system, taking away people's rights and pricing vulnerable workers out of the system is the worst possible way to achieve this'. So are these changes Fair or Unfair? Join us for a competitive debate where you will vote to decide.

To book a place click here

Clarity increases people performance

• If an organisation doesn't have clear employment policies in place it can suffer from recurring employee performance issues and risk of litigations. Without clarity employees will not meet performance expectations and standards.

• Organisations with robust employment practices reduce their risks because everyone is clear on the rules. Many employers consolidate their policies into an employee handbook to ensure everyone is clear on what is expected of them.

• If an organisation fails to up-to-date their employment policies regularly employees simply have to invent their own rules too, leading to poor employee and organisational performance.

We're HR experts skilled at compiling bespoke employee policies and handbooks to meet the needs of your organisation. Contact us for a comprehensive HR Audit to improve your employment practices and performance.