robbryanassociates

Employee screening – are you up to date with changes to DBS ID checking?

In Uncategorized on August 13, 2018 at 10:00 am

From the 3rd September 2018 the documentation accepted for DBS checks for non-EEA nationals will be changing. This is to better align the system with Right to Work checks. The current guidelines will continue to run until 3rd December 2018 to allow employers a transition period to adjust their internal procedures.

The changes will apply to all levels of DBS check.

It will no longer be necessary to supply a Passport as an additional item to the following 3 documents:

  • A current Residence Card (including an Accession Residence Card or a Derivative Residence Card) issued by the Home Office to a non-European Economic Area national who is a family member of a national of a European Economic Area country or Switzerland or who has a derivative right of residence.
  • A current Immigration Status Document containing a photograph issued by the Home Office to the holder with a valid endorsement indicating that the named person may stay in the UK, and is allowed to do the type of work in question, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.
  • A current Immigration Status Document issued by the Home Office to the holder with an endorsement indicating that the named person is allowed to stay indefinitely in the UK or has no time limit on their stay in the UK, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.

The following documents  have been added to list of items that can be used as the Primary Document for non-EEA nationals seeking paid employment:

  • A Permanent Residence Card issued by the Home Office to the family member of a national of a European Economic Area country or Switzerland – added to documents available for Non EE applicants.
  • A Positive Verification Notice issued by the Home Office Employer Checking Service to the employer or prospective employer, which indicates that the named person may stay in the UK and is permitted to do the work in question – added to documents available for Non EE applicants.

The document below has been added to  the Group 2b document options for all applicant types (UK, EEA and non-EEA nationals):

  • Irish Passport Card

Guidance on the list of supporting documents that can be used by countersignatories in the ID checking process can be found at www.gov.uk/government/publications/dbs-identity-checking-guidelines/id-checking-guidelines-for-countersignatory-applications 

Do you need advice regarding your employee screening processes? Contact RBA to discuss how we can help. 

Rob Bryan Associates Limited Main Office: 01462 732444  rob@robertbryan.co.uk 

 

 

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Hard Talking

In Uncategorized on July 11, 2018 at 10:59 am

Tough Talk

Often in the workplace a time comes for something to be said. Red wine gets better with age, but unattended people issues are more like a prawn sandwich left out of the fridge!

So face up to the issue

Generally, problems arise when people’s standards and expectations are out of line. Your aim is for a clear understanding of what must change and by when.

Prepare

Get your facts and evidence before you start.

Pick your time

Find a proper time and place to have your discussion – NEVER text or email. Make space for a two-way dialogue.

Set out the issue

State facts and observations – reserve your opinions for another day. Get an understanding of the other person’s perspective. Identify the skills or performance shortfall. Don’t generalise, be specific and use actual examples.

Listen

Does the other person get it? They may have been unaware of any issue. There could be a reason why performance has declined? Other things could be getting in the way.

Explain what good looks like

Stress the need for improvement. State what needs to be done and by when.

Clarify understanding

Confirm agreed actions in a memo or email. Plan to review and repeat as required.

 

Are you an employer needing advice on people management? Contact RBA to discuss how we can help.

Rob Bryan Associates Limited Main Office: 01462 732444  www.robbryanassociates.org.uk

Heatwave Hot Tips

In Uncategorized on June 28, 2018 at 9:00 am

The good weather helps put a smile on people’s faces, but it can also raise a number of workplace issues.

Here are some tips to help you:

• You may hear from employees, “it’s too hot to work, you have to send us home.” However, the Workplace Health, Safety and Welfare Regulations 1992 state a reasonable temperature must be maintained at work. There is no mention of a maximum! In very hot weather you need to carry out a risk assessment. This should look at the environment, type of work being carried out and the impact on any staff with particular needs, such as a pregnant employee. You should then address any issues. For example, could outside workers start earlier or later to avoid the midday sun?

• Faced with employees arguing that wearing a low-cut dress or shorts and flip flops will keep them cool when it’s ‘too hot’? Perhaps it’s time to relax the dress code a little, but standards of decency must be maintained. So, no very short skirts or shorts. Casual, smart, loose-fitting clothing, and a temporary relaxing of suits and ties so that the company image is maintained may be more appropriate. If staff work outside, watch out for them failing to wear protective clothing to keep cool. High-factor sun cream for those working outdoors would also be a sensible approach.

• Use fans and try keeping blinds closed. Have plenty of cold water available so staff remain hydrated.

• The warm weather can increase the risk of sickness. However, don’t jump to conclusions regarding an employee’s sickness absence on a hot sunny day as they may have sunstroke or hayfever. We always recommend that you should carry out a return-to-work interview.

Although some employees may believe a bit of sun relaxes the workplace rules, you need to manage consistently and fairly.