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RBA Autumn Newsletter

In Uncategorized on September 5, 2018 at 10:23 am

Newsletter

Our Autumn edition addresses issues around immigration and Brexit, the EHRC report on sexual harassment in the light of the #MeToo campaign, new guidance on overtime as well as recent cases of interest.

As ever, if there is a topic that you wish to specifically address in your own business, we will be only too happy to talk through your options for change and implementation. Past newsletter updates are available at robbryanassociates.org.uk.

If you would like to sign up to receive our newsletter direct to your inbox please email sarah@robertbryan.co.uk

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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 

 

 

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