HR
HR18
Dealing with Long term sickness and absence in the Workplace
Course content?
How do I get it right? Measure absence to find out: how much time is lost where absence occurs most how often individual employees are absent.
Who or why you should attend
HR and Managers
Course Overview
obtaining the employee’s consent to keep details of individual records of sick absence, which are ‘sensitive personal data’ under the Data Protection Act 1998; keeping accurate attendance records which show individual instances of absence, together with duration, reason and where in the company the absentee works; ensuring that records can be easily analysed by section or department, month or year; The DPA assure staff that any sensitive personal data will be kept for only as long as necessary and will only be assessed by named departments or individuals; making sure that absence measurement figures show the scale and nature of the problem – whether there is an absence problem and which of the main categories of absence are involved: long-term sickness short-term certified or uncertified sickness unauthorised absence and lateness. Reduce absence levels by paying special attention to: working conditions job design payment systems communications and induction and training welfare employment relations health and safety (including stress) flexible working arrangements. Deal with short-term certificated or uncertificated sickness by: interviewing employees on their return to work; making arrangements for medicals where necessary; having a policy on the provision of certificates to cover sick absence, although GPs are not obliged to provide patients with certificates for illnesses of seven days or less; ensuring employees are told if their level of absence is putting their job at risk. Deal with long-term sickness by: discussing the problem with the employee concerned; considering alternative work or working arrangements, whether the job can be covered by other employees or temporary replacements and how long the job can be kept open (be aware of the requirements of the Disability Discrimination Act 1995, which applies to all employers); seeking medical opinions from the employee’s GP or a company doctor.
HR16
Dealing with Stress in the Workplace
Course content?
Delegates who complete the training should be able to recognise and be able to deal with employees who are suffering or showing the signs of suffering from stress
Who or why you should attend
Anyone with responsibility for the welfare of staff in the workplace.
Course Overview
The aim of this course is to enable managers and people responsible for the welfare of employees to be able to recognise stress in its early stages, therefore, to them to deal with and offer help to the employees concerned.
HR15
Understanding the Disable Discrimination Act [DDA]
Course content?
This one day intensive course covers all the areas of recruitment from advertising the role to engaging the employee – it’s so easy to fall foul of the law at many stages of recruitment – this course is designed to ensure staff responsible for recruitment follow all the correct procedures throughout the process
Who or why you should attend
Anyone responsible for responsible for employing staff at any level within their company this could be Directors – HR Managers – Managers - Supervisors
Course Overview
Anyone attending this course will have the knowledge to ensure all the legal guidelines are met throughout the recruitment process it’s a nightmare for some staff who only recruit staff on very rare occasions this course will ensure they always follow the correct protocols when recruiting staff.
HR13
Employment Law Updates
Course content?
This course is designed to ensure any new updates that have come into force are dealt with by the employees responsible for Human resources within the workplace
Who or why you should attend
Any attendee with have an understanding of all current updates within employment law and be able to implement them without falling foul of the employment legislation
Course Overview
This course covers all current updates and future one to come in the next 12 months giving anyone working in an HR department the knowledge to not fall foul of the law if they fail to implement change
HR12
Contract of Employment
Course content?
The contract of employment is the starting point for any employer or employee, this document will outline the duties, the dos and the don’ts – salaries – benefits – holidays – hours of work - etc
Who or why you should attend
Anyone responsible for employing staff - this could be HR, Managers, Supervisors.
Course Overview
This one day course is designed to ensure people involved in Human Resources or who have the responsibility for employee staff are fully aware of the content of a contract of employment and how to prepare one.
HR11
Employment Legislation 2015-2016 (basic)
Course content?
The role of Human Resources in any business – Recruitment and Selection – Engagement Procedures & policies – Maternity & Paternity – Employment laws and Administration Systems – Redundancy – Discipline and Dismissal procedures
Who or why you should attend
This course is aimed at ensuring all employees who are responsible for staff understand that failure to follow the correct procedures will in many cases result in employers facing claims in Employment Tribunals.
Course Overview
If you are new to the Human Resources role, or would like to find out more about Human Resource responsibilities, this course will provide you with a starting point to guide you in implementing procedures whilst avoiding falling foul of employment legalisation.
HR10
Dealing with Employees with life limiting Illnesses
Course content?
How to spot the vital signs How to deal with ongoing absence due to the illness Managing absence with affected employee Dealing with the DDA
Who or why you should attend
Any attendee will leave the course fully prepared to deal with absence from employees who are coping with a life limiting illness/ and help you to understand some of the problems the employees are dealing with
Course Overview
Absence/ sickness leave for an employee with a life limiting illness is to be expected, this course will show the attendees how to show compassion and understanding to the employees concerned. They will understand that employees who attend work while dealing with a life limiting illness do so to have something positive in there life.
HR09
Short Term Absence and Sickness in the Workplace
Course content?
How to spot the vital signs How to deal with ongoing short term absence Dealing with absence Reasons for the absence
Who or why you should attend
Any attendee will leave the course fully prepared to deal with short tyerm absence from employees/ and understand some of the reasons why it occurs
Course Overview
Short term absence is one of the main issues that disrupt employers workplaces, causing disruption and discontentment between other employees , anyone attending will leave with a better of an understanding of the issues and will be harmed with the knowledge to investigate and deal with any concerns that arise.
HR08
Handling Difficult People in the Workplace
Course content?
This 2 day intensive training course is designed to enable employers the opportunity to send staff that are responsible for dealing with these very sensitive issues to a local venue where they will learn how to address these issues, along with a number of other related issues. For many years employers have failed to acknowledge that they have a problem in these areas, In some cases even burying their heads in the sand because they do understand the complexity of the problems and how to deal with them. Even denying that a problem is occurring. Employer should remember
Who or why you should attend
Human Resource Managers Supervisors and anyone with responsibility for carrying out for the discipline of employees in the work place
Course Overview
This 2 day intensive training course is designed to enable employers the opportunity to send staff that are responsible for dealing with these very sensitive issues to a local venue where they will learn how to address these issues, along with a number of other related issues. For many years employers have failed to acknowledge that they have a problem in these areas, In some cases even burying their heads in the sand because they do understand the complexity of the problems and how to deal with them. Even denying that a problem is occurring. Employer should remember