Juliann Scott

Empower your team with our specialised training sessions. 📚 From performance management to disciplinary handling, our HR consultants deliver training that aligns with your business’s objectives. Custom sessions available on request. Download our latest course information - https://lnkd.in/ek2C5Siz #HRTraining #Belfast #NorthernIreland #EmployeeDevelopment #TrainingCourse #BespokeSolutions

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🔍 Quick Tip for 2024: Review your employment practices and update internal policies to prepare for the new employment permit regulations in Ireland. #EmploymentLaw #HRBestPractices #Ireland2024 #GlobalTalent #WorkPermitUpdates

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With weeks to go before new legal obligations are imposed on employers to take “reasonable steps” to prevent the sexual harassment of employees through the Worker Protection Act 2023, HR teams are being urged to prepare for the changes.

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As Irish workplaces are experiencing a continuing rise in conflict and disputes, there is growing pressure on HR departments and people managers to resolve these difficult interpersonal scenarios. Join us at our upcoming webinar where we will set out how HR professionals can remain responsive to Employee concerns and identify the appropriate level of intervention needed to defuse workplace clashes or misunderstandings and seek to resolve workplace conflict before it escalates. What is this webinar about? Organisations that encourage open communication and focus on early intervention are best placed to nip workplace conflict in the bud. As a general rule, HR professionals and line managers should first seek to resolve workplace conflicts and disputes informally. We will also examine a more formal approach for dealing with scenarios that do not lend themselves to an informal approach. To support Organisations with this challenging aspect of HR practice, Linea is hosting a webinar on Thursday 16th May 2024 at 11.00am that will examine this contemporary area of Human Resource Management including: • Distinction between informal and formal dispute resolution • Relevant Codes of Practice • The status of a written complaint • When formal procedures are necessary • Handling atypical situations e.g. grievance raised at exit interview, retracted grievances, etc. • The dispute resolution service of the WRC Click on the link below to join us for our next Linea Webinar on Thursday 16th May where we answer these questions and more: https://lnkd.in/eMkiXb6Y Derek McKay Alice Connaire Paul D Maier #workplaceissues #compliance #hrapproach

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⏳If you have not yet registered - there is still time! In just a few more days - join us for our next Linea Webinar on Thursday 16th May where we answer these questions and more: Derek McKay Alice Connaire Paul D Maier #workplaceissues #compliance #hrapproach

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⏳1 more day to go - don’t miss you chance to register! Join us for our next Linea Webinar on Thursday 16th May where we answer these questions and more: Derek McKay Alice Connaire Paul D Maier #workplaceissues #compliance #hrapproach

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📢 PAYE Update! 📢 Check out the latest legislative amendment that introduces a statutory 4-year time limit on Revenue in relation to the making or amendment of PAYE assessments. ⏳ It also sets out circumstances in which a Revenue assessment on an employer may go beyond the 4-year statutory limit. More details here: https://lnkd.in/eJmvDY-s #Finance #BusinessGrowth #IrishTax #FinlayMulligan #FinlayMulliganUpdates #FundingSuccess

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Employee or Contractor? 🤔 There are distinct differences. Both may work for you but the treatment of the payment system has a clear difference. Getting it wrong could leave you liable for unpaid PAYE & incur other costs. Take the Employee versus Independent contractor test to make sure you have it correct! ✅ Read on.... #Employer #Employment #Contracting

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Employment legislation changes last month, now mean that employees can make a statutory request to make permanent changes to their contract from their first day of employment. Many workplaces are reporting lots of changes recently, employees are being encouraged to go back to the offices, an increase in redundancies mean many are doing more for less. Change can bring opportunity & avoidance. So, how are you handling courageous conversations? What do we mean by courageous conversations? Simply put, this means any conversation that takes a bit of bravery to reach an outcome that works for both sides. This might involve difficult subjects such as money, performance, or raising challenging issues with colleagues. Looking for support? We can help! Courageous Conversations is a highly practical learning journey enabling participants to plan and have courageous conversations successfully by working through specific models and theory whilst practicing these skills in a safe way. Armed with this information and skills participants get the chance to practise a courageous conversation head on, and experience the positive results that open, candid dialogue has on all relationships, across all areas of life. Download the brochure on our website to find out more: https://lnkd.in/ej2cnghR https://lnkd.in/e86Fytaz

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Members 👋 You can download the latest Employment and HR legislation from our website. Our HR partner, HR Solutions encourage you to register for their HR knowledge base account - it's included in your membership! ✅Employment Law ✅Disciplinary ✅Health & Wellbeing ✅Equality, Diversity & Inclusion 🔗https://lnkd.in/e59gjpPs 📞01920 468061 ✉️[email protected] #EmploymentLaw #HRNews #Employment Legislation

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📅 The Employment (Allocation of Tips) Act 2023 will come into force on 1 October 2024, placing new obligations on employers to ensure that any tips, gratuities and service charges paid by customers are allocated to workers on a “fair and transparent basis”. Accompanying the legislation will be a new statutory Code of Practice, which guides employers on what is meant by the fair and transparent allocation of tips. ❔#TeamSPB answers key questions employers might have about the new obligations. The Q&A in the guide acts as a useful checklist, helping employers ensure that any changes to their current practices align with the principles set out in the Code. Download here ➡️ https://ow.ly/5KTh50TgalK #AllocationofTips | #EmploymentAct2023 | #EmploymentLaw

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🚨 Important update for employers. 🚨 Starting October 26, 2024, changes to the Equality Act 2010 will introduce a new duty for employers: take steps to prevent sexual harassment in the workplace or face penalties. The latest blog by our HR experts outlines the law change and what steps you need to take to comply... From October 26, 2024, a change to the Equality Act 2010 will impose a new duty on employers to take reasonable steps to prevent "unwanted conduct of a sexual nature in the course of employment". The new duty only applies to conduct of a sexual nature and not to all types of harassment. In other words, conduct that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Employers who fail to comply with the new duty risk being ordered by tribunals to pay up to 25% more compensation to sexually harassed staff.  The Equality and Human Rights Commission can also investigate employers who do not comply with the new duty and take action if appropriate. So, what must employers actually do to comply with the new duty? 1️⃣ Risk assess by considering the threat of sexual harassment occurring in the workplace, paying attention to the following (list taken from EHCR guidance): ✴ Power imbalances ✴ Job insecurity, for example, use of zero-hours contracts, agency staff or contractors ✴ Lone working and night working ✴ Out of hours working ✴ The presence of alcohol ✴ Customer-facing duties ✴ Particular events that raise tensions locally or nationally ✴ Lack of diversity in the workforce, especially at a senior level ✴ Workers being placed on secondment ✴ Travel to different work locations ✴ Working from home ✴ Attendance at events outside of the usual working environment, such as training, conferences or work-related social events ✴ Socialising outside work ✴ Social media contact between workers ✴ The workforce demographic. For example, the risk of sexual harassment may be higher in a predominantly male workforce. 2️⃣ Consider what steps to take to reduce the risk of sexual harassment of their workers.  3️⃣ Implement reasonable steps to protect staff. Ultimately, this means updating anti-harassment and associated policies accordingly, carrying out risk assessments, taking appropriate action and rolling out a staff training programme. BAND is here to help you navigate these changes. If you need help updating your HR policies, implementing a staff-training programme or carrying out a risk assessment, please get in touch with our HR experts - [email protected]. 🙏 #weareband #hrchanges #businessupdate

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