Our approach to learning at Eureka HR Solutions is unique. We're passionate about what we do and pride ourselves on our energetic, innovative, client focused approach.
Because no two businesses are the same Eureka HR Solutions won't provide you with an 'off the shelf' training solution. This is where we differ from the large corporate training providers. We don’t believe this works. All our training solutions are based on best practice but specifically tailored to your business needs. That's why our clients find our training solutions not only practical but highly effective and excellent value for money.
We come to you to deliver your tailored training programme. Groups of up to 16 can be trained on-site making this an excellent cost-effective option for organisations looking to develop groups of staff. If you don’t have the appropriate on-site training facilities we can help you find the perfect training venue.
How we work:
Tailored Programmes
You select a programme that interests you from our menu of courses and we talk to you about course content, length and emphasis to ensure it’s tailored to your business needs. We then work with you to incorporate case studies and practical exercises that are built around real issues in your business. We also ensure that any relevant company policies and procedures are introduced in to the programme.
Bespoke Programmes
We work with our client using a variety of methodologies to establish the real training need. This ensures that any training solution is specifically developed in line with business needs. A bespoke programme(s) is then developed in partnership with the client and delivered in a means that specifically fits your needs. For example we can deliver a modular programme over a period of time that works for your business and your people.
Our approach to bespoke programmes:
All our programmes are supported by a set of comprehensive course materials including a course manual, PowerPoint presentation slides, case studies and exercises. All delegates will receive a certificate on the day of the course confirming attendance.
Overview
This course addresses the difficult employment law issues that face legal practitioners and senior HR professionals.
Training objectives
At the end of the session delegates will:
- Have increased the depth of their knowledge of employment law
- Feel confident in dealing with difficult employment law problems that arise in the course of their work
- Be able to take a commercial approach to compliance with employment law principles
- Understand current areas of uncertainty and how the law is likely to develop
Audience
- CIPD graduates with a sound working knowledge of employment law
- Lawyers with an interest in employment law who wish to develop their expertise in this area
- Consultants and advisers who need to deal regularly with employment law issues
Format
Detailed PowerPoint presentations guide you through the legal principles, with debate and discussion encouraged throughout. Practical case studies drawn from real life examples illustrate how the law can work in practice.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Employment status and contractual issues- Status of agency workers
- Identifying the ‘worker’ contract
- Mutuality of obligation
- Implied contractual terms
- Holiday entitlement and the Working Time Regulations
3 Transfers of Undertakings- Guide to the new TUPE Regulations
- Changes in service provider
- Employees who object to the transfer
- Changing terms and conditions following a transfer
4 Dispute Resolution- The statutory dispute resolution procedures
- Unfair dismissal and the ‘no difference rule’
- When the grievance procedures apply
- Grievances connected with disciplinary action
- Dealing with multiple grievances
- Employees failing to attend
- Barring tribunal claims
- The impact on compensation
5 Consultation- Information and consultation rights
- The European dimension
- Timing of consultations
- The content of consultation
- Consultation and commercial confidentiality
6 Discrimination- Current issues in discrimination law
- Appropriate comparisons in indirect discrimination
- The burden of proof in discrimination cases
- The influence of Europe
- Disability discrimination and the duty to make reasonable adjustments
- The meaning of religion or belief
- Age discrimination – the new Regulations
7 Equal pay- The Equal Pay Act and the EC Treaty
- Identifying equal work
- The genuine material factor defence
- Indirect discrimination in equal pay claims
- Justification of differences in pay – the continuing debate
- Issues surrounding pregnancy and maternity
8 Conclusion- Course review/discussion
- Employment law surgery –
an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
A recent survey revealed that ageism is the most common form of discrimination in the workplace. In October 2005 a CIPD survey of managers and HR professionals showed that 59% of those questioned felt that they had been discriminated against on the grounds of age at some stage in their careers. Also, 22% of those interviewed admitted that age had affected their own recruitment decisions. This, along with many other recently published statistics, could translate into claims when the Age Discrimination Regulations 2006 come into effect from 1 October this year.
Complying with this new regime will require employers to review the whole range of their personnel and HR policies to assess whether they are age-discriminatory. The price for getting it wrong will be unlimited compensation. This programme focuses on the practical requirements of the legislation and will ensure that you are well prepared and do not accidentally discriminate against older or younger workers.
Training objectives
This course will help participants:
- Get to grips with the new legislation on age discrimination
- Understand what it means in practice
- Audit current policies and practices to ensure compliance
Audience
This programme is ideal for anyone who needs to understand – and comply with – the new regime, including:
- HR managers / officers
- Recruitment specialists
- Line managers
Format
Participants in this practical one-day course are encouraged to take a pro-active approach, using small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas and experience in applying the knowledge back at work.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Age Discrimination Regulations – the key principles- Scope of the legislation
- Definitions of age discrimination
- Direct discrimination
- Indirect discrimination
- Harassment and bullying
- Victimisation
- Test of objective justification
- Exclusions and exceptions
3 Recruitment and selection- Advertising
- Application forms and CVs
- Shortlisting
- Interviewing
- Graduate recruitment schemes
- Job descriptions
- Person specifications
- Pre-employment testing and medicals
- References
- Positive action
- Monitoring
4 Terms and conditions- Service-related benefits
- National minimum wage
- Statutory-related pay
- Redundancy payments
- Diversity policy
- Bullying and harassment policy
- Health benefits
- Early retirement
- Personal pension schemes
5 Managing performance- Performance appraisals
- Promotion
- Pay reviews
- Rewarding long service
- Managing conduct and capability issues
- Health issues, including disability
6 Training and development- Access to training
- Vocational training schemes
- Graduate training schemes
- Using external providers
7 Retirement and dismissal- Default retirement age
- ‘Duty to consider’ procedure
- Pensions and retirement
- Effect on unfair dismissal law
- Age discriminatory dismissals
- Remedies and compensation
8 Conclusion- Course review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This two-day workshop will help you develop the core skills necessary to work effectively in the challenging world of HR. Human Resource professionals are uniquely positioned, in that they provide an essential link between management and all other employees within an organisation. This brings with it a wide range of roles and responsibilities – with no two days ever the same. To work effectively within Human Resources you need a comprehensive knowledge of your subject. However this by itself is not enough. You also need to develop a range of core skills - and have the ability to use these skills and behaviour flexibly and effectively.
Training objectives
This course will help participants:
- Understand the complexity of your role within HR and identify specific challenges
- Recognise the essential core HR skills, your own strengths and development areas
- Communicate more effectively in group settings and in 1:1 situations
- Understand the link between your beliefs, your behaviour and your results
- Develop your assertive behaviour
- Recognise your own power to influence, and plan an even more effective strategy
- Manage conflict situations constructively
- Employ a structured approach when coaching others
- Understand roles in counselling situations and when to refer
- Manage yourself, your time and your meetings effectively
- Utilise the core skills of HR flexibly in 'difficult' or 'sensitive' situations
Audience
- HR Assistants or HR Officers
- This course is particularly suited to those who are new to the HR profession or those who are keen to develop a wide range of core HR skills
Format
This workshop is highly participative and delegates are encouraged to share their own views and experiences. You are also encouraged to apply the learning throughout this workshop to situations that you face in your organisations in order to keep the learning real. You will leave the workshop with an action plan to help ensure a high transfer of learning back in the 'real world'.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Day One
- 1 Introduction and course objectives
-
2 The role of the HR Officer- Roles and responsibilities
- Your customers
- Challenges of the role
3 Core skills of an effective HR Officer- Communication skills
- Assertiveness
- Influencing and negotiation skills
- Managing conflict in the workplace
- Coaching and counselling skills
- Management of self and time
- Effective management of meetings
4 Identifying your strengths and weaknesses- Self assessment diagnostic
5 Communication- The process of communication
- Barriers to effective communication
- Verbal and non verbal communication
- Communication skills
- Building rapport
- Effective questioning skills
- Effective listening skills
- Getting and giving feedback
6 Assertiveness - Beliefs and behaviour
- The self fulfilling prophecy
- Advantages of behaving assertively
- Your rights to assertiveness
- The four behaviour types – Video
- Strategies for change
7 Influencing skills- Influencing and negotiation
- Influencing styles and your preferred style (pre-course questionnaire)
- Planning your approach
- 'Real plays' and scenarios
8 Review and close of Day One
Day Two
- 9 Managing Conflict
- Conflict: good or bad?
- Types of conflict
- You and your role
- Four key strategies to resolve conflict
10 Coaching and counselling- Coaching v counselling
- Your role, the role of others
- Key skills of an effective coach
- Key skills of an effective counsellor
- A structured approach to coaching
11 Management of self and time
- Understanding how well you use your time
- Identifying your key result areas
- Prioritising your activities
- Planning and scheduling your work
- Eliminating time wasters
- Top tips on time management
12 Effective management of meetings- Preparing for the meeting
- Facilitating the meeting
- Managing the follow up
- A checklist on meeting skills
13 Handling difficult situations and behaviours - Practical exercises using the skills developed on this programme on real issues and scenarios.
14 Conclusion- Workshop review/discussion
- Action planning
- Close
© Eureka HR Solutions and speaker
Overview
This one-day workshop looks at discrimination at work and the potential legal liability of your organisation. Discrimination cases make headline news and can prove costly in both awards and bad publicity. Discrimination can occur during recruitment, in the treatment of an employee at work, in dismissal and even in the provision of references, once the employment has ended. The workshop explains how discrimination can arise and the steps that employers can take to protect themselves.
Training objectives
This workshop will help participants:
- Understand the obligations of your organisation under UK discrimination law
- Recognise how discrimination law impacts all stages of the employment relationship
- Be able to prevent and avoid unlawful discrimination avoiding the common pitfalls
Audience
The workshop is ideal for HR practitioners, personnel officers, managers and directors who have responsibility for HR. It is also useful for those with responsibility for equal opportunities policies.
Format
Participants in this practical one-day workshop are encouraged to take a pro-active approach, using small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We strongly recommend that your organisation’s policies and procedures are incorporated into the workshop, to help ensure that participants fully appreciate the relevance of what is being taught.
- 1 Introduction and course objectives
-
2 Introduction to the UK employment legal system- Statutory employment rights
- Common law rights
- Unfair dismissal
- Constructive dismissal
- Wrongful dismissal
- Employment Tribunals
- Remedies and compensation
3 Discrimination law- Sex and race discrimination
- Sex Discrimination Act
- Race Relations Act
- Scope of protection
- Direct discrimination
- Indirect discrimination
- Victimisation
- Harassment
- Genuine Occupational Qualifications and Requirements
- Post termination discrimination
- The comparative test
- Your liability
- Burden of proof
- Case law – discrimination in practice
- 4 Disability discrimination
- Disability Discrimination Act
- Scope of protection
- Direct discrimination
- Victimisation
- Reasonable adjustments
- Exclusions
- Your liability
- Burden of proof
- Future developments
- Case law – discrimination in practice
5 New fields of discrimination- Employment Equality Religion or Belief Regulations
- Employment Equality Sexual Orientation Regulations
- Age Discrimination Regulations
6 Discrimination in recruitment - Positive discrimination verses positive action
- Advertising
- Job descriptions and person specifications
- Genuine Occupational Requirements and Qualifications
- Case law – discrimination in practice
- 7 Equal pay
- Equal Pay Act
- The new questionnaire procedure
- Cross company comparisons
8 Policies and procedures - How to prevent and handle complaints
- Essential policies and procedures
- Incorporating relevant changes
- Communication, training and review
9 Conclusion - Workshop review/discussion
- Employment law surgery – an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
An essential workshop for managers and leaders on how to deal with delicate issues in the workplace, sensitively and effectively yet in full compliance with employment law.
Personality clashes, poor appearance, bullying, harassment, stress and even alcohol or drug abuse are just some of the issues that managers in any organisation may have to face in the course of their work. This workshop shows how to deal with these private and potentially difficult situations in an appropriate and lawful manner. The programme will spell out the key employment law issues and will provide practical guidance on how to deal with these situations in a constructive manner whilst protecting the interests of the organisation and the dignity of those involved.
Training objectives
This workshop will give participants:
- An understanding of the legal requirements relating to sensitive issues at work
- Clear, practical advice and guidance on managing sensitive issues
- Strategies for handling difficult situations whilst protecting the dignity of those involved
Audience
This is a highly participative one-day workshop, designed for those at all levels who have responsibility for people and teams.
Format
This highly practical one-day workshop allows plenty of time for group discussion and will draw on current case law and pertinent case studies to facilitate learning.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We strongly recommend that your organisation’s policies and procedures are incorporated into the workshop, to help ensure that participants fully appreciate the relevance of what is being taught.
- 1 Introduction and course objectives
-
2 Managing sensitive issues- What makes an issue sensitive?
- Skills for dealing with sensitive issues effectively
3 The legal background- Statutory employment rights
- Common law rights
- Unfair dismissal
- Constructive dismissal
- Wrongful dismissal
- Employment Tribunals
Remedies and compensation
- 4 Disability discrimination
- Disability Discrimination Act
- Scope of protection
- Direct discrimination
- Victimisation
- Reasonable adjustments
- Exclusions
- Your liability
- Burden of proof
- Future developments
- Case law – discrimination in practice
5 New fields of discrimination- Employment Equality Religion or Belief Regulations
- Employment Equality Sexual Orientation Regulations
- Age Discrimination Regulations
6 Discrimination in recruitment - Positive discrimination verses positive action
- Advertising
- Job descriptions and person specifications
- Genuine Occupational Requirements and Qualifications
- Case law – discrimination in practice
- 7 Equal pay
- Equal Pay Act
- The new questionnaire procedure
- Cross company comparisons
8 Policies and procedures - How to prevent and handle complaints
- Essential policies and procedures
- Incorporating relevant changes
- Communication, training and review
9 Conclusion - Workshop review/discussion
- Employment law surgery – an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
A raft of complex new legislation, means that employers are even more vulnerable to discrimination claims. They must be able to demonstrate they are keeping pace with legislation, that their policies are communicated and that diversity is actively promoted.
We also know that managing an increasingly diverse workforce effectively is directly connected to employee satisfaction and increased productivity. A survey last year of 140 of the UK's top companies revealed that four out of five of them believed that successful equality and diversity policies deliver significant business benefits, including improved recruitment and retention, a better understanding of markets and an enhanced reputation.
For diversity to be really effective, it has to be more than a few add on policies owned by HR. It needs to be fully integrated into the heart of an organisation so that it becomes part of an organisation's culture - its values, style, documents, recruiting, selecting, performance and rewards etc.
HR will play a key role in this integration process and this seminar is designed to help you build your diversity change strategy.
Workshop objectives
This workshop will help participants:
- Demonstrate an understanding of the key legislation relating to equal opportunities
- Understand the business benefits of equal opportunities and diversity
- Understand the rights and responsibilities (both individual and organisational) given by Equal Opportunity Legislation
- Know what they must and must not do to comply with the law
- Know how to create a climate of equality in the workplace
- Gain some specific ideas that they can apply immediately to create more equality of opportunities in the workplace
- Understand where the broader issue of diversity fits with equal opportunities
- Understand how to implement and manage a diversity programme
Audience
Managers, directors and HR professionals at all levels in the organisation would benefit from attending this training.
Format
The programme provides an overview of key anti-discrimination legislation and relevant terms are presented. Intense small and large group discussions and up-to-date case law, engage participants in a thoroughly active way.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Introduction to equal opportunities and diversity- What does it all mean?
- The business benefits of equal opportunities
- Defining equal opportunities for your organisation
- Understanding the rights and responsibilities
3 Essentials of Equal Opportunities Legislation- Sex Discrimination Act
- Race Relations Act
- Disability Discrimination Act
- Employment Equality (Religion or Belief)
- Employment Equality (Sexual Orientation)
- Age Discrimination Regulations
- Burden of proof
- Liability and compensation
- Victimisation
4 Unacceptable actions- Direct discrimination
- Indirect discrimination
- Bullying and harassment
- How to prevent and handle complaints
5 How to manage and introduce a diversity programme- Getting started
- Communicating your key messages and instilling good behaviour
- Undertaking a diversity audit
- Writing your policy document
- Setting the diversity change agenda
- Linking diversity efforts to business strategy
- Building the diversity change strategy
- Monitoring and measuring success
6 Equal opportunity monitoring
- 7 Bodies providing advice and guidance
- Commission for Racial Equality
- Equal Opportunities Commission
- Disability Rights Commission
8 Conclusion - Workshop review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
The aim of this two-day workshop is to provide a practical update of the legalities and core skills required for the role of harassment advisor.
Workshop objectives
This workshop will help participants:
- Understand the steps necessary to avoid and prevent unlawful discrimination at work
- Identify the key legal principles which are needed to provide advice and guidance
- Use key counselling skills with confidence
- Structure a conversation within a counselling framework
- Manage expectations and make a contract
- Handle strong feelings calmly
- Assist others with planning and taking action
- Handle referrals appropriately
- Appreciate the limits and boundaries of the role of harassment advisors
Audience
- Anyone who is expected to provide counselling in the context of a harassment advisor
- Managers and HR professionals would also benefit from attending this workshop
Format
Participants in this practical two-day workshop are encouraged to take a pro-active approach, using small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We strongly recommend that your organisation’s policies and procedures are incorporated into the workshop, to help ensure that participants fully appreciate the internal support and relevant policies and procedures which are designed to support employees.
Day One
- 1 Introductions, aims and objectives
-
2 Role of the harassment advisor
3 Introduction to the UK employment legal system- Statutory employment rights
- Common law rights
- Unfair dismissal
- Constructive dismissal
- Wrongful dismissal
- Employment Tribunals
- Remedies and compensation
- 4 Equal opportunity legislation update
- Sex discrimination
- Race discrimination
- Religion or belief discrimination
- Sexual orientation discrimination
- Disability discrimination
- Age discrimination
- Burden of proof
- Liability
5 Unlawful discrimination- Direct discrimination
- Indirect discrimination
- Victimisation
- Bullying and harassment
- How to prevent and handle complaints
- Case study review
6 Counselling support in the context of harassment- A four stage framework
- Aims and outcomes of counselling
- Core counselling values
- 7 Key counselling skills which ‘drive’ the framework
- Active listening
- Reflecting content and feelings
- Questioning openly and sensitively
- Summarising
8 Structuring a discussion - Managing expectations
- Beginnings and endings
9 Preparation for Day Two skills practice
Day Two
- 10 Counselling skills practice
- Delegates will work in small groups practicing key skills which drive the framework
11 Finding a way forward- What to do when conversations become ‘stuck’, ‘circular’ or ‘overheated’
- Developing confidence
12 Handling strong feelings
- Coping with anger
- Managing anxiety
13 Responding to difficult questions
14 A framework for a confidential discussion- Stage 1 – telling the story
- Stage 2 – moving forward
- Stage 3 – deciding what to do
- Stage 4 – doing it!
15 Assisting the ‘alleged’ harasser
16 Referral- Issues in referral
- How, when and where
17 Counselling practice- Delegates work in small groups to practice putting the skills and framework
together
18 Conclusion- Workshop review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This course - which is constantly being updated and revised – covers the latest developments in employment law, from recent and proposed legislation to important decisions in the EAT, Court of Appeal and House of Lords.
Training objectives
This course will help participants:
- Be fully up-to-date with the latest developments in employment law
- Understand how recent changes to the law will impact on their organisation
- Be able to update the policies and practices of their organisation to take account of current developments
- Be aware of likely future developments
Audience
- HR professionals at all levels
- Senior managers with an interest in employment law
- Lawyers, advisers and consultants who deal with employment law matters
Format
Detailed PowerPoint presentations guide you through the legal principles, with debate and discussion encouraged throughout.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Status of agency workers- Court of Appeal ruling on employment status
- What can employers do to control their liability?
3 Dispute Resolution Procedures- Review of the procedures in operation – one year on
- First cases on the meaning of ‘raising a grievance’
- Implications of the case law for employers managing grievances
- Managing difficult issues
4 Unfair dismissal and redundancy- Latest cases on unfair dismissal
- Compensation for unfair dismissal
- Collective redundancies and the duty to consult
5 The 2006 TUPE Regulations- Outline of the new regulations
- Changes in service provider
- Changing terms and conditions
- Employee liability information
- Information and consultation requirements
6 Discrimination update- Amendments to the Sex Discrimination Act
- Changes to the definition of religion or belief
- Meaning of ‘on racial grounds’
- Settling disputes and victimisation
- Equal Pay – the latest cases
- Disability Discrimination and the duty to make reasonable adjustments
- Proposed changes to family-based rights
7 Age Discrimination- Outline of the new regulations
- Direct and indirect discrimination
- The test of justification
- Benefits based on length of service
- Retirement
8 Conclusion- Course review/discussion
- Employment law surgery –
an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
UK employers operate in an increasingly competitive environment in which flexibility is key to meeting customer demands. At the same time, employees want to be in a position to balance work with their other interests. Research shows that employees are more productive if they are able to balance their work and personal lives effectively, thereby facilitating enhanced delivery of organisational objectives.
There is no denying that technology gives us the freedom to work differently but it’s more than this that we need to do to enable us to reap the real benefits from flexible working. It’s about changing attitudes and the business culture in your organisation.
Developing a work-life strategy for your organisation is about creating a win-win. This course will show how flexible working methods can deliver real benefits for the people in your organisation and positively impact the bottom line. Adopting a partnership approach, with responsibility on all sides, is the best way to make it work. This programme has been developed to help you manage this partnership.
Training objectives
This workshop will:
- Give detailed guidance on the procedural requirements under the Flexible Working Regulations 2002
- Outline effective practices to promote work-life balance that will benefit the organisation and its employees
- Heighten awareness and benefits of taking joint responsibility with employees to promote work-life practices
- Suggest appropriate policies and practical solutions that meet the specific needs of the organisation and its employees
- Reinforce positive and active attitude towards change
- Help give you the tools to train managers in helping handling work-life balance within their teams.
Audience
- HR Managers
- HR Advisors
- Business Managers
Format
This course is interactive and delegates are encouraged to contribute views and experiences whilst learning from the group and the specialist facilitator. Case studies are used to facilitate learning.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Did you know?- Facts and figures
- Life cycle and work-life balance
3 What we mean by work-life balance- Individual and organisational work-life balance
- Why introduce flexibility
- Sharing the responsibility
- Key drivers for change
- The benefits of flexible working
4 Tracking the success of those that have made it work- Based on research we examine best practice case studies and examples from large, medium and small organisations across various sectors
- Real stories from real people who talk about the personal and organisational benefits of finding a balance
5 Video- People from a variety of organisations discuss the barriers and opportunities to adopting new ways of working. The video stimulates debate by dramatising some central work-life dilemmas.
6 The legal dimension- Government commitment to work-life balance
- The Work and Parents taskforce
- Working Time Regulation
- Maternity leave
- Paternity leave
- Time off for dependants
- Parental leave
- Part-time working (Prevention of Less Favourable Treatment)
- Fixed term employees (Prevention of Less Favourable Treatment)
- Disability Discrimination Act 1995
7 Types of flexible working- Home working
- Teleworking
- Overtime
- Flexitime
- Term-time working
- Compressed working week
- Voluntary reduced work time (V-time)
- Job sharing
- Annualised hours
- Employment/career breaks
- Sabbaticals
8 How to introduce flexibility- Building your business case
- Beyond lip service
- Elements of a work-life initiative
- Ways to sell work-life benefits to senior managers
- Your checklist for getting it right
- Strategies for effective change
- Framework for action
9 A strategy for introducing a work-life policy- Stage 1 – Why are we doing this?
- Stage 2 – Where are we now?
- Stage 3 – What are our aims and benchmarks?
- Stage 4 – Who owns this and where is the commitment?
- Stage 5 – What can we put into practice?
- Stage 6 – When and how are we going to do this?
- Stage 7 – How will we monitor and review?
10 A strategy for introducing a work-life policy- Into the future
- 11 Conclusion
- Course review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This one-day session promotes a culture which encourages different groups to work together without prejudice or stereotyping. The programme aims to give all employees an understanding of the key issues and individual responsibilities in promoting a positive approach to equal opportunities and diversity in the workplace.
It also highlights the legal dimension of equal opportunities and diversity at work and raises awareness of the importance of best practice.
Workshop objectives
This course will help participants:
- Demonstrate an understanding of the key legislation relating to equal opportunities and diversity
- Understand the business benefits of equal opportunities and diversity
- Understand the rights and responsibilities (both individual and organisational) given by Equal Opportunity Legislation
- Know what they must and must not do to comply with the law
- Know how to create a climate of equality in the workplace
- Gain some specific ideas that they can apply immediately to create more equality of opportunities in the workplace
- Understand more clearly the value of having an Equal Opportunities and Diversity Policy
- Understand where the broader issue of diversity fits with equal opportunities
Audience
Employees at all levels would benefit from attending this programme.
Format
The programme provides an overview of key anti-discrimination legislation and relevant terms are presented. Heightened awareness regarding equal opportunity issues involves learning in a safe but provocative setting where intense small and large group discussions and up-to-date case law, engage participants in a thoroughly active way.
Delegates will be provided with a pre-course quiz that requires them to do some investigation into the company Equal Opportunities and Diversity Policy. It is designed to generate an interest in the seminar and the answers are referred to and explored in more detail throughout the day.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Introduction to equal opportunities and diversity- What does it all mean?
- The business benefits of equal opportunities
- Understanding the rights and responsibilities
3 Essentials of Equal Opportunities Legislation- Sex Discrimination Act
- Race Relations Act
- Disability Discrimination Act
- Employment Equality (Religion or Belief)
- Employment Equality (Sexual Orientation)
- Age Discrimination Regulations
- Burden of proof
- Liability and compensation
4 Unacceptable actions- Direct discrimination
- Indirect discrimination
- Bullying and harassment
- Victimisation
- In tray exercise
5 What happens if you get it wrong- Review of real case study examples
6 Available processes to challenge inequality or discrimination- Identifying support available
- Internal policies and procedures
7 Conclusion- Course review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
As HR departments take on an increasingly strategic role and devolve more responsibilities to line managers, it is vital that those line managers are supported by having a practical understanding of the UK’s ever-changing and increasingly complex employment laws. This two-day programme helps managers become familiar with the legislative framework affecting the workplace and emphasises when it is necessary to call upon the support of the HR specialists. This comprehensive two-day workshop will increase delegates understanding and awareness of UK Employment law and demonstrate how to apply this, through the use of best practice, in their role as line managers.
Workshop objectives
This workshop will help participants:
- Understand the HR responsibilities of a line manager
- Appreciate the legal background to employment
- Understand how to manage the relationship with agency workers, contractors and self employed
- Use a robust legal framework for handling employment issues
- Avoid and defend cases of unlawful discrimination
- Make an appropriate selection at interview while remaining within the law
- Handle disciplinary and grievance matters
- Manage short and long term absence lawfully
- Understand statutory requirements for family friendly policies
- Adopt appropriate strategies for managing poor performance
- Manage employee records in line with the Data Protection Act
Audience
This programme is ideal for line managers who have had little or no formal training in employment law, although it has also benefited many managers who were in need of a ‘refresher’ on the subject.
HR advisors can also benefit significantly from attending this course.
Format
Participants in this practical two-day workshop are encouraged to take a pro-active approach, using small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We strongly recommend that your organisation’s policies and procedures are incorporated into the workshop, to help ensure that participants fully appreciate the relevance of what is being taught.
Day One
- 1 Introduction and course objectives
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2 What HR responsibilities does a line manager have?- The impact on the line manager of the changing role of HR
- HR responsibilities of the line manager
3 Introduction to the UK employment legal system- Statutory employment rights
- Common law rights
- Unfair dismissal
- Constructive dismissal
- Wrongful dismissal
- Employment Tribunals
- Remedies and compensation
4 Defining employment status- Employee
- Fixed term contractor
- Agency worker
- Self employed
- Managing agency workers, contractors and self employed
- How status is determined by Employment Tribunals
5 Discrimination law- Sex and sexual orientation discrimination
- Race and religious discrimination
- Disability discrimination
- Age discrimination
- Direct discrimination
- Indirect discrimination
- Victimisation
- Bullying and harassment
- How to prevent and handle complaints
- Practical exercise
6 Discrimination and recruitment - Ensuring equal opportunity
- Using selection criteria
- Avoiding direct and indirect discrimination
- Questions to avoid
- Note taking
- Referencing
7 Managing attendance- Managing long-term absence
- Managing short-term absence
- Managing the malingerer
- Essential paperwork
- Medical certificates
- Return to work interview
- Video-based exercise
Day Two
- 8 Managing performance
- Legal background to performance management
- Identifying poor performance
- Setting targets and measures
- Giving feedback
- Informal action
- Formal action
- Dismissal for poor performance
- Follow up and record keeping
9 Discipline- A fair disciplinary procedure
- Understanding the requirements of the legislation
- Dealing with conduct and capability
- Employees’ rights
- Case study review
10 Grievance
- A fair grievance procedure
- Understanding the requirements of the legislation
- Informal action
- Formal action
- Employees’ rights
11 Family-friendly rights- Managing requests for:
- Flexible working
- Maternity leave
- Paternity leave
- Parental leave
- Adoption leave
- Time off for dependants
12 Data protection and record-keeping - Principles of data protection
- Employees’ rights of access
- Penalties for breaching the Act
13 Conclusion- Workshop review/discussion
- Employment law surgery – an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
This course deals with an employer’s obligations under the Transfer of Undertakings Regulations 2006. It looks at when TUPE applies, who is affected by a transfer and how TUPE operates on individual contracts of employment. We also examine the law on transfer related dismissals, information and consultation rights and the circumstances in which terms and conditions of employment can be changed for a reason connected with a transfer.
Training objectives
This course will help participants:
- Understand the concept of a ‘relevant transfer’
- Be able to identify which employees in an undertaking will be transferred
- Understand the effect of TUPE on contracts of employment
- Know how to manage restructuring or change following a relevant transfer
- Appreciate the special rules applying to staff transfers in the public sector
- To run an effective information and consultation process in relation to a transfer
Audience
- HR professionals or senior managers who may be involved in either side of a TUPE transfer
- Employment lawyers, advisers and consultants who may need to advise on TUPE situations
Format
Detailed PowerPoint presentations guide you through the legal principles, with debate and discussion encouraged throughout. Practical case studies drawn from real life examples illustrate how the law can work in practice.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
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2 Background to TUPE- The common law position
- The Acquired Rights Directive and TUPE version 1
- Revisions to the Directive
- The growth of the service contract
- Government policy and the two-tier workforce
- TUPE Version 2 - the 2006 Regulations
3 A relevant transfer- Transfer of an economic entity which retains its identity
- Business sales and share transfers
- Transfers of leases and franchises
- Changes in service provision
- Cross-border transfers
4 Who transfers?- Employees ‘assigned’ to the undertaking
- What if the employee objects?
- Transfers and secondments
- What if the employee has more than one role?
- Effect of dismissal prior to transfer
5 What transfers- Terms and conditions of employment
- Pension entitlement
- Non-contractual liabilities
6 After the transfer- Dismissals connected with a transfer
- Special rules on constructive dismissal
- Economic, technical or organisational reasons for dismissal
- Changing terms and conditions
7 Public sector transfers- The TUPE presumption
- Terms and conditions for new employees following a transfer
8 Information and consultation- Informing the transferee of ‘employee liability information’
- The duty to inform and consult employee representatives
- Remedies for non-compliance
9 Conclusion- Course review/discussion
- Employment law surgery – an opportunity for you to ask our tutor advice on any of your TUPE issues
- Close
© Eureka HR Solutions and speaker
