Bullies attack victims by email
One in five UK workers have experienced email bullying, with costs to employers reaching £2 billion annually in sick pay and lost productivity. The survey also found that many employees lack clear guidance on addressing workplace bullying.
Discrimination cases soar
Sexual and racial discrimination cases filed with the Employment Tribunal Service surged dramatically in 2006, with sexual discrimination claims rising to 14,250 and racial discrimination claims reaching 4,103. The Chartered Management Institute has released new guidelines to help organizations combat discrimination through diversity initiatives and management practices.
Royal Mail plans to axe final salary pension exposed
Royal Mail faces pressure to overhaul its final salary pension scheme, with leaked proposals suggesting employees work five years longer and accept reduced retirement benefits to address a £6 billion fund shortfall. The changes would close final salary schemes to new members and potentially cut some pensions by half.
Discrimination enters a new age. By Louise Druce
Nine months after new age discrimination laws took effect in the workplace, companies are already facing hundreds of claims and potential penalties. Many employers lack understanding of compliance requirements, leaving them vulnerable to costly legal action.
Forty winks are a waste of time say bosses
Most bosses dismiss workplace siestas as unproductive, with 78% viewing them negatively, despite 90% of employees believing an afternoon nap would boost their performance. Employers argue that healthy diets and hydration offer better solutions for combating afternoon productivity slumps.
Tax proposal puts future of legal help lines in doubt
A tax proposal to backdate charges on employee assistance programmes (EAPs) by up to seven years threatens to eliminate these counselling services. HR experts warn that taxing EAPs could force employers, especially smaller firms, to discontinue the valuable employee support benefits.
Top talent at full throttle. By Anthony Landale
Most employees feel they could improve performance by 30 percent or more, yet only 19 percent feel truly engaged at work. Leaders must help employees find meaning and purpose in their roles to unlock this hidden potential and drive better business results.
Can other people affect our stress levels?
While management behavior influences workplace conditions, individuals ultimately control how they respond to stress. By recognizing personal triggers and taking responsibility for reactions, employees can regain control while managers create supportive environments that foster motivation and productivity.
University launches Masters in talent management
Kingston University launched a UK-first Masters in career and talent management starting January 2008, designed for HR and L&D professionals seeking practical skills in retaining talented employees. The work-based postgraduate course combines career coaching training with workplace projects relevant to students’ employers.
E-Learning to drive human rights campaign
The National School of Government and Ministry of Justice are launching an e-learning campaign to improve human rights understanding across the civil service, following a review highlighting gaps in knowledge of the Human Rights Act among government staff.
Ask the expert: Contract staff
Experts advise on drafting temporary-to-permanent employment contracts for maternity cover positions. Key considerations include clearly stating the fixed-term nature, ensuring equal benefits and holiday entitlements to permanent staff, and maintaining confidentiality clauses beyond the contract end date.
Loyalty slips into the HR history books
HR directors report that workforce loyalty is declining, with 88% expecting future generations to be less committed to employers. However, only 20% feel they have adequate initiatives to address retention challenges, and employer brand strategies often fail to align with actual business values.
Workplace Relationship Policy
A new Equality & Diversity Manager seeks guidance on developing a workplace relationship policy to address consensual relationships between team members, looking for examples from other organizations.
Multi-million boost to health service training
The English health service will receive an additional £100 million annually over three years to improve workforce training and skills development. The investment targets healthcare staff in lower pay bands and funds apprenticeships, qualifications, and skills programs to address staffing shortages.
Government unveils ambitious plan for skills
The government has unveiled a three-year plan to help over four million adults gain new skills, aiming to make Britain’s workforce among the world’s most skilled by 2020. The initiative introduces free training in literacy and numeracy, skills accounts for benefit claimants, and a new careers service for low-skilled workers.
NHS graduate scheme scoops ‘blue ribbon’
The NHS graduate management training scheme has won the ‘Best of the Best’ award from the Association of Graduate Recruiters, plus recognition for recruitment and assessment. Judges praised the scheme for linking cultural values to recruitment competencies and its rigorous verification process involving senior managers and alumni.
Managing staff productivity during summer
Summer is a popular time for employee vacations, but it can disrupt business operations and customer service. Employers can manage this by encouraging staff to spread holidays throughout the year, hiring temporary workers, implementing flexible policies like duvet days or Summer Fridays, and maintaining adequate office resources.
Employees unclear on benefits package
Three-quarters of UK employees don’t understand their benefits package, with dental coverage, income protection, and critical illness insurance among the least understood. Poor employer communication is blamed for the gap between offered benefits and employee understanding.
HR tip: Drunk employee
When an employee arrives at work appearing drunk, document observations like slurred speech or inability to walk straight through assessments by at least two managers. Written records from multiple assessors provide sufficient evidence for disciplinary action without requiring breathalyzer tests or medical exams.
How to select high performers
Use psychometric principles and structured selection methods to identify high performers at interview. This evidence-based approach combines ability and personality assessments to overcome bias and improve hiring accuracy compared to traditional unstructured interviews.
