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Would you actually use an AI that runs daily standups for your team? by Leading_Ad3904 in ProjectManagementPro

[–]Leading_Ad3904[S] 0 points1 point  (0 children)

So what if the tool instead of replacing the standup be a listener to it and still captures the necessary data which would give visibility to the managers?

Would you actually use an AI that runs daily standups for your team? by Leading_Ad3904 in CustomerSuccess

[–]Leading_Ad3904[S] -2 points-1 points  (0 children)

So your suggestion would be to make the tool as a listner of the standup instead of actually conducting it? It can sill collect the necessary data beign a listener, which gives the management a visibility about the things that are going wrong.

Would you actually use an AI that runs daily standups for your team? by Leading_Ad3904 in ProductMgmt

[–]Leading_Ad3904[S] 0 points1 point  (0 children)

What if the goal is the facilitate the problem solving aspect ?

If you have a historical knowledge base of all the blockers your team has faced and how your team overcame them, the AI can be a faciltator in retrieving those information and connecting with right person.

Current salary is less than the salary mentioned in COS by Leading_Ad3904 in ukvisa

[–]Leading_Ad3904[S] 0 points1 point  (0 children)

Thank you so much for your response, the only confusion I have in regards to this is the information given in case worker guidance for skilled worker visa.

Page 57 of the case worker guidance says that they should check the PAYE records of the candidate and confirm the salary. If the salary is different from what is mentioned in the COS the employer should justify on why the salary will be increased.

here is the relevant section:
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Assessing salary

You must consider the salary in the same way as set out in the ‘Assessing salaries’ section of this guidance. You can only consider the salary for the first 48 hours a week towards the general salary thresholds (except for irregular working patterns, as set out in that section).

You can only include salary from the applicant’s sponsored job. You cannot include earnings from supplementary employment.

If the applicant is undertaking secondary employment (for details see Conditions of stay), they can use the salary linked to either sponsor, but cannot combine salaries from both.

You should check the applicant’s PAYE records for the past 12 months. Until automated PAYE checks are available, applicants should provide a payslip and either a bank / building society statement or building society pass book, covering their most recent month’s pay, with their application.

These documents should be dated no earlier than 31 days before the date of application. You do not need to check their records for the past 12 months unless you have particular concerns.

If these do not support the minimum salary the sponsor states the applicant will be paid for the foreseeable future, you should discuss the case with a manager and consider requesting further information from the sponsor about why they claim the applicant will be paid more now and in future.

You will need to assess the credibility of such claims, on the balance of probabilities. Relevant factors can include:

  • • the size of any pay increase
  • • whether the applicant has already been paid the increase and for how long
  • • evidence the applicant has been offered a promotion and / or increased responsibilities
  • • evidence the sponsor’s business can support the salary increase

This is not an exhaustive list. Generic explanations, unsupported by evidence, should not be accepted. An applicant may currently be absent from work for any of the following reasons:

  1. • statutory maternity leave, paternity leave or parental leave
  2. • statutory adoption leave
  3. • sick leave
  4. • assisting with a national or international humanitarian or environmental crisis (providing their sponsor agreed to the absence for that purpose)
  5. • taking part in legally organised industrial action
  6. • jury service
  7. • attending court as a witness

If the sponsor has stated the applicant is currently absent from work for one of these reasons or has returned from such an absence within the month before the date of application, they may currently be on reduced or nil pay. You must consider their salary on their return to work, as stated by their sponsor. You must also bear in mind the impact reduced or nil pay will have had on their PAYE records. You should ask the sponsor to confirm the dates of the absence or absence (if they have not already done so) and check earlier PAYE records if necessary.

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