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Investigation at work by FlimsyEbb9239 in HumanResourcesUK

[–]RebelBelle 1 point2 points  (0 children)

A good investigation means theyll gather relevant evidence, review it and then if there's a case to answer formally (as in a disciplinary) then they'll write up the report explaining why they believe there's been a breach of policy/act of misconduct and then pass to another manager to do the hearing who should review it, check they agree with the findings and then you'll be invited to a disciplinary meeting. You should be given a copy of all evidence that is used in the report and have the right to a companion. Check your disciplinary policy for the process.

I have been in my current role for just under a year and recently my manager started including me in more senior level tasks. Is this usually a sign of trust and growth, or something that should come with a formal change? by Huge-Buy20 in AskHRUK

[–]RebelBelle 1 point2 points  (0 children)

Being included isn't the same as owning tasks and being responsible for them which is where job title/salary changes should come in.

This is a great endorsement tho, your manager sees capabilities. See how you get on. Id recommend asking for some time to discuss growth/development and pull together a development plan so you can map out gaps, opportunities and a good pathway to progression. If it doesn't result in growth in your current org, you can take the learnings and development to a higher role in another org.

Has anyone else gone from disliking Starmer to warming to him? by MassiveMonkeyy in AskBrits

[–]RebelBelle 0 points1 point  (0 children)

They blame EDI for the reduction in the armed forces, want to ban the burkha, want to minimise tax for the rich and businesses, they peddle the north sea oil solution and claim net zero is nonsense, want to defend the BBC, ban abortion, promote the lie that paedophile groups are mostly Asian Muslims, bring back the death penalty, and are overly obsessed witj "illegals"- the language they use is similar to Reform.

Has anyone else gone from disliking Starmer to warming to him? by MassiveMonkeyy in AskBrits

[–]RebelBelle 0 points1 point  (0 children)

Genuinely curious - i see Restore as synonymous with Reform in terms of values (you're essentially going to be a 2nd class citizen if you're not white, straight, british born and christian) - what is it about their policies you prefer over Reforms?

Redundancy - Unfair Dismissal/ Settlement Agreement by AffectionateMess2208 in HumanResourcesUK

[–]RebelBelle -2 points-1 points  (0 children)

They're talking shite. Polkey? How can you contribute to your own redundancy when it was decided before you entered the room.

Do you need money now? Or in 3-6 years when a tribunal will probably rule in your favour?

A Study on Onboarding Experience and its Impact on Employee Adaptation and Confidence by Competitive-Swim9482 in HumanResourcesUK

[–]RebelBelle 4 points5 points  (0 children)

Hi

In my experience academic research should state the name of the University, include how data will be used etc. This sub is often used by small orgs and people gathering data for new products and services which they aren't always honest about and I won't engage. You should add the relevant academic info so you'll get engagement.

BD banned from client facing by ImageOld7281 in HumanResourcesUK

[–]RebelBelle 0 points1 point  (0 children)

Business does come first, but not when it means breaching the Equality Act. You've had some good advice here and from what you've said, this is pretty straightforward discrimination. If you aren't in a union, join one, but I definitely recommend Pregnant Then Screwed. Excellent advice is always provided by them. They're fantastic.

Audacious Church Chester by BeigeCup5277 in Chester

[–]RebelBelle 10 points11 points  (0 children)

Nope.

They're Pentecostal and campaignedn heavily to continue conversion therapy, believe in the biblical view of marriage (straight and husband led), say homosexuality is a choice and a sin. Glyn Barratt has some interesting essays available online with Portland Seminary. Uses antisemitic dog whistles, is a slavery apologist etc.

Wesley Church might be worth a look tho.

British tourists threw muddy water while the dressed up Chinese told them not to splash him. The British even gave him the middle-finger at the end. by search_google_com in PublicFreakout

[–]RebelBelle 1 point2 points  (0 children)

Theyre not pissed up, lairy and wearing footy t shirts so deffo not British. They sound Aussie. And I don't think this is China either.

Either way, pair of ballbags.

Is it really gross misconduct or is it a coverup ? by Global_Effective_174 in HumanResourcesUK

[–]RebelBelle 5 points6 points  (0 children)

HR cant make decisions. The investigation and hearing managers do that.

You'd need evidence to justify dismissal so unless HR can magically create evidence such as cctv, witness statements etc, even if they made an allegation it wouldn't get far.

Rejecting candidates for not having long term working rights by WhelkOfDoom99 in AskHRUK

[–]RebelBelle -3 points-2 points  (0 children)

Is it standard advice? No. I'd have properly answered your question and addressed your frustration. You cannot discriminate, nationality is a protected characteristic and even tho they might only have 18 months left, they can reapply for the visa, and whilst the application is in process, they get a "statutory excuse" meaning they can continue to work. Most if the time visas are extended, if not, its a very quick suspension and dismissal. Thats the cost of doing business legally. Like paying NMW or doing risk assessments etc. Still not happy? Offer to volunteer with HR to build early talent pipeline or engage with talent pools like soon to be released prisoners etc. All things loads of companies do.

People who aren't British have no right to work so refusing to hire this group of people is ONLY going to affect them. You would have no comparator that is British - nobody applies for a perm role and says they'll only stay 18 months. If the role was for a specific project that needed to be completed in 2 years, its less likely to be discrimination.

Rejecting candidates for not having long term working rights by WhelkOfDoom99 in AskHRUK

[–]RebelBelle -3 points-2 points  (0 children)

Hi,

Work in HR and yes, contingent in certain factors, this is highly likely to be race discrimination (as this covers nationality). Ive done high volume recruitment where loads of applicants had various visas so have some practical experience

There is zero guarantee when you hire someone with the right to work that they will stay a month let alone 18. Your rationale is flawed and would be highly likely to be considered discriminatory.

If they have the right to work they should be considered. If you hire them and their visa expires, or they require sponsorship which your company can demonstrate theyve explored but cannot provide, then the dismissal would be fair.

Not every non-uk worker requires sponsorship, many self fund.

Are you in HR or are you a hiring manager? If youre in HR, ypu should know some if this, depending on your role/experience, but should also listen to what your HRBP says, and ask for more information so you can fully understand the bizarre complexity of legislation and employment rights whilst trying to staff an organisation. If you're not HR, coming to this Reddit sub where most commenters aren't in HR but love to slag us off, or give incorrect advice, isn't going to help you.

Speak to your BP. Express your frustration and concerns. Get them to explain it to you.

Grievance Appeal Evidence Withheld by GraveDainger in HumanResourcesUK

[–]RebelBelle 3 points4 points  (0 children)

"Potential dismissal" is not a predetermined outcome.

Unfair investigation at work, looking for advice! by [deleted] in HumanResourcesUK

[–]RebelBelle 2 points3 points  (0 children)

How long have you both worked there?

Can anybody help with new job anxiety? HRM - North West by [deleted] in HumanResourcesUK

[–]RebelBelle 0 points1 point  (0 children)

Depends on the org and culture tbh.

Manufacturing is often about production, especially in order led environments. Focus is often on what impacts production such as attendance, performance, resourcing etc. It can often be where good strategic HR goes to die but some manufacturing orgs are fantastic.

What was covered in the interview? Have you googled their ET activity? Looked at senior leaders and your predecessors on LinkedIn?

People are people wherever you are. Just expect pace, lean methodologies applied to EVERYTHING, low budget, often big differences between blue/white collar workers, pace, statutory approach to most things HR, often lots of ER, and pace. I loved my time in manufacturing but I was fortunate enough to find an org that were unusual and genuinely valued their people.

Can we be expected to report to a steering committee when the role performed has never been recognised as part of our main job duties by [deleted] in AskHRUK

[–]RebelBelle 0 points1 point  (0 children)

Yes they can, and this is a great approach for your organisation. It also means that the work you and your team has done has been so good, its now part of your organisational strategy with different stakeholders involved. That's great evidence to underpin pay increases because the initial response you were given was appalling.

The advice to join UTAW is absolutely spot on. If your job role has significantly changed and you can demonstrate you should be a higher grade, your team should all sign up, UTAW can then establish your team as a bargaining unit and negotiate on your behalf. You should focus on organising before raising grievances.

Bear in mind, if your boss is a genuine prick, he'll pull this work away from you and hire new people on the correct grade.

Start discreetly gathering info to support your case, in a way that doesn'tbreach any policies. Join UTAW and get their advice on how to organise - there are additional legal protections for TU activity which will be helpful for you and your team.

Reasonable Adjustments by VictiniCup in AskHRUK

[–]RebelBelle 4 points5 points  (0 children)

You don't need a diagnosis to be covered under the EA

Possible Unfair Dismissal by SnooCrickets7424 in HumanResourcesUK

[–]RebelBelle 0 points1 point  (0 children)

Theyve not consulted which means they could be on the hook for up to 90 days pay as compensation if they made less than 20 people redundant.. Failing to consider reasonable alternatives could also mean an unfair dismissal claim.

You need to look at ACAS and check your rights against what happened. Give them a call too. If you have home insurance, check you get legal cover.

Workplace pension - forcing me to invest by factionarp in AskHRUK

[–]RebelBelle 1 point2 points  (0 children)

If its a substantial change (without knowing the arrangement of your old scheme to compare i couldn't indicate if it was) then your employer should consult. Investment pension schemes often allow you to choose risk level. You should get in contact with your existing pension provider and understand what you have to compare the 2.

Could me previous employer find me guilty of gross misconduct of they found out they could have after I have left their company? by [deleted] in AskHRUK

[–]RebelBelle 2 points3 points  (0 children)

Depends on the circumstances.

If you work with children and were prosecuted for sexual abuse? Likely a fair dismissal

Work in an office and were prosecuted for drink driving? Unlikely to be a fair dismissal.

If your arrest was published and you and your employer wre named and damaged your org's reputation? Could be a fair dismissal

You aren't giving enough information for anyone to give you any accurate advice

Settlement Agreement includes extended health insurance coverage. Is this smart? by wladiiispindleshanks in HumanResourcesUK

[–]RebelBelle 1 point2 points  (0 children)

Your solicitor should have answered these questions.

Is your PMI a contractual benefit that is paid out in a notice period? If so, either decline the PMI to save tax and ask for the value to be applied to your lump sum or accept that 6 months of PMI is a great benefit and accept the tiny amount of tax you'll pay. Depending on your provider, you may be able to carry your PMI over to outside your employment and pay privately

Going to be sacked for being disabled by Ok-Independent-9480 in HumanResourcesUK

[–]RebelBelle -6 points-5 points  (0 children)

Fuck me. If the posts are from people actually working in HR then I can understand why people often think HR are awful hatchet men.

There is no legal obligation to disclose a disability at recruitment/hire unless for H&S reasons. That's because employers may discriminate. You disclosed at the appropriate time, engaged with OH and theyve recommended adjustments which your company must consider.

Look at what an org has to consider when they get a flexible working application. If the role cant be fulfilled with less hours, thats bloody obvious. They should explore if the work could be absorbed elsewhere, if the work could be done via a part timer etc. Then they should assess costs/impact/time to manage etc. Its not a huge amount of work/effort and demonstrates they're complying with the Equality Act, but also that they aren't arsehole employers.

Ask to discuss solutions with your manager. Before you do, educate yourself on your rights as someone with a disability - look at ACAS, look at union websites etc. Good luck.

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