PinkCube HR Consultancy

🤷🏻♀️Guess what? If you respect your employees you won’t face a £43k tribunal loss!! 👩🏼💼A waitress has won a tribunal case which heard how her boss sexually harassed her over the month she was employed. 👔 On her first shift he took her into his office and adjusted her tie and collar. 📱He insisted on putting the radio used by staff on her himself requiring her to unbutton her top, despite the employee staying twice she could do this herself. He also put the radio in her back pocket, causing him to touch her bum. 🚗 He asked her if she wanted a lift home after every shift but did not ask other employees the same. 💷 He gave her £20 in addition to her wages, saying this was for doing “a good job” but that it was a secret and she was not to tell anyone. 🫱On every shift he would adjust her apron or collar, something he would not do with other employees. 😉He would wink at her every time he walked past. 👂The boss took the employee into his office and told her he had heard everything she had said about his behaviour to other employees through the security system. ❌After this, her hours dwindled to zero and he then blocked her number. 👨⚖️The tribunal found the conduct was “clearly unwanted” and was either related to the employees sex or was of a sexual nature. The boss did not respond to tribunal claims or give evidence. The tribunal said that without any explanation for the dismissal, the tribunal inferred that she was dismissed because she had spoken about the harassment. ‼️This case demonstrates the serious consequences which employers can face for such inappropriate behaviour. ➡️The reality is simple. Treat your staff with respect and make sure everyone in the workplace is doing the same! #respect #workplaceharassment #harassment #sexualharassment #employmentlaw #employers #hrconsulting #hrconsultant #hrmanagement #employee #business #employeerights #smallbusiness #businessowner -

👋 Hello. 🙋🏻♀️ I’m Claire and I founded PinkCube with one aim - to provide simple, no nonsense & cost effective HR support to businesses of all sizes. 🏴󠁧󠁢󠁳󠁣󠁴󠁿 🏴󠁧󠁢󠁥󠁮󠁧󠁿 I am originally from Scotland, now living in York. I have over 15 years of corporate HR experience in the Hospitality industry and have also worked in small businesses and new openings. ⭐️ HR is not a luxury. It is an essential part of any business. Take care of your people, and they’ll take care of your business. 🤝 I work with my clients to make their lives easier. To keep them out of court. And to make sure their people are happy, engaged and performing. ➡️ Most small to medium sized businesses don’t need a full time HR Manager, nor do they need to consult an expensive Employment lawyer with every query. 📌 Choosing PinkCube to look after your HR means you get reliable, friendly, current HR support when you need it. You only pay for the specific work or projects we do for you. No hidden costs. ➕ Did you know - we can also offer temporary HR cover for your business during periods of maternity/paternity, long term absence, recruitment or restructure. 📞 Get in touch for a free 30 minute consultation and we can chat about how I can support you. #hrconsultant #smallbusiness #smallbusinessowner #smallbusinesssupport #employmentlaw #hr #business #businessowner #businesscoach #businesadvice #hr #hrteam #peoplemanagement #york #femalebusinessowner #startup #startuplife #client #advice #businesshelp #smallbusinessowner #smallbusinesssupport #smallbusiness

Come and join us! https://lnkd.in/e-T23gFJ Isla Milne Adam Hewitt #hiring

Are you a qualified, passionate PT looking to join a team where growth and customer service is key and you get to work with and learn from incredible talents such as Calum Sharma and Adam Hewitt? This is one not to miss out on! ⬇️⬇️⬇️

🍏A tribunal has ruled that tech giant Apple unfairly dismissed an employee who took 2 photos of a female colleague. 📱The employee sent the photos to a group chat with 3 other colleagues, one of whom reported him to a manager. ❌An internal investigation found him guilty to sexual harassment and he was later dismissed. The judge ruled that this was not a reasonable response from Apple. 📸The employee had taken a photo of the food counter in the employee canteen, behind the counter a female employee was visible. 📲He sent it to the group chat with a message that said “Mate, you’re welcome” alluding to the fact that one of the other members of the group had a crush on the pictured female. His colleague responded to the photos with “Look at bae there . . . so cute working her ass off but still looking great” and “that’s my girl”. On a separate occasion the claimant took a photo of the same girl and sent it directly to his male colleague. Both men were taken to disciplinary and dismissed. The photographer said that his dismissal was unfair as the investigation conflated him taking photos with the comments his colleague had made. 👩⚖️The judge stated that Apple’s harassment policy was vague and did not contain a clear definition of harassment. 🍏He also found that the female employee was unlikely to have known that the photo was taken and therefore his behaviour could not have impacted her. ➡️A harassment policy should refer to the legal sense of harassment including how an employer could determine whether conduct was unwanted or had the effect of violating a persons dignity or creating an intimidating environment for them. 🍎The judge ruled Apple had not responded reasonably as there was no evidence that anyone took offence to the photos and therefore the dismissal was unfair. ‼️This case shows just how important it is for employers to have clear and specific policies on sexual harassment. It is essential to distinguish between harassment, bullying, banter and discrimination. It is also important that those conducting investigations and disciplinary hearings have been trained and understand sexual harassment thoroughly.

🇬🇧With the impending UK General election and a predicted Labour win, what changes could we expect to see in employment law under a new government? 📖 Labour have published its “Plan to Make Work Pay: Delivering a new deal for working people” and has stated its intent to start the legislative process within 100 days of entering government. ➡️ So what does this mean for employers? 1️⃣ Day one rights - they’ve pledged to removed qualifying periods for basic rights like unfair dismissal and the right for receive parental leave. 2️⃣ Single status worker - currently we have a three tier system for employment status - employees, self employed and workers. Labour intends to create a single status of “worker” for all except the genuinely self-employed. 3️⃣ Zero-hours contracts - they have proposed to ban zero-hour contacts stating that everyone has the right to a contract that reflects the hours they regularly work. 4️⃣ Right to switch off - they propose to introduce a law which prevents employers from contacting their staff out of hours. 5️⃣ Sick pay - statutory sick pay could get more expensive as Labour intend to make it available to more people and increase its rate. 6️⃣ Pay - Labour propose to increase national minimum wage rates so they reflect the national living wage and extend the full rate of lay to all adults (removing the lower rate currently applicable to under 21’s). 🇬🇧If these changes are progressed, Labour will fundamentally alter the employment law landscape in the UK. Something for all employers to monitor carefully. #election #employment law #government #labour #generalelection #lawchanges #employment #hrconsulting #hrconsultant #hrconsultancy #hrconsultants #hrmanagement #business #businesswoman #businessnews #businessexpert #ukbusiness #ukelection #smallbusinesssupport #smallbusinessuk

🎉Thrilled to launch my brand new website today as PinkCube continues to grow and welcome on board new clients from across industries and the UK! 📣 Referrals remain my biggest and best way of finding new business so a massive thank you to every single person who recommends me! “Success is not in what you have, but who you have around you.” ❤️ ➡️ Please check it out www.pinkcubehr.com Big thanks to @david_and_george 💻

❓Are you aware of the Predictable hours act and would you know how to handle a request from an employee if you received one? 📆 In September 2023, the Workers (Predictable Terms and Conditions) Act was passed, giving individuals on atypical contracts – including those on zero hours contracts – the right to request more predictable working hours. 🤔 So what do employers need to know? 1️⃣ A worker (not just an employee; this is an important distinction to note) with at least 26 weeks service (which does not need to be continuous) can make up to 2 requests every 12 months. 2️⃣ They can apply for a change in terms and conditions of employment if there is a lack of predictability, in relation to the work that they do regarding any part of their work pattern. ⏰ This could mean the number of hours worked, the days and times they work and the period for which the worker is contracted. 3️⃣ Employers must deal with any request within 1 month and can only say no on one of 7 grounds. ❌These include burden of additional cost and detrimental impact on the business. ➡️ Employers need to be ready for these requests, to avoid being caught unprepared. ⚠️Nothing invites HR trouble so much as not having the right procedures in place! 🙋🏻♀️We can support you to get the policies and procedures in place. 📣 It’s also worth noting that recent flexible hours legislation highlighted the possibility of discrimination when considering flexible working requests and this is something that may arise, albeit to a lesser extent with requests for predictable hours. Again, forward planning and access to expert legal advice will enable employers to anticipate and plan for this eventuality. 📲Get in touch for a chat about your HR needs today and make sure you’re not caught out! #hrexpert #employmentlawexperts #employmentlaw #employmentlawyer #hrconsulting #hrconsultant #humanresources #employers #employee #ukemployers #fsb #smallbusiness #smallbusinessowner #uksmallbusiness #smallbusinessuk #sme #ukbusiness #yorkbusiness #yorkshirebusiness #businessowner #smallbusinessadvice #independentbusinessuk #managingdirector #ukbusinesswoman

🤷🏻♀️What’s one of those then? Almost daily I will ask a client if they have a job description for a particular employee. Almost daily the answer is no. I get it. Most often, business owners and managers put off writing or updating job descriptions because they think other tasks are more vital. ➡️Nonetheless, a good job description might have a much larger impact on the workplace than you anticipate. 📌The purpose of a job description is to ensure the job will meet the needs of the organisation and to recruit the appropriate talent for the position. 📋When you clearly specify the qualifications for a specific role, it will be less likely that employees who don’t fit the criteria apply. This will, in turn, help you save valuable recruitment time. 🔖While job descriptions help bring in qualified employees, a bad hire might still find their way in. In such a scenario, a good job description will serve as back-up documentation for poor performance. If you had outlined the expectations right from the beginning, it would be easier to pinpoint and document exactly where the employee’s performance doesn’t meet the standards. 📌An in-depth job description serves as a tool to gauge performance. The job competencies, duties, tasks, and responsibilities that are outlined in the description will act as expectation guidelines. 📆Once the probationary period ends, or when it is time for employee reviews, a job description is an excellent tool to measure performance shortcomings or areas where the employee exceeds expectations. ✅High quality job descriptions are vital in attracting the right talent and in managing the performance of your team. ⏰Just don’t have the time? 👩🏻💻Get in touch. We can do it for you! #jobdescription #businessgrowth #businessstrategy #businesssuccess #businesstips #businessowner #businesscoach #hrcoach #hrconsulting #hrconsultancy #hrconsultant #hrmanagement

📈In today’s fast-paced business environment, the growth of a company is significantly influenced by how well it manages its workforce and navigates the complex landscape of employment law. 🤝HR and employment law services are not just support functions; they are strategic partners that can catalyse business expansion and innovation. 💡From safeguarding against legal risks to fostering a workplace culture that prioritises diversity and inclusion, these services hold the keys to unlocking business potential. ➡️But what are some actionable ways businesses can leverage HR and employment law expertise to not only stay compliant but also drive substantial growth? 1️⃣ Streamlining Hiring Processes Efficient recruitment processes are fundamental to the success of a business. 👍🏻By leverage HR expertise to craft job descriptions, utilise the right recruitment channels and implement screening procedures will in turn lead to highly qualified candidates while reducing the time and resources spent on hiring. 2️⃣ Enhancing Compliance 👩⚖️For any business that’s looking to grow, understanding the intricate world of employment law is crucial. An expert can ensure you comply with the latest regulations and laws. This proactive approach reduces the risk of costly legal issues while fostering a fair and equitable workplace. 3️⃣ Navigating Employee Relations ➕Effective HR practices help maintain a positive and productive work environment by addressing conflicts and ensuring fair treatment. This includes handling grievances, mediating disputes, and facilitating open communication. 💪Effective employee relations not only prevent potential legal issues but also build a strong corporate culture that supports business growth. What else? 📌Developing Training Programs 📌Implementing up to date policies 📌Managing risk and liability 📌Supporting employee wellbeing 📌Facilitating Organisational Change ⬆️ So whether you’re a startup looking to scale or an established enterprise aiming to optimise your workforce, utilising HR and employment law services can be a springboard for growth. #businessgrowth #businessstrategy #businesssuccess #hrconsulting