Focus HR Inc.’s Post

Terminations are a difficult part of any business. You’re doing something that’s going to cause another person stress and financial hardship, and it’s not easy to do, even when it’s deserved. But good preparation and the right attitude make a big difference. Here are four general practices we recommend: #wfgohcm #humanresources #compliance #policiesandprocedures

New FRTalks: Is secretly recording in a workplace just cause for termination? https://lnkd.in/gg4ErRYe via @firstreference #hr #hrlaw #emplaw #hrblog #privacy #employeerelations #wrongfuldismissal #employmentlaw #humanresources #law #legal #cdnlaw #business #workplace #management

EPS consultants have performed thousands of complaint investigations and are skilled in the complicated and often litigation-bound issues organizations and institutions face when an investigation is required. #investigation #HR #employmentlaw

Severance agreements are legally binding contracts between an employer and an employee outlining the terms of the employee’s departure from the company. These agreements protect both parties: The employee receives compensation and other benefits, while the employer secures a release of claims, reducing the risk of future legal disputes. Severance agreements typically include several key components: Are Severance Agreements Mandatory? Severance agreements are not mandatory by law in most circumstances. However, they are commonly offered, particularly in layoffs, corporate restructuring,[...] Read More

An interesting article in the Times about how small businesses are pressured into subscribing to HR services with big National HR companies and then tied into a subscription for up to 7 years. Here at Hill HR we do not subscribe with this way of doing business ❌ We ensure our small business clients are offered the right HR services for them - whether that is a retainer or ad hoc model, or access to our HR Specialist services for disciplinaries, grievances, for example - or HR Project services for one off pieces of support ✔️ We do not tie our clients into long service contracts that they cannot get out off and then no longer require. If you wish to talk about more flexible HR services that suit your business rather than the other way around, please contact Hill HR. https://lnkd.in/dT8H3C-g

An interesting article in the Times about how small businesses are pressured into subscribing to HR services with big National HR companies and then tied into a subscription for up to 7 years. Here at Hill HR we do not subscribe with this way of doing business ❌ We ensure our small business clients are offered the right HR services for them - whether that is a retainer or ad hoc model, or access to our HR Specialist services for disciplinaries, grievances, for example - or HR Project services for one off pieces of support ✔️ We do not tie our clients into long service contracts that they cannot get out off and then no longer require. If you wish to talk about more flexible HR services that suit your business rather than the other way around, please contact Hill HR. https://lnkd.in/dT8H3C-g

If you want to develop business policies to address important workplace issues, consider following the steps below:  • Identify the need for the policy Observe the way your management and employees deal with workplace issues, and identify which areas could use improvement. • Determine the content needed for the policy Write down key areas that need to be addressed within the policy. For instance, you can include different sections or clauses that prevent you or your employees from finding loopholes.  • Communicate the new policy to employees Current employees need to be notified of new policies when they are released or added to the employee handbook. You may even consider adding a signature line to the new policy to make sure employees know that they must follow the rule from the date when they sign it.  • Update and revise the policy as necessary You may consider amending or revising your policies as necessary by laws and regulations or according to your company’s objectives and any employee feedback. Learn how to create a clear company policy that works for both you and your employees. Visit our website for expert insights and personalised assistance: https://lnkd.in/eUXsyF7a #UKBusinessSupport #supportsmallbusiness #legaladvice #businesssupport #smallbusiness #employmentlaw

10 common termination traps — and how to avoid them Authored by Meredith Mills Gregston and Daniel Butler for HR Dive

Our latest blog discusses considerations for employees if they are asked to sign a release agreement at the end of their role. https://ow.ly/WA9o50R6Etm #torontoemploymentlawyer #employmentlaw

Small business owners struggle when it comes to the "confrontation" of making much needed decisions involving employees. For example, I often see poor performing employees stick around a lot longer than they should because the business owner just doesn't want to have the difficult discussion of termination. As you can imagine, these same business owners also struggle with things like write ups, disciplinary processes, and providing valuable constructive feedback to workers because they simply don't like having those discussions. As a result, perhaps the business sticks around in the "mud" for a bit, and the worker(s) begin to feel entitled. I get it. I've been doing this a long time and have spoken with lots of leaders who have made hundreds, if not thousands of THOSE difficult decisions and it never gets easier. They just understand that it NEEDs to be done. When these business owners find me and seek out my advice, I remind them that the process is not going to get easier especially if they wait longer. In fact, the longer they wait, the more entitlement will be built in with the worker which will lead to more surprise at the time of the termination. As I've often said, no worker should be surprised by being terminated. #employmentlaw #employer #smallbusiness #TheWorkplaceLawfirm