Silk Helix Ltd - training your business, protecting your business and growing your business.
Based in Chelmsford, Essex and founded by Jenefer Livings we work with businesses right across the UK. Book Jenefer to train your management team or check out our digital courses!
We know getting legal compliance right is a challenge for any business, hence we created this channel to help you. But, we also know it's about more than compliance, the right culture and the right people are needed to grow your business.
Jenefer studied Human Resource Management and Sociology at Keele University, she then achieved her level 7 CIPD qualification, a Masters in Personnel and Development with Westminster University. She is also a Chartered Member of the CIPD.
Jenefer has been working as a HR Consultant, supporting SMEs with all their HR needs for many years. She has worked extensively in the care sector, hair and beauty, nurseries, construction, retail, professional services and hospitality.
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Great video, really clear examples :-)
Glad it was helpful! Thank you!
Important video
Disclosure is more about protecting the business from disability discrimination cases than it is about helping disabled people. HR pushes disclosure so hard because it means they can use other pipelines to get rid of you or to ignore your application to avoid the risk entirely. Disability discrimination is systemic in society and unavoidable, often trying to “change” or push this in a workplace culture results in intense bullying of disabled people by every other staff member. The same for any other minority group that HR tries to add to the organisation. Then it’s on that minority to deal with it, as HR isn’t willing to mass fire the other people with problems. In saying the above, there are companies who genuinely want people with disabilities to apply because we do offer significant value. Colleagues who genuinely aren’t hung up on being resentful twats, and who are good people. However it’s impossible to tell between the two so it’s much easier to never disclose.
You do raise really valid points about the reality of having a disability. I would like to see a world where disclosure is completely safe and beneficial but I fully accept that isn’t the real world for many right now.
I got PTSD from the workplace failing my disability. The continual disaplanaries were horrific. I ended up with a 57k payout as i proved discri.initation. that work place ruind my life. I nearly ended myself over work problens. This is such an important subject . Line manager was the devil.
Such an important story about the reality of these situations, thank you for sharing.
Pretextual enabling
When it comes to Ice Breakers, I went from being totally against them, to then realising that if it's relevant to the topic at hand (I'll admit, not always easy) people are much more positive in their response and it flows much better. (An element of competition can also occasionally help too.) Also, I think that "Death by PowerPoint" only happens when people use PowerPoint incorrectly. PP is a fantastic tool which is should be used to illustrate and guide the course, not dictate it. I personally use a lot of images, gifs and gadgets in my presentations to add an element of visual interaction and even humour.
Your channel is my favorite ever
Performance review is even worse.
In UK you are always asked for 2 to 5 references, it is way too much and it is useless indeed.
I generally book my holidays well in advance.. or always ahead of the minimum notice. at that point am no longer asking permission, am advising them I wont be in. as I have satisfied their criteria. changes to the business in that time or or their lack of organisation to plan around me is their problem. (I also dont seem to overlap with anyone, probably because I dont have kids) spent enough of my life in an industry that tried its best to dictate when i could and couldnt take time off, and let them do it. learnt my lesson after I got nothing to show for my "flexibility". so now its my time is my time end of discussion. they dont like it also their problem, I can go anywhere and they know it. though to be fair, my current employer are verry good at honouring time off.
I take vacation after clearing it well in advance. If the boss later rescinds his permission, I let him know that I'm going on vacation; and whether I come back to work or not is the only thing he has any control over.
Hi your video was really useful , I just started a new job on 3rd of June. Based on working 24 hours across 5 days Monday to Friday. Unfortunately because it’s a small charity they haven’t been able to work out what my holiday entitlement is , they offer 25 days annual leave, plus bank holiday. My understanding is that I work the same hours and days every week, so I would have the same entitlement as someone working full time, the only difference is I work less hours . So my understanding is working holiday out according to hours is not necessary in this case, is that right? The only other thing is I started on 3rd of June and the charity’s holiday year started in April. So presumably that’s 2 days off in April and then 2 days in May, 4 days that I lose. So my leave in that case would be still 21 days plus bank holidays ? Have I understood that correctly. Thank you
Yes, you’ve pretty much summed it up. As you work 5 days you’ll be entitled to the same holiday days as full timer. The difference will be reflected in pay, you’ll get your normal pay and they’ll get theirs.
@@silkhelix thank you so much😊
Thank you
I love your account
omgosh love this great information all round🙏
a verbal isn't meaningless it's just the first step of more written warnings.
It can be a first step, yes. However, for it to be formal it must be in writing so I find it a bit weird calling it verbal. It’s also unnecessary to comply with the ACAS code.
@@silkhelix I didn't know a verbal had to be in writing.
I coached them and next time I Fire them. Heat the Road Jack.
were you right in coaching ?
Although I am not an employer, it is rather unfair to the company and those whose job cannot accommodate flexi work hours. So the best is for All employees to be paid according to hours worked in the company and working at home will be at a lower rate as employees salary is based on 191 hours thereabouts before flexi hours was introduced.
what is unfair with that
Thank you this was very helpful. I run a small bakery and all of my employees are on 0 hour or minimum hour contracts (usually working above the contracted hours) and this way I can make sure that with every payslip they get the right amount of holiday pay. Good bless you :)
Glad it was helpful!
Do you have an excel sheet to manage the leave?
Great video. I start my first day tomorrow as an HR Coordinator. I’m coming from an orientation trainer role so this is new to me. I am in school for HR but this will be my first official role in HR. Wish me luck!
Good luck!
I left my 18 yr career in airport operations to move into HR. I supported the airports HR team for 12 months as a ad hoc HR. 7 months ago I left the airport started my officer role in a different industry. I’m really struggling with imposter syndrome despite having a lovely supportive team. I should have probably looked for another assistant role and gained more experience.
I think imposter syndrome is an issue for many of us. Keep going, keep soaking up experience and knowledge and believe in yourself 😊
thank you! this is brilliant!
You're very welcome!
Thank you! Great video
My frequent Autism Burnouts at work create challenges and bring me into conflict at work. I never have any other time off work with any other ailment except Autism burnout.
I see a lot of situations of people finding themselves in conflict seemingly randomly, beginning to wonder how much is people who are actually undiagnosed or suffering something underlying.
Can't even guarantee 10hour night shift workers.Moder slavery in short.
Great insights Jenefer - thank you for sharing this perspective! Loved hearing about “personality clashes” and the importance of not enabling toxic behaviours in the workplace 👏 👏
I’m glad you liked it. Toxic behaviour at work needs more talking about and your work has helped me do that 😊
Really useful information, thank you.
You’re welcome, I’m glad it was helpful!
Hey Jenefer! Just discovered your channel, and I found your video quite intriguing. It's fascinating how you tackle practical topics like this with clarity and insight. As a fellow content creator in my Christian channel, I appreciate your commitment to providing valuable information. Consider me subscribed, looking forward to more engaging content from you!
Hello is possible to get suspicious after get questioned
If you're a salary employee and earn 100k a year. Wouldn't you have worked an extra day for free in 2024?
If I'm not following your instructions is because you suck at being a leader.
A very interesting point. I've always treated the probationary period as more of an initial Appraisal period. During Induction, the new recruit is given a checklist of things which need to be accomplished within that probationary timescale and then we implement 3 Formal Supervisions to ensure ongoing support and feedback throughout that period. This video does get me thinking that this approach could actually have legs to stand on it's own, rather than as part of a overarching Probationary Period. Definitely food for thought, appreciate that :)
Im strongly considering removing myself from work chats for these reasons. I find it an encroachment on my personal life. They can be pretty nasty as well.
Absolutely not dignified to be in groups.Do if you can
your common sense of knowledge in this vid. is under looked. - well put. good reminders
Very easy, you're fired
I work full time for G4S 37.5, Monday to Friday. I started on 17/4/23 and are still working for them. How do work out my holidays to date??
Have a clause in contract that says my employer has a right to terminate me at any time. Does this override any of the unfair rules ?
No, a contract clause cannot override a statutory right including unfair dismissal. These clauses are common and simply mean the contract can be ended using a fair process. Especially in fixed term contracts a clause like that will prevent the employer having to pay to the end of the contract if they want to terminate it early.
Can a representative refuse to tell the grivant how they are representing them by refusing to tell the individual how, what they are doing in their defense or if protected activity was used in their defense?
In the UK the principal of a fair process is providing all the evidence to anyone accused.
Thanks for that.
Most employers and jobs in the United States don't even check references except for very few jobs especially since most companies and businesses have voicemail answering machines and nobody actually answers the phone except an answering machine . You have to call and go through phone line extensions and sometimes be put on hold for a while just to talk to anybody. Most companies don't even return calls or answer their phones to their own customers sometimes. Most companies don't even answer or respond to emails unless it pertains to important company current business. References are just a formality that is outdated and should be eliminated on job applications and they're a waste of time since most people just name their friends or relatives that have a different last name than them. People liist jobs they've never even worked at and extend their employment dates and lie about previous employment and dates but still get hired for the new job anyways. References and previous employment history and dates cannot be easily verified since most employers and companies only keep records of former employees for a limited time and some former employers and current employers don't like to discuss current or former employees since it's against company policy at many companies.
Hi there, l work a five day week, four and a half hours per day, when calculating holidays by the hour it's 5.6 X 22.5hrs = 126 hrs holiday a year. Is that correct? If so how do l break down 126 hrs holiday into days? Do l divide 126hrs by 8hr standard working day? Which gives me 16 days a year holiday l think 🤔Thanks in advance for your help.
If you work 5 days per week you’re entitled to 28 days holiday. Each day will be your normal length. So if you work 5 shorter days your holiday in hours will be less than someone doing 8 hour days but in days it’ll be the same.
What about agency workers who are suspended, no pay, no letters, no contact?
It will depend on the nature of the contract and the situation for agency workers.
Any chance you could share your Handbook? I see you showed an example of the template. I am busy setting up our employee handbook in Confluence.
Our handbooks are all written bespoke for each client, it's certainly something we can help with if you want to get in touch [email protected]
Hi Jennifer. Thank you so much Im glad I have found your channel. Its nice to hear someone local putting out this important content. So helpful.
You are so welcome! Glad it was helpful!
You know I m Irish the country of the hundred thousand welcomes but up to recently that has just not been reflected at all in our attitude to the people from the Uk which actually to me at any rate has not been reciprocated by the UK the people from the UK ard largely very respectful, to us and we appreciate this hugely as members of neurodiversity Ireland don't get me wrong will always support ire when England come to Dublin etc although im sort of beginning to revise this view as I have 2 english nephews but that's just rugby I digress no what I wascabout to say that in contrast to ire the UK are so much more progressive than ire in so many areas from the invention of the phone,I believe english Alexander Graham Bell to scot John Logie baird TV to Tim Berners-Lee Lee England, ire despite some lingering animosity in some people ssp traditional republican violent republican mainly whom definitely do not represent how I feel, but anyway UK brilliant progressive minds esp on neurodiversity, you have got it so spot on, we have got to stop making assumptions about what people can abd can't do, there is most definitely a need fir training among Irish HR, we talk so much about equality diversity neurodiversity in Irish companies but really HR recruitment in Ireland have absolluely no appreciation of what neurodiversity is let alone how to make it an effective force for benefit in Ireland inc and despite showing over and over again by expert research that neurorivertent candidates are as effective as productive, as efficient as innovation as the non neurodivergent ire currently excludes 85 % of the neurodiverse autistic workmavailab,e candidates from employment for no compelling reasons other than i would think lack of knowledge about neurodiversity and failure to acknowledge and inability to see the potential difference in thinking but nit different as people can bring to business making ire the 4th strongest economy in the world actually despite all the bluster as we say here the least Inclusive and least tolerant of difference among over 30 countries, even tiny islands with economies much weaker than Ireland financially are more tolerant and inclusive than ire, I ve lost count of the number if times over the past 18 months that I have received four line responses from companies in Dublistating that I have good experience irrelevant since I have not worked since 08 due to mental health difficulties depression and I am actually autistic and neurodiverse myself diagnosed in 2014 as aspergers and 2022 during hospital stay as autism which I was told imhad from birth I am now 45 and feel the problem is like many of my generation who struggled in work we could not do because ths work involved social aptitudes and as we now know the autistic do not have social skills as one of their strong suits but as these were not picked up on at the time we we were unfairly penalised and fired from our jobs so we were punished by a system that did not or could not accommodate our neede, now the same system in 2023 is being used by different employees to,punish us exclude us from employment because of what happened in our past 15 years ago in my case again not our fault because I got absolutely no support in 2014 for my asd and still have got no support no understanding no appreciation nothing and this from a hospital,who would know me as I had been a patient for 4 months in late 2021 to April 2022 who fed me a excuse my language a bullcrap story it made no sense to me at any rate that they were impressed by me but were not in a position to offer me an interview,, I would have thought that if you were truly impressed by a person's credentials, you would at least call them rather than making presumptions based on past history that have little or no relevance to to today, it was sadly an unsurisingly lazy job with much presumption but little to no research to get to what was the real premise of the candidate, are we being too hasty in jumping to dismiss thus Cv with only historic evidence, how can we possibly know if the candidate will be a suit if we do not at least give them an opportunity for an internal interview just 10 minutes anyone can epare 10 minutes in their day I don't care who they are but no traditional Irish authoritarian jump to conclusions based on no evidence and dismiss, theses techniques are archaic Hr in Ireland has to,modernise and catch up with the progressive HR philosophies of the UK Europe Australia ahd the rest of the world ire does so well in so many ways often voted the best country in the world to live by books lije the Lonely planet guides but there is clearly a substantially large amount of work to be done for recruitment and HR in ireland to gain a greater understanding of difference neurodiversity and the benefits for business because it is quite obvious that there are huge gaps of knowledge in Irish recruitment and HR s brains comparative to everywhere else and there is much research to be done
Thank you for your comment. There is much we can all do to support neurodiversity at work.
Why these people not hiring
Thanks a lot for this video. Yes please, if it is possible I will really appreciate a video with more details about how to have the control as Employer of Holidays Pay Entitlement. Very good video 👏👏👏
Thank you! I'll add it to our video plans.
How to calculate for a person who is flexi and worked 82.5 hrs how to calculate annual leave?
That one needs a bit more information. If you're an employer contact us on [email protected]. If you're an individual the best advice we can give is to contact ACAS (make sure it genuinely is them, many sponsored Google results are not ACAS).
How is holiday calculated if you have worked only 3 weeks last year ending for an employer?
In the first year of service holiday is accrued on 1/12th for each month worked. If someone leaves 3 weeks into a new holiday year you can calculate as 3/52nd e.g. 5.6 / 52 x 3
If an employee posts a picture on social media of a company vehicle specific to the driver.. when the vehicle is used for a social outing after work hrs.
Company vehicles are in the public domain so unlikely to be confidential information. However, if what they’re doing with the vehicle or by posting the image it breaches your policies then that would be something you can take disciplinary action on.
If I am a full time employee that start working on the 12th June 2023 - 40 hrs per week, how many hours of leave entitlement I supposed to have till the end of this year 2023
Assuming your annual leave year is 1st Jan to 31st December, there are 29 working weeks between your start date and the end of the year. Statutory minimum is 5.6 weeks, pro-rata will be 5.6/52 x 29 = 3.2 weeks. In hours 3.2 weeks x 40 = 128 hours and in days (assuming 5 days per week) 3.2 x 5 = 16 days. If you're required to take holiday on bank holidays, there are 3 between your start date and the end of the year so that could take the 16 days down to 13. There are some slightly different accrual rules that are not often used in the first year but could be, you may also have annual leave above the statutory minimum which could be applied differently. I hope that helps.