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Procedure, Procedure, Procedure

Written by Charlotte - 19 Feb 2018 Category: HR news

I’m pleased to introduce our guest speaker, Will Goulding, from Simpla HR, who has written today’s blog post.

The three golden rules of HR are as follows:

I’m pleased to introduce our guest speaker, Will Goulding, from Simpla HR, who has written today’s blog post.

The three golden rules of HR are as follows:

  • Procedure
  • Procedure,
  • Procedure.  

The legislator cares not if you are kind-hearted, that your business is in the not-for-profit sector, or if historically you have had a good relationship with your colleagues.  The legislator cares about Procedure.

A procedure is founded on contractual information and written policies, a.k.a paperwork!  You can argue about who said what and when, and depending on how much money you have to spend on talented lawyers, you may or may not be in a position to defend your organisation in the event of a dispute. It is in the hands of the Gods (as many expensive lawyers refer to themselves).

Unfortunately, if you issue a document to an employee that is in breach of legislation, or is not fit for purpose, you are relinquishing your opportunity to defend yourself (notwithstanding the possibility that the document may not have been issued at all!).

It is wrong.  It is there in black and white and should you find yourself having to deal with an employee issue it is too late to start editing.

If you do not have procedures in place to deal with employment matters (however they manifest), you will not be equipped to manage the issue, nor will you be able to demonstrate to the legislator that you dealt with it in the prescribed manner.

Information that you provide to staff is formed of two parts, statutory and non-statutory.  Statutory is the information afforded to employees by law. Non-statutory is the information you issue to influence the culture you wish to instil.  Both are essential, both motivate staff, and both protect the interests of the organisation.

In my experience, non-profits are some of the worst offenders when it comes to ensuring their documentation is in place, compliant and up to date.  There sometimes appears to be this assumption that because the organisation’s mission is charitable, the employees will see their role in the organisation in the same vein.  This is not the case and pages of tribunal evidence will corroborate this conclusion.

All the excellent work that you do as an organisation can be undone by a failure to implement and act on procedure.  The relatively inexpensive process of dealing with and maintaining your documentation is a small price to pay when you consider the potential for ruinous litigation.

With products such as CiviHR that enhance user’s ability to access and maintain an easy and efficient HR management system there really should be no reason not to have one’s ‘house in order.’

 

Will Goulding, Director

Simpla HR

01737 300213 / 07762252220   

 

About CiviHR

CiviHR is a project to create affordable HR software for non-profit organisations. By developing open source technology the benefits can be shared with non-profits everywhere.

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CiviHR is a project to create affordable HR software for non-profit organisations. By developing open source technology the benefits can be shared with non-profits everywhere.