Contracts of Employment
Training and Development
Legal Compliance Compliance
Interim HR Management
Dispute Resolution / Crisis Management
Health & Safety
At HR Compass, we specialise in developing comprehensive employment policies and procedures. Whether you want to review and upgrade an existing handbook, or are looking to put new policies in place, we can provide a tailor made service for you.
We conduct audit and risk assessments of company policies and procedures, in accordance with over 50 pieces of employment legislation and codes of practice.
We can develop a comprehensive set of policies, which can be customised to meet the specific needs of your business and ensure your workplace is defended against possible employment disputes.
Furthermore we can assist in the roll out and implementation of policies, including coaching a designated individual in your organisation.
As employment legislation is regularly subject to review, we also provide updates on changes in legislation/policies as they occur to ensure constant compliance
Employers are legally required to provide contracts of employment to all employees within two months of their joining the organisation (employees who joined prior to 1994 are entitled to a contract within 2 months of requesting one).
The Terms of Employment (Information) Act, 1994-2001 dictates certain specific requirements regarding what must be contained in a contract. However, employers typically choose to include additional contractual terms that are outside of the scope of the Act.
Employers are also often unsure as to what options there are in relation to the types of contracts that can be offered, for example if somebody is needed on a temporary basis rather than in a permanent role. Difficulties can also be experienced in relation to the legal obligation associated with these options.
HR Compass can review your existing contract or develop new contracts, leaving you free to manage your people.
HR Compass provide results focused training solutions, which combine knowledge and information with practical, hands on learning methodologies.
In our employment law compliance programmes, we provide managers with the knowledge and skills required to effectively manage people within a legally safe context. We custom tailor our programmes in line with the business needs and the policies and procedure that you are operating within.
Our training programmes include:
- Understanding Employment Law
- Interviewing Skills
- Dealing with Discipline and Grievance Issues
- Equality in the Workplace
- Conducting Investigation (Bully, Harassment and Sexual Harassment)
- Performance Management
- Conflict Management
- Communication Skills
Our workshops are tailored to the audience, and are aimed at providing practical skills rather than just theoretical knowledge.
Help your business grow by getting the maximum performance from your employees. Performance Management is arguably the most important management tool for any employer, ensuring clarity on what must be done and in what way.
If done well it will promote a better relationships and understanding throughout the organisation, and ensure that individuals can take responsibility for managing their performance.
HR Compass can help you tailor a performance management system to suit the needs of your business, and adds significantly to your bottom line. We can also provide any training that may be required to assist management and supervisors in implement effective performance management.
Some of the areas that HR Compass will focus on are –
- Setting Expectations – Define expectations for each job role
- Data Gathering – Developing templates to monitor performance throughout the year
- Two way feedback – Develop two-way communication to ensure both parties buy into the process (employee and manager)
- Performance Appraisal – Performance appraisals provide employees and supervisors with a comparison of on-the-job performance and established performance-measurement standards
- Training & Development – Assessing training needs that will assist performance improvement.
The Workplace Relations Commission (formally NERA) has responsibility for inspection, enforcement and prosecution in relation to some key areas of employment law, specifically:
- The Organisation of Working Time Act, 1997
- Parental Leave Act, 1998
- National Minimum Wage Act, 2000
- Carers Leave Act, 2001
- Redundancy Payments Acts, 1967 to 2003
- Employment Agency Act, 1971
- Protection of Employment Act, 1977
- Protection of Employees (Employers’ Insolvency)
- Payment of Wages Act, 1991
- Protection of Young Persons (Employment) Act, 1996
- Employees (Provision of Information and Consultation) Act 2006
The establishment of the Workplace Relations Commission (WRC), which will see the combined functions of the Labour Relations Commission, Rights Commissioner Service, the Equality Tribunal, the Employment Appeals Tribunal and the National Employment Rights Authority (NERA). In addition to this the Labour Court will be reconfigured in order to hear appeals.
WRC inspectors can decide to inspect any place of employment in the county and will look for documentation to prove that the organisation is compliant with all of the above pieces of legislation. Fines are up to €1,900 per breach and €635 per each day of the breach. This can result in a significant fine for a non-compliant company.
HR Compass can help you to understand your obligations under these pieces of legislation and ensure that you comply with NERA regulations, be prepared if inspected at a future date.
At HR Compass we can provide expert additional resources to your business, that are convenient, reliable and cost effective. We assist client organisations to bridge temporary operational gaps in their HR functions which can arise from time to time.
Our Interim HR Support can cover issues such as –
- Absenteeism Cover (sickness, holiday, maternity, etc)
- Assistance during busy periods
- Interim coverage whilst recruiting for a permanent HR professional
- Day to day internal HR team support
- HR Training for Managers
- Third party representation
- Project Work
- Managing TUPE transfers
The benefits of using our Interim HR Management services are:
- Objective approach – there to get the job done
- HR expertise when you need it
- Low risk, cost effective solutions
- Flexible resource
- Value adding external expertise
We can also provide long-term HR Department services on a part-time basis (quarterly, monthly, weekly), so you can get on with the effective running of your business.
Unfortunately in the current economic environment which businesses operate in, the prospect of Redundancy is an issue for most organisations. It is vital that the redundancy process is fair to all employees and that effective communication is in place for all stages in the process.
For many employers this is their first experience of managing a redundancy programme, which can be time consuming and distracting to your focus of trying to manage your business in an extremely difficult environment. There are significant risks in any redundancy situation from legal implications of not implementing correct process and procedure, but also the impact on business and other employees, along with the financial risks.
At HR compass we have the expertise to help you through the process on a step by step basis from initial planning and selection criteria, through to redundancy interviews and completion of the Process.
- Planning the redundancy programme
- Ensuring process is fair and transparent, and future legal claims minimised
- Assist in the development of both internal and external communication
- Manage all redundancy paperwork and correspondence
- Conduct redundancy interviews with employees
- Advise and coach senior management (pre and post redundancy)
- Advise management on post-redundancy support for employees
Redeployment – may be an option instead of redundancy. With recent changes in Government policy the cost of redundancy to the employer has risen significantly with the statutory rebate being reduced from 60% to 15%.
Redeployment can be a complex issue for any organisation and a full analysis need to be carried out in the following areas.
- Skills requirements
- Training and development needs
- Existing Contracts of Employments
- Financial costs (for both training and payroll)
- Cost Benefit analysis
Dispute Resolution – Employer and employee relationships do not always run smoothly. Situations arise which, if left unresolved, can escalate into crisis problems.
This could be either individual employees not performing to the expectations of the organisation in either a business or personal manner, or relationship issues between employees that is effecting the operational performance of organisation.
People managers often find it difficult to handle disciplinary or grievance situations, and fail to adhere to due process as a result. Sometimes they are too close to the situation, and outside objective help can resolve matters before relationships are irretrievable broken.
Other serious issues, such as allegations of harassment, sexual harassment or bullying can be handled ineffectively and leave the organisation open to significant exposure in terms of future claims by an aggrieved employee.
Both Disciplinary and Grievance policies are vital for any organisation, and we at
HR Compass have many years of experience in dealing with a wide range issues that can result in disputes, and can provide anything from advice to managing the process on your behalf.
Crisis Management is when a major unsuspected event hits the organisation. Your HR policies are even more important in a time of crisis, and it is important that your existing policies and procedures can assist the organisation come through difficult situations.
Not every crises is unsuspected (particularly to key stakeholders), and issues are often left to stew until they become major issues.
There are various levels of Crisis that can have an impact on a business, and HR responses will vary accordingly.
Outside Effects – 3rd Party Industrial action, Government Legislation, Utility Failure (Phones, ESB, Etc)
Acts of God – Weather, damage or destruction of business premises
Internal Business – Redundancy, Insolvency, Sale of the business, Death or incapacity of a senior stakeholder, Gross Misconduct by an employee, Bullying, Equipment breakdown.
So whether it is dealing with an actual Crisis situation or helping you in planning a business continuity plan we at HR Compass have the experience to Help You.
Under the Safety, Health & Welfare at Work Act 2005, all employers (owners abd directors) must enforce appropriate measures to control and monitor safety, health and welfare procedures within the workplace.
At HR Compass we can assist you in putting appropriate policies and procedures in place, along with a structure to ensure compliance requirements are achieved and surpassed. Policies include-
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