Posts

Top tips for managing employees’ mental health

October 10th marks #WorldMentalHealthDay so it’s time to talk about mental health in the workplace.

With one in four people experiencing a mental health problem each year in the UK, it’s highly likely that we all know someone affected by depression, anxiety or stress. And so of course it affects us at work – in fact poor mental health costs the UK economy up to £99 billion each year.

Employers are affected by working days lost due to absence, have experienced staff leaving their employment and staff not performing in their jobs.

Therefore, as an employer, taking steps to manage employees’ mental health in the workplace has never been more important.

Each new case of stress leads to an average of 29 days off work…can your company afford this?

So with this in mind, here we share 6 top HR tips for effectively managing mental health at work.

mental health

1. Ask the difficult questions

It is not unusual for business owners and managers to fear talking to staff about their health. They don’t know what questions they can ask and they are frightened of overstepping the boundaries of asking the wrong questions. But in reality, if you don’t ask the questions then you don’t know how to help. There’s no denying that mental health isn’t the easiest topic to talk about, especially at work. Employees may worry that sharing details of their mental health may lead to them being treated differently. However in society, in recent years, there has been a shift in attitudes towards mental health.

Conducting return to work interviews will provide you with the opportunity to discuss the employees absence, identify early signs and put supporting measures in place to help the employee.

2. Don’t be the ostrich – Early intervention is key

44% of people who suffer from stress have cited that the cause is heavy workload. In such situations if the matter is not addressed, a fitness to work certificate citing ‘Stress At Work’ is highly likely to land on your desk.

Ignoring this only leads to the situation getting worse and could result in:

  • The employee’s absence being long term, which was avoidable
  • Working relationships break down
  • The employee submits a grievance
  • The employee’s health deteriorating
  • You lose very experienced, reliable staff
  • Claims are taken against the company for their treatment

Have open communication with your staff, listen to any issues they raise and seek a resolution early.

If the employee does go off due to stress at work, ask them to explain what the cause of the stress is and work through a solution to enable the employee to return to work as quickly as possible.

mental health

3. Remove prejudice

It’s essential that if an employee shares details of their mental health, that they are still given the same opportunities as other staff members. It’s easy to unconsciously make a decision such as giving a candidate a new project because another employee’s work life is stressful. It is good practice to have conversations with employees who have cited mental health problems and discuss how their work can be managed in order to help alleviate this.

4. Awareness sessions

Educating staff on how to build their mental health resilience is an excellent way to reduce mental health absences and improve the overall wellbeing of staff.

One way to do this is by holding an awareness week or awareness sessions at regular intervals throughout the year, inviting speakers in to share their experiences or offer education sessions. Opening up the channels for communication is the perfect place to start.

From this, staff can identify the signs of depression, stress and anxiety at an early stage and implement some of the tips and recommendations from the sessions to prevent their health deteriorating.

mental health

5. Stress is not always created in the workplace

We all lead very busy lives and commonly employees’ mental health suffers as a result of something that is happening outside of work, in their personal lives such as:

  • Marriage break-up
  • The loss of a close friend or family member
  • Financial worries
  • Caring responsibilities

Even though this has resulted from external factors this can still impact on the individual at work.  So remember to acknowlege that they are working through a difficult time in their life and offer support where you can.

6. Encourage a stress-less environment

Doing what you can to promote a stress-less work environment will work wonders. Start by instilling a good work-life balance, in which long hours and out of office emails are not a part of your company’s nature. Remember, employees who are less stressed are more productive. Appreciating employees and advocating empowerment go a long way in promoting a happy team.

This is a growing area that employers are struggling with. If you need help with an employment issue that involves mental health, get in touch today. Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk to discuss further.

Easy ways to reward staff without giving them a pay rise

As a business owner and employer, you may have realised by now that recognising your staff’s hard work and dedication is an effective way to keep moral high. Business owners sometimes assume that the only way staff want to be rewarded is with a cash incentive, such as a bonus or a pay rise. However, that isn’t always the case and is not always possible. Thankfully, there are some amazing alternative ways to reward staff, when there’s no money in the budget for an increase in salary or you want to build and retain key staff. Here’s how…

screen-shot-2018-09-12-at-11-00-49

Offer the opportunity for progression

Often for employees it isn’t just about money; it’s about feeling like they are progressing within a company. Knowing they are moving up the career ladder instils a sense of security and helps staff feel valued. So if the situation allows it, promoting someone from say, Account Executive to Senior Account Executive is often all they really want or need.

Vouchers

Who doesn’t love receiving a gift voucher? Do a little digging to find out which restaurants, shops or hotels an employee loves and present them with a voucher to treat themselves.

anthony-tran-378336-unsplash

A day off

A simple, yet effective way to show your appreciation is to give an employee an extra one or two days off on top of their current holiday allowance. This means they can book a longer holiday, or use the day as they wish, whether that be lazing about at home, or doing something they enjoy.

Set high standards for training

As well as benefiting the employee, you’ll also reap the advantages of training staff. Whether it’s offering on-site training, or presenting them with the opportunity to enrol in a course, which will help further their career, regular training is effective in ensuring staff remain loyal to the company and they learn a new skill or knowledge which benefits the business.

screen-shot-2018-09-12-at-11-02-56

Take them out

Who would turn down the opportunity to get away from the office, particularly when it’s paid for?! Whether it’s lunch in a restaurant, a drink in a bar or something more extravagant, taking staff out shows you value their hard work and builds stronger relationships within the workforce.

Employee of the month

This strategy has been around for years, which isn’t surprising, given its ability to instantly praise an employee and boost morale. Not only will you be highlighting their great efforts, you’ll be letting everyone else know. Plus, you’ll spark a little healthy competition among employees who are keen to earn the title for themselves.

screen-shot-2018-09-12-at-11-05-07

A thank-you note

An old fashioned idea but a goodie… a simple, handwritten note to an employee, acknowledging their good work can go a long way. Leave it sitting on their desk so that they pick it up when they arrive at work the next day. You would be amazed at what this does to someone’s attitude at work and their work performance!

Be their mentor

Or if that isn’t possible, assign someone else who would do a good job. Appointing someone who will help an employee grow and progress within your company is an amazing opportunity that many would snap up in a heartbeat. Choose someone who the person can really learn from and who they admire to ensure it is a worthwhile opportunity.

Making the effort to regularly reward staff by supplementing pay rises and bonuses with some of these perks, brings with it many benefits such as:- staff work well together in a friendly environment, staff will work harder and create better results at work and you hold onto key staff that you don’t want to lose, which ultimately strengthens your business.

If any of these issues are causing you some problems, contact Julie Pollock on 07858089006 or julie@consulthr.co.uk to discuss further.

10 top tips for effectively managing discipline and grievances in the workplace

Whatever the size of your business and regardless of how informal its culture is, one of the key elements that it should have is effective disciplinary and grievance procedures in place. As well as being a requirement of the law, they serve to protect both employers and employees should either the need for disciplinary action or a grievance arise. Not following correct protocol can be a costly mistake. If an employee has been in service for one or more years, failing to take the correct course of action may lead to an unfair dismissal claim, with the potential for a compensation payout.

Thankfully, best practice guidance is available via the ‘LRA code of practice on disciplinary and grievance procedures’. But if you don’t fancy delving deep into it, we’ve put together some top tips on effectively managing discipline and grievances in the workplace!

discipline and grievances

1. Have relevant and clear policies in place

Having discipline and grievance procedures in place ensures that:

  • Everyone is aware of how disciplinary and grievance problems are dealt with
  • Proceedings will be fair
  • Such issues will be acted upon in a timely and sensitive manner

So that your company’s policies are appropriate, you should ensure that:

  • Staff are aware of their existence and they are readily available
  • All managers are fully trained on these procedures
  • Such issues are dealt with as soon as possible
  • Policies are updated in line with changes in the law or the business structure

2. Determine the best route to take

Each individual grievance should be dealt with accordingly, deeming whether a formal or informal route should be taken. Here, be guided by the employee’s wishes, or the severity of the situation. If, for example, an employee is offended by a comment given by someone else in the workplace, addressing the situation by speaking to the employee in question may effectively resolve it. On the other hand, where issues such as discrimination or harassment arise, treating it as a formal grievance is more appropriate.

3. Designated chairperson

If the need for a formal grievance procedure arises, an appropriate chairperson will need to oversee the meeting. It is essential that the person in question is deemed suitable. Often, the individual’s line manager will chair it. If, however, the subject is of a sensitive nature or the complaint is about the manager, a more senior member of staff may be better suited to deal with it.

4. Confidentiality

Throughout the process, this is of the upmost of importance. Employees concerned, and those who serve as witnesses should be made aware that they are not permitted to discuss the issue with anyone else.

discipline and grievances

5. Investigation

This fact-finding exercise is critical to collate all relevant information relating to the grievance or disciplinary. This stage is essential to establish the facts. Interviews with witnesses may be required, in which notes should be taken. Other steps such as reviewing CCTV, computer or phone records may also be required.

6. Hold a grievance meeting

It is important that a meeting is held as soon as possible, after the issue has been raised. It may be necessary to adjourn it until further investigations are carried out.

7. The right to be accompanied

Employees should be made aware that they have the right to be accompaniedat both disciplinary and grievance meetings. Often this is a trade union representative or a work colleague of the employee’s choice.

8. Reaching a decision

The panel should carefully consider all information and arrive at a fair and reasonable outcome. The employee should be made aware of the decision taken in writing.

So, in the case of a disciplinary process they should be advised if a warning is being issued, what level, the duration of the warning and the improvement expected.

In the case of a grievance process, the employee should be informed of the outcome of their complaints and what action will be taken to resolve the matter.

In either case, the employee should also be made aware that they have the right to appeal.

9. Appeal

If possible, an appeal should be chaired by someone who is more senior to the person who chaired the previous meeting, has not been involved in the process so far, and therefore deemed impartial. Again, employees have the right to be accompanied.

discipline and grievances

10. Seek the advice of a professional

Here at Consult HR, one of the key services we offer is flexibility in dealing with grievances and disciplinary action. We offer on site support or advice on how to conduct investigations, discipline and dismissal meetings, as well as providing advice on appropriate questioning techniques. Furthermore, we can conduct independent investigations or disciplinary hearings and present a report on our findings to ensure a thorough and fair process is conducted.

For more information, contact Julie on: 07858089006.

Easy ways to keep employees motivated during summer

Unsurprisingly, the summer months see many employers report lower levels of productivity in the workplace. With holidays, kids off school and big sporting events, it might seem like an impossible task to keep staff focused. And for those who aren’t taking any time of work, being left behind in the office while others are away, can be a bit of a drag.

However, we have the answer. Here, we’ve rounded up our top tips to keep employees driven during the summer months.

employees motivated

Embrace the great outdoors

It’s widely known that Vitamin-D has a multitude of benefits when enjoyed in moderation and with sun protection. So we say… embrace the great outdoors! One easy activity to take outside is company meetings. Technology has never been more mobile meaning that any necessary laptops, tablets etc can be brought with you. Rather than sitting in a stuffy boardroom dreaming of the great outdoors, staff will be full of new ideas given the change of location, not to mention the sunshine.

Consider activities

The summer months are the perfect time to stage an activity. Whether it’s a charity event, team building exercise or sponsored tournament, a day away from the office will definitely boost morale and bring a team closer together, increasing productivity in the process.

employees motivated

An unexpected treat

Sometimes the smallest gestures can have the biggest impact. Whether it’s something as simple as nipping to the local park for a picnic or having an ice-cream truck stop by in the afternoon, the way to employees’ hearts is definitely through their stomachs. Their gratitude will be shown through their focus in the office.

Dress down Fridays

If your work environment allows it, dress down Fridays are the perfect way to keep staff focused during the week. We all remember those non-uniform days at school and how happy we were when the day rolled around. Having dress-down Fridays can have the same effect. With the summer months typically being warmer, not having to wear a full suit will ensure employees stay cool and comfortable.

employees motivated

Finish early Fridays

Speaking of the F-word, allowing staff to finish early on Fridays can also have the same impact. Getting out just as little as an hour early really does wonderful things for team spirit.

Consider working from home

From time-to-time, allowing employees to work from home can be immensely rewarding. Often, working from home has less distractions than a bustling office so you may discover that an employee is actually much more productive at home. Plus, with rapid advances in technology such as videoconferencing and remote desktop applications, staying connected has never been easier.

employees motivated

Offer incentives

Perhaps the biggest motivator of all, putting incentives in place for reaching targets is a sure way to get employees’ heads in the game. The reward could be anything such as finishing early, working from home or a monetary bonus.

Encourage creativity

Banish boredom from the workplace! If staff are allowed to work on projects that they actually want to spend time on, they are more likely to be productive. Ask them for their input to determine what they’d love to be doing. By allowing staff to be creative, they’ll throw themselves into it in the hope of impressing you, and therefore output remains high during summer.

employees motivated

Offer good feedback

Feeding back to employees on how they are doing, gives them value. Feedback should be provided on the standard of their work and on the role they play within the company. Feeling like you are part of something bigger is a fantastic incentive, especially if there is opportunity for growth.

Give a little control

Where possible, loosen the reigns and give staff some control. This creates a sense of responsibility and helps establish trust, which in turn keeps productivity high during the summer months.

Armed with these top tips, keeping staff morale and productivity levels high during summer will be a breeze! For help with your HR, get in touch by calling: 078 5808 9006 or emailing: Julie@consulthr.co.uk.

Top tips to reduce employee absenteeism in the workplace

We’ve just had a scorching May and early June and fingers crossed, the good weather is set to return. While the sunshine puts a spring in our step, it has brought with it some problems, with many employers reporting that they noticed a rise in absenteeism in the workplace.

In particular, employees are phoning in sick when employers suspected that they were basking in the sun in their gardens or soaking up the sun at the beach!

With the average UK worker being absent over six days annually, costing employers an average of £554 in sick pay per employee, no doubt you are keen to limit this cost within your business.

Effectively dealing with employee absence and differentiating between genuine absence and those taking advantage is a common challenge that many employers face.

So what exactly can you do to reduce employee absenteeism? Here, Julie Pollock from Consult HR provides her top tips on how you get a handle on it this summer.

employee absenteeism

Have a clear policy in place

The first and most important step is to ensure that your company has a practical, well-written policy in place, which is given to employees when they take up their post. The document should state the process which employees are expected to follow should absence from work arise. Having clear attendance and absence policies will keep employees versed on the standards expected of them, as well as assisting managers when dealing with proceedings. Furthermore, the policy should be readily available to staff, such as on the company’s intranet. This easy access and high visibility will enhance its importance. Finally, asking employees to read and confirm they have understood the procedures regarding absence helps improve compliance.

Conduct return to work interviews

The thought of having to sit down with a manager face-to-face to explain absence, after taking a ‘sneaky’ day off can be enough to make employees think twice about actually phoning in sick.

So having return to work interviews as standard practice can reduce your absence levels without you even noticing.

Ensure managers are approachable

If employees don’t have an understanding point of contact in the form of a manager, they may be less likely to discuss issues or requests which could avoid absence. For example, if an employee feels they can’t approach staff for a couple of hours off to attend a necessary appointment, the result of this may be calling in sick at the last minute, requiring a full day off work. Having an open, sympathetic ear will help put employees at ease and open the door for communication and ultimately reduce absence levels.

employee absenteeism

Monitor absence

If you aren’t already doing so, monitoring absence patterns and levels is an effective way of foreseeing potential problems. This will help you identify those employees you need to have a conversation with, distinguishing between those who genuinely need assistance with ongoing health problems and those who may be taking advantage of your company’s sick pay scheme.

Keeping a record will also help you to keep abreast of trends, ie those that have ‘Monday-itis’. Furthermore, this can help notify you of absence trends, which may reveal that the employee has some external issues, which are impacting on their ability to attend work and may be resolved in a short period of time with some support from you.

Communication Is Key

Where you identify some concerns with an employee’s attendance at work, address the matter early by having a conversation, advising the employee concerned what your concerns are. This in itself may be enough to correct the problem early without the matter getting out of hand.

Health and wellbeing programmes

Companies which offer health and wellness programmes, have been shown to have lower levels of absence than those which don’t. These programmes cover a range of conditions, such as offering on-site yoga classes at lunchtime, to helping employees quit smoking or lose weight. There should be no pressure for employees to participate but they should be made aware of such programmes should they wish to avail of them. As well as helping improve health and wellbeing, staff moral will be higher and good working relationships will be developed, not to mention improved attendance levels.

employee absenteeism

Instil flexible working hours

This is a big decision for a company to take, but one which can result in lower levels of employee absenteeism. Flexible working can take many forms such as working from home, job-sharing, part-time, term-time, job-shares and flexitime. Being able to fit working hours around the demands of a busy life, will again, ensure employees take fewer unexpected days off work. Furthermore, being accommodating instils a greater level of trust between the employer and employee.

Keep staff moral high

Keeping staff motivated is an effective way to ensure absence levels are kept to a minimum. Encourage good morale with incentives, recognition programmes, career advancement opportunities and arranging social events for teams. Undoubtedly, a combination of emotional and physical factors are responsible for preventing employee absenteeism. A positive work environment is a key factor in encouraging staff to come to work everyday.

If you are struggling with employee absenteeism in the workplace, help is at hand. At Consult HR, many companies have benefited from our outsourced HR services. For more information, get in touch here.

Are you ready for April’s statutory rates changes?

In just a few weeks, changes to statutory rates will come into effect. So what are these and how can you ensure your company avoids negative publicity for non-compliance? Here, we share the changes you need to know about, plus why 179 companies have been hit with huge fines.

The start of April is when businesses are required by law to adhere to the new statutory pay rates.

The latest list published by the government outlines 179 companies fined for not paying minimum wage to their employees. Global brands such as Wagamama, Marriott Hotels and TGI Friday’s are among the top offenders, while Northern Ireland based businesses Moy Park, Wilson’s Country Limited, QCS Contract Cleaning Ltd and Tayto were also named and shamed. The result of this has seen all 179 companies incur hefty fines, as well as being obliged to compensate workers for their shortfall.

screen-shot-2018-03-12-at-17-37-29

Wagamama is believed to have failed to pay £133,212 to 2630 workers, while TGI Friday’s owed its staff £59,348.

Reasons for underpayments include failing to pay workers for travelling between jobs, not paying overtime and deducting money for uniforms.

As well as being required by law to pay back the shortfall to employees, the named companies face fines of up to 200% of the wages owed.

Julie Pollock from Consult HR said: “Employers should not underestimate the power of the Government in this area and the compliance officers can commence an investigation and remove information from an employer’s premises with no warning. They have also taken to ‘naming and shaming’ those employers found to be in breach exposing them to negative publicity.”

In Wagamama’s case, the breach came about because the company did not provide a uniform: Wagamama’s gave staff T-shirts that they expected to be worn with a black skirt or trousers. However, by not paying for the additional items, the restaurant breached minimum wage regulations.”

Unpaid breaks, requiring staff to arrive early for their shift and unpaid time spent in meetings could all lead to underpayment of wages.

There are also warnings that employers making deductions from staff for the cost of the Christmas party could also fall foul of the law if these deductions lowered employees’ wages to less than the minimum wage.

Moreover, additional payments such as tips and service charges should not count towards wages.

Back in 2017, Argos topped the list for paying below the minimum wage because staff were expected to attend unpaid briefings and undergo lengthy security checks outside working hours.

Primark and Sports Direct were among 260 UK employers who had been named and shamed by the government for failing to pay the national minimum wage and national living wage.

The key here is to ensure that as a business, you are adhering to the new statutory rates.

screen-shot-2018-03-12-at-17-37-23

Confused by what exactly this all means? Don’t panic! We’ve laid it all out for you…

The changes are as follows:

National minimum wage

The hourly rate will increase as follows:

  • From £7.05 to £7.38 for 21-24 year olds
  • From £5.60 to £5.90 for 18-20 year olds
  • From £4.05 to £4.20 for 16-17 year olds
  • From £3.50 to £3.70 for apprentices aged under 19 or in the first year of their apprenticeship.

National living wage (for 25 years and over)

The hourly rate will increase from £7.50 to £7.83 for 25s and over.

Statutory Sick Pay (SSP)

The weekly rate of SSP increases from £89.35 to £92.05.

Statutory Maternity Pay (SMP)

The weekly rate of SMP increases from £140.98 to £145.18.

Statutory Adoption Pay (SAP)

The weekly rate of SAP increases from £140.98 to £145.18.

Statutory Paternity Pay (SPP)

The weekly rate of SPP increases from £140.98 to £145.18.

 Statutory Shared Parental Pay (SShPP)

The weekly rate of SShPP increases from £140.98 to £145.18.

The government takes a ‘no excuse’ approach against companies for failing to pay staff less than minimum wage and ‘ignorance of the law’ will not be an acceptable explanation for non-compliance.

Undertake a review of your working practices and make necessary adjustments to any areas of risk is the advice from Julie Pollock from Consult HR, if you want to avoid penalties and protect your business from reputational damage.

If you need some help with a particular staffing issue, get in touch here today! Don’t forget to follow us on Facebook here for the latest HR news and free advice, and leave your name & email address in the comments section below to sign up for our monthly newsletter.

How to avoid tears, tantrums and legal actions following your office Christmas party

Tis the season to be jolly but with the office Christmas party comes the need to keep both your employees and business safe during the festive frenzy. With a staggering 9 out of 10 businesses having had an employment issue as the result of a Christmas party, here are my top tips for avoiding tears, tantrums and legal actions this festive season.

You are invited to attend…

As an employer organising a Christmas party, you are undoubtedly responsible for the behavior of your employees at the event. When it comes to inviting staff, avoid discrimination claims by extending the invite to everyone. This includes those who are sick, on maternity leave or who may have mentioned they are unable to attend.

At the time of inviting employees, it is important to address the code of conduct that is expected of them, highlighting that social events connected with work are an extension of the workplace. In particular, staff should adhere to the Dignity at Work and Bullying and Harassment policies or indeed, these should be put in place if they are not already in existence.

The Chief Constable of the Police in Lincolnshire was held accountable for the actions of a male employee, who sexually harassed a female colleague, whilst at a pub. The Employment Appeal Tribunal in The Chief Constable of Lincolnshire v Stubbs [1999] ICR 547 upheld the original Employment Tribunal’s conclusion that “attending a public house for relaxation immediately after the end of the working day is, in our view, merely an extension of employment…”

 

Office Christmas party

It was the drink talking…

In Judge v Crown Leisure Ltd [2005] IRLR 823 (CA), a company director who attended the office Christmas party advised Mr Judge that he planned to align his salary soon to meet that of a new employee who was earning considerably more. Two years later, with no advance in salary, Mr Judge resigned and claimed constructive dismissal. His claim was dismissed in the view that the Director was merely providing “words of comfort”.

Beware of promises made. Don’t make promises about pay rises or promotions at the Christmas party. The employer here was not held to it but a different tribunal may have ruled differently. Plus, the entire affair is costly in time and money so it’s best to avoid this type of conversation outside of the office.

The morning after

As employers are obliged to provide a safe place of work, be mindful of employees who are required to work the day after the Christmas party, especially those who have to drive or operate office machinery.

Employers should make employees aware of their expectations in not returning to work the day after the Christmas party under the influence of alcohol or drugs. With this in mind, it is advisable to limit the amount of free alcohol that employees have access to at the Christmas party.

 

Office Christmas party

Secret Santa implications

Although fun and a highlight of the festive season, the anonymity surrounding Secret Santa can result in inappropriate or offensive gifts being swapped. An easy way to avoid potential problems, is to make staff aware that this practice falls under the Dignity at Work and Bullying and Harassment policies, which they should keep in mind when purchasing gifts. It’s also advisable to put a spending limit on gifts in order to ensure that all staff feel included.

Beware of social media

While many believe there is no such thing as bad publicity, a clip or photos of your office Christmas party going viral on social media, for all the wrong reasons, can bring with it much more than just a hangover. With the popularity of social media on the rise, comes an increase in the number of cases involving inappropriate use of social media sites.

To avoid this, employers should have a Social Media Policy in place, which advises employees not to place material online which could negatively affect the reputation of the employer, or which breaches its Bullying and Harassment Procedures. Employees should be reminded about the practice of social media in the run up to Christmas.

The Christmas bonus conundrum

At this time of year, it is common practice for Christmas bonuses to be given, as a gesture of goodwill. However, with the effects of the economic downturn still lingering, employers often question whether they are obliged to give employees such bonuses.

If an employee’s contact is silent in relation to this payment, it can be argued that if this has previously been a custom, it is an implied term in his/her employment contract. To avoid this, employee contracts should be very clear that Christmas bonuses are at the discretion of the employer.

 

Office Christmas party

Have fun

While this all might sound a bit Scrooge, we don’t advocate that your Christmas party should be a bland affair, free of all fun. With the correct communications and employee expectations laid out beforehand, the office Christmas party can be a great event, devoid of drama and disciplinary hearings.

Happy Christmas from Consult HR.