How to support Ramadan
We are now in the period of Ramadan, a period of time in the Muslim calendar which is observed by Muslims worldwide and includes a month of fasting. Ramadan is held during the ninth month of the Islamic calendar and this year and will end on June 4th. Ramadan is observed by Muslims worldwide as a month of fasting from dawn until sunset.It is best practice to be mindful of this religious festival and consider the needs of Muslim colleagues and members of the public with whom we interact. The following may help you support your employees:
- Be aware that Muslims who are observing Ramadan may be awake throughout the night when they are able to break their fast, eating and drinking only after sunset. Think of what that might mean for people working for you.
- Do not assume that all Muslims are fasting as there are of course exceptions, for example pregnant, ill, young or old Muslims are exempt if they wish. It is better (and politer) to ask rather than assuming.
- For those who are fasting, avoid offence by refraining from offering food and drink between dawn and sunset. How would you like to be treated?
- Consider whether you may be able to allow flexible working arrangements for the period of Ramadan
- Be sensitive to the fact that those who are fasting may be mildly anxious by the lack of food and liquid, especially in the latter part of the day (and even more so if we have hot, sunny days).
- Be sensitive to the feelings of anyone who is fasting and if at all possible do please think about refraining from eating in front of them.
- Be flexible throughout the month, things may change in how people are reacting to the fast and may ask for a change in working pattern part way through rather than pre-plan
During Ramadan, some members of the public observing Ramadan who use your services may sound additionally tired, frustrated or distressed about issues so remember there may needs to be sensitivity as they may be vulnerable at this time. Let us all be even calmer and more considerate.
We have some severe weather warnings forecast for this week across different parts of the country and it is always best to be prepared. But there are some things that as a business we should have in place already:
- Ensure you have an adverse weather policy in place. Implementing a policy gives you an opportunity to show how you will be dealing with major disruptions, in advance of them actually happening, giving you the time to think about how to act when things take a turn for the worse outside. Employees also understand their responsibilities and what they are required to do when the weather is affecting work and can even start to think of alternative ways into work.
A magical time of year
It can be the most magical time of the year, when the Christmas spirit brings together all those who have been naughty or nice in the workplace. It is an opportunity for most of us to relax, unwind and celebrate the last 365 days and all those who’ve helped it be a successful one.
England have secured their place on the continued journey in the World Cup. Exciting times? Or is it when you have to manage things at work? We also have Wimbledon starting next week for all those tennis fans all of which may impact on how to keep employees motivated to still come into work and be productive when they do!
People are passionate about different sports and certainly which team they want to win so think about whether your business has the ability to be open to different ways of working so that it is not unduly affected by these growing sporting events. Options to consider are:
Your GDPR Checklist
It is finally here, in just 9 days we will all be GDPR compliant won't we?!
We are sure everyone is working towards the new data protection principles incorporated into the new Regulations. The main basis of the change is to move us all into the 21st Century in relation to how we store and process data in view that most of this nowadays is on line, our marketing has increased, and more organisations have our data.
So we are fast approaching the wedding of the year – Prince Harry and Meghan Markle are tying the knot this weekend but how will this affect your business? What are the things you need to think about?
When do I give my employees a contract?
Employing someone for the first time?
Well done! You are experiencing high demands for your products or service and in a position to employ someone for the first time means it’s a great achievement.
There are some things that we forget to consider though when first faced with this decision. First, consider whether it’s a permanent requirement, seasonal or temporary, or even part-time. Think about what their continued employment is reliant upon and with the very best of foresight that the requirement is going to continue.
For more detail - read the full article on our Blog pages
You may be surprised to hear that you don’t actually need to provide a full contract of employment in writing but you do have to provide certain information in writing no later than the first day of employment with you. If you don't, there is a risk of a legal claim against you.
You are legally obliged to provide the following in writing:-
- Name of employer and employee.
- Date employment and continuous employment started.
Adverse Weather on its way!
It is always best to have things in place to help minimise any disruption to your business. Some of our tips are
- Have an adverse weather policy in place. Implementing a policy gives you an opportunity to show how you will be dealing with major disruptions, in advance of them actually happening, giving managers time to think about how to act when things take a turn for the worse outside. Employees also understand their responsibilities and what they are required to do when the weather is affecting work and can even start to think of alternative ways into work.
- It might be that your employment contracts already cover this area, but just double check and make sure both compliment and add value to each other. The last thing you want is to contradict making it difficult to make decisive actions . . . . . . .
Are you GDPR Ready?
We have all heard about the new Regulations which will be effective from 25th May 2018 but are you ready for this latest piece of legislation which amends the Data Protection Act?
Teme HR have put together the top 10 things to think about with this new piece of legislation. Visit the Teme HR blog site to view this article.
If you need any further help. advice or guidance please contact us for more information on 07989 343361 or email on firstname.lastname@example.org.
Love is in the Air!
But how do we feel this affects our business, in particular when it comes to romantic relationships particularly in the office?
People develop relationships in all environments but, this is more likely when they spend substantial amounts of time together whether in meetings, working together in general, across teams or in the same team and there is no surprise therefore that this could happen in the workplace.
Many companies have a Relationship at Work Policy, which is great but sometimes this only encourages people to bury the relationship and for people to hide from superiors which could increase gossip and make the people involved feel uncomfortable in their own working environment which in turn could impact on their own morale and how they feel at work.
For the full article visit our Teme HR blog