Recent content by Jamie Goodwin

  1. J

    Sex offender

    What vetting processes does your business have in place when recruiting? Do they ask if they have a criminal record? Does the role include visiting client properties where children may be present? If so, then it’s an absolute no no that they should be going.
  2. J

    probationary period and contract

    Seems like you have been more than reasonable with him - you’ve extended his probation and given him further training and he is still not at the required level. You clearly know what options are available to you. Keeping him in the business albeit demoting him to Deputy Manager is not really...
  3. J

    Sole employee diagnosed with cancer

    Sorry to hear that your colleague is not well. Whilst they are experienced with your business, could you not recruit someone to support? Temporary perhaps until you know what is what? Guessing that your colleague is taking time away from work - whilst you can take an employee through...
  4. J

    Off for Covid/Self Isolating

    The only really thing you can do is ask for them to send a screenshot of notification so that you know it is legitimate. You cannot enforce disciplinary action n an employee just because they are following government guidelines.
  5. J

    How do you dismiss a ‘good’ employee that just isn’t right?

    Not sure what you want us to respond with? Have a conversation with her about the complaints - document it so there is a record but it doesn’t appear to be serious enough to warrant a disciplinary case as you say. There’s also technically nothing else you can do unless she commits an act of...
  6. J

    Signed Off Sick / Gross Misconduct

    You cannot proceed with disciplinary action whilst they are off sick - you could have a conversation with them to establish when they are due to return? Have welfare calls - and follow the correct process. Do you think the colleague is staying signed off until they find a new job? Most do -...
  7. J

    Company administration - resign now or hold out?

    As someone who has been through an administration process twice, I can share some experience. Firstly, unless you have a new job confirmed, then don’t resign. You will be obligated to pay for the degree if you do. If the company folds, then it isn’t your responsibility as the company will...
  8. J

    Handbooks and employment

    A CoE and a employee handbook are two different documents. The CoE is the terms and conditions of the employment, whereas the handbook are general employer rules and policies. Some small businesses do not have them but then some businesses do not have a HR department.
  9. J

    Can I resign immediately for health reasons

    Sorry to hear what you have gone through - it cannot be easy. You can resign with immediate effect if you feel that this will solve the issues, but the best practice would be to arrange a meeting with your line manager and highlight the concerns you have. They may be able to help you. If they...
  10. J

    Unfair dismissal/ dismissal appeal

    What was he dismissed for?
  11. J

    Written confirmation of a verbal warning

    It’s a very long winded detailed letter - which covers all bases - but surely the facts would be better off bullet pointed - so it’s clear and concise. That’s what I would do personally.
  12. J

    Concerns about colleagues performance

    You can approach the MD and mention your concerns but whether something is actually done about it is a different matter - how close is the MD to the underperforming colleague? They could be just as close as you are? Maybe approach from a different stance and have a senior management meeting to...
  13. J

    What's people's experience with using Indeed?

    You can post for free on there - I’ve posted a number of vacancies direct to indeed before and they go live within an hour or so and generally get at least 50+ applications depending on the role and the area.
  14. J

    How much should this employee have been paid?

    He should be paid for the hours that he worked. 32 hours I believe - so £320 subject to deductions. You should not need to pay him SSP as his length of service isn’t sufficient.
  15. J

    Handling a problematic staff member

    When she returns from her holiday, arrange to be there on her first day back and ask about those statements- If you are not ready / prepared to dismiss her there and then, then there’s an option of suspending her with immediate effect pending full investigation. As a retail manager myself, she...
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