“Really useful to have some suggested / starter questions for discussion from Jenni to refer to / bounce off.”
“Open space to talk and hearing from others issues/queries led to own learning”
Key areas discussed:
Different worker definitions and legal/tax implications.
* Is there a helpful list of definitions somewhere for:
- Permanent employees
- Temporary employees
- Casual workers
- Freelancers
- Session workers
* Use HMRC quiz to check: Check employment status for tax – GOV.UK
* Independent Theatre Council (ITC) has been helpful for relevant groups
* Roots HR offers 1 hour of free consultancy
Outsourced HR Support
* A list of different companies and approx. costs would be helpful (e.g. Croner, Peninsula, You Manage)
* Bright HR was thought of as a good cost-effective way (£30 per month) of managing annual leave and sickness. Prices vary depending on the number of employees using the service
* Interest in any other free or cheap software to manage annual leave
* Teams Connect was very helpful for shifts and rotas for casual staff
* Always remember to negotiate charity discounts
* www.staffleave.com is free for leave management only. Upgrade for additional features
* https://timetastic.co.uk/ low-cost absence management and holidays tracker
These are suggestions, not recommendations. Please ensure you conduct your own research and due diligence before deciding whether to use any of those listed above as potential providers
Equity, Diversity and Inclusion (EDI)
* CS is happy to share their policy. All agreed that it would be better to be shorter, action-focused, and tailored for the organisation
* Suggestions of having EDI reps from Board
* Interest in EDI training being offered by CS
Training for legislative changes
* It would be helpful for CS to provide online training for Southwark’s VCS following any changes in the law (e.g. duty to give staff anti-harassment training)
* Bright HR may also provide this training online
Managing poor performance
* CS is happy to share the Performance Management Policy. It is important to lead from a compassionate standpoint, have clear targets (linked to wider organisational strategy), have consistent processes, and have written records. Personal Development Plans give clear milestones for improvement and outline what the employee and employer will do to ensure they succeed.
Managing excellent performance
* Ideas shared around cake, success boards, praise, Charity Worker Discounts, Tickets for Good, job title changes, Reflective Practice
Other useful resources
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