Training & E-Learning
Training is vital in improving individual and team performance, it increases engagement and decreases absenteeism and turnover – often overlooked, it is key to any company’s success and developing your employees’ skills, knowledge and behaviour provides efficiencies and leaders for the future.
Absolute Works offer training and coaching for all levels of your workforce from the ‘shop floor’ to the board room. We can help you understand and identify the reasons behind poor performance and engagement. We will support you by developing strategies to boost productivity and service delivery, devising and implementing improvement plans and capability procedures that draw out the very best results from your team. Absolute Works offer a service that provides for a forward-thinking team.
We can carry out the training with small or large groups, or on a one to one basis, whatever you prefer. We develop the training session content and material ensuring that we meet your needs; whatever your requirements are and across all aspects of your business.
Our comprehensive collection of tailored programmes include:
- Inductions, probations and appraisals
- Performance management
- Disciplinary and grievance
- Absence management
- Redundancy management
- Reward Management
- Health and Safety
- Estate Agency Compliance
- Customer service
- Leading teams
- Introduction to Finance
- Operational Management and related management programmes
E-Learning is a great tool to use for remote learning and onboarding employees into the business. Employers can manage their costs and abstraction rates by utilising E-Learning; ensuring not all employees are absent for training at the same time. Employees can complete the learning at their own pace. All E-Learning is certificated. There is no better cost-effective way to educate your teams and mitigate your liability as an employer than to provide E-Learning.
We have access to a broad range of titles including;
- H&S Essentials
- Manual Handling
- Equality & Diversity
- Display Screen Equipment
- Effective Communication
- Cyber Security Essentials
- Self-Awareness in Management
- Understanding SWOT analysis
- Coronavirus Awareness
If you require a different title that you cannot see here, please contact a member of the team who will be able to assist you further.
employment law + hr
Our qualified and experienced team of Employment Law and HR experts have been helping SMEs for over three decades, providing exceptional customer service and commercial advice that you can rely on.
We deliver apprenticeships across non levy and levy paying businesses throughout the UK. We can help you with funding and finding or identifying the right apprentice for you.
We offer a fully managed payroll service which allows our experts to organise and manage your payroll for you.
hEALTH & SAFETY
Our IOSH (or equivalent) trained experts will work with you, freeing up your workforce and relieving the pressures of complying with demanding health and safety regulations.
Developed by our internal team of HR experts with HR administration in mind, our portal safely stores employee data and eases the administrative burden of all that paperwork!
TRAINING & E-LEARNING
Absolute Works offer in person training and E-Learning packages for all levels of your workforce from the ‘shop floor’ to the board room.
Disciplinary procedures and employment contracts.
An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.
If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.
The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.
As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.
Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.
Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.
The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.
If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.
All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.
An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.