The whole category in one page.
THE OBLIGATIONS BEGIN WITH THE FIRST EMPLOYEE, WHETHER OR NOT ANYONE IS ASSIGNED TO THEM
Written contracts, a record for each person, leave records and evidence of statutory remittances are the minimum. Their absence is discovered during a dispute.
EMPLOYMENT STATUS IS DECIDED BY SUBSTANCE, NOT BY THE LABEL IN A CONTRACT
Labelling someone a contractor while directing their hours and methods produces back taxes, penalties and claims. Review long-standing contractor arrangements — they drift.
DEDUCTED TAX AND PENSION CONTRIBUTIONS ARE NOT YOUR MONEY
Failure to remit carries personal exposure for officers, and a payment without the schedule identifying each employee is never credited to them.
INCONSISTENT TREATMENT IS WHAT TURNS A DISPUTE INTO A CLAIM
Apply policies the same way every time, and never write a policy you will not enforce consistently.
MOST PERFORMANCE PROBLEMS ORIGINATE IN EXPECTATIONS NEVER MADE EXPLICIT
Raise concerns early, with specific observations rather than general characterisations — the specific cannot be disputed, the general always is.
PROCESS MATTERS AS MUCH AS OUTCOME IN DISCIPLINE AND DISMISSAL
Correct decisions with defective process are frequently overturned. Investigate before concluding, and take advice before anything that could end in dismissal.
REMOVE EVERY SYSTEM ACCESS ON THE LAST DAY, BECAUSE DEPARTED STAFF WITH LIVE ACCESS IS A COMMON AND SERIOUS EXPOSURE
KEEP HEALTH INFORMATION SEPARATE FROM PERSONNEL FILES, AND DELETE RECORDS WHEN THEIR RETENTION PERIOD ENDS
AND REMEMBER THAT THE WORST BEHAVIOUR YOU TOLERATE BECOMES THE STANDARD EVERYONE WORKS TO
