UK Leading Experts in Workplace Conflict Resolution: WELCOME TO HR & DIVERSITY MANAGEMENT. Our article, Workplace Investigation Toolkit, has been published in EDGE online by the ILM. Sep 2012. The best for your erection is generic levitra. It has a very soft effect and you can be sure that you will treat your problem and after you can finally start having sexual acts without any pills. Try also Vardenafil 20mg (Levitra) drug as it was named as the best one in 2014. Read more here: Bullying in the Workplace — UK Leading Experts in Workplace Conflict Resolution

WELCOME TO HR & DIVERSITY MANAGEMENT

Helpline : 07734 701221

  We are open from 9 – 5 Monday to Friday and 9 – 12 on Saturdays.

OUR SERVICES

Specifically, we offer a bespoke range of bullying at work related services. We are regarded as No.1 Workplace Resolution Experts.  A Complete HR Solution: We are pleased to offer you a highly professional, comprehensive range of  HR services.  We are specialists in our field of work (workplace investigtions and settlement agreements)  and we strive to eliminate anti-social behaviour in all corners of society, particularly the workplace. Whether you are a the NHS, Public Sector, a small to medium (SME) employer with no in-house HR expertise and therefore requiring an out-sourced service or whether you are a larger organisation, (public or private sector), in need of specialist HR expertise from time to time, we can help you. We also offer FREE support to individuals in need of guidance through workplace bullying problems.  In every case we endeavour to identify a solution that is mutually amicable to both the employee and the employer.

See  Testimonials

Employment Law is an ever-changing minefield which many line managers find daunting and confusing.  We recognise this.  The majority of employment law cases are brought before the tribunal system because managers lack the knowledge and expertise they need to ‘nip issues in the bud’ and minimise organisational risk before matters escalate out of hand.  A loss in a costly employment tribunal case, including the hidden costs such as the legal costs, a drop in productivity, sickness, absence, turnover of staff, loss of competitive edge etc, can put a business ‘out of business’.   We don’t want that to happen in your case.   

Call us NOW – HR & Diversity Management can help you.

EMPLOYERS

Are you worried about the Cost and/or financial implications of employee litigation?   Do you need to conduct a disciplinary or grievance Investigation?   Would you like assistance with Conflict in the Workplace?    Ask about Compromise Agreements   

Are you aware of recent Case Law regarding Collusion, Equality, Discrimination, Harassment.   Would you like to know more about our Policies and Procedures and FREE templates?   Keep yourself informed of up to date Case Law.

Exactly, what is Gross Misconduct?  See our Frequently Asked Questions page.  Click Employers for further information.

EMPLOYEES

Go to our Employee page or call our FREE helpline on 07734 701221

Dismissed. Suspended. Facing a heavy Performance Management Process.  Do you have grounds to lodge a Grievance?  Indeed, do you have a Case?   Are you off work with Work Related Stress?    Is it due to bullying or discrimination?     Do you know how to tackle Bullying?    Would you even  know how to Identify a Bully?   Do you suspect you are being Bullied?   Unsure?    We can help.

Do you understand your Employment Rights?   Click Employees for further information.

Alternatively, go to ACAS or Citizens Advice who (like us) provide FREE advice over the telephone.

GENERAL

General Statistics.   What is Cyberbullying?     Would you recognise a Serial Bully?    Frequently Asked Questions.   An update on Statutory Law.    Assistance with Line Manager development.      

We look forward to working with you.

David and Christine Pratt taken February 2007 at time of charity launch

David and Christine Pratt

Call us now on 07734 701221 or email us at: admin@hrdiversity.co.uk or email Christine Pratt directly: christine.pratt@hrdiversity.co.uk

IF YOU ARE BEING CYBER BULLIED go to www.ecrime-action.co.uk

 

We are just at the other end of the phone: 07734 701221.

Of interest to Employers: Leading the Leader; an interesting article for all senior managers and people managers, written by Rikki Hunt, as published by the Institute of Administration Management. http://www.managermagazine.org/article/leading-the-leader

Information Commissioner (Data): ICO Registration: Z1295181

Towergate Professional Risk ; Indemnity Insurance. HRD102IN03

Members of the Chartered Management Institute and the Institute of Leadership & Management. 

IN-HOUSE POLICIES & REGULATORY STATEMENT

Our Terms & Conditions apply to anyone who uses our website, our workplace helpline and/or who contacts us directly, or by email, for employment law related advice.  Below please find our full Terms & Conditions Policy and other, related, policies.   Call us on 07734 701221 or email admin@hrdiversity.co.uk for full details or for copies to be emailed to you.

Complaint Operating Principles: The Directors of HR & Diversity Management Limited will ensure that the organisations complaints policy is readily available at all times and is made available to those who ask. We will ensure that all complaints are handled in accordance with our policy and in strict confidence. The Directors of HR & Diversity Management will make themselves available to a) respond to formal complaints within 5 working days to explain the process in detail and b) will ensure matters are investigated thoroughly and appropriately, observing conflict of interest and dignity and respect to all involved. The Directors will make sure that all complaints made are investigated without obstruction or victimisation. The Directors will maintain a written log of all complaints and will also record what action was taken. HR & Diversity Management is registered with the ICO for data recording purposes and to comply with Complaints Handling guidelines.

Regulatory Statement: We are Regulated by The Claims Management Services Regulations Unit whose address is: The Claims Management Unit. 57-60 High Street, Burton Upon Trent. Staffordshire. DE14 1JS.   Quote: 40033. Telephone: 0333 200 1321.  Email. authorisation@claimsregulation.gov.uk
Website: www.gov.uk/moj/cmr

We adhere to The Complaints Handling Rules 2006, General Rule 2 of the CAPR, Rule 8 of the Conduct of Authorised Persons Rules 2006 and The Compensations Act 2006.

Terms & Conditions Policy Statement: These Terms & Conditions apply to anyone who uses our website, our workplace helpline and/or who contacts HR & Diversity Management directly or by email for employment law related advice.  We believe in a need for ‘continuous improvement’ and would be pleased to take feedback from you in the interests of improving our services to the public.  Below, we explain how we can assist you.

OUR SERVICES – Employees

Employees generally contact us for conflict resolution advice because they are struggling with a work related problem.  Often the caller has been referred to us or has stumbled across our website.  Referrals may be made by a GP, ACAS, the Tribunal system, Citizens Advice, an in-house EAP scheme or another dispute resolution service providers, such as mediators and Counsellors.  We initially provide FREE advice to any employee who contacts our helpline.  We also offer a range of additional services which involve a fee; including a Case Assessment Service and a Settlement Agreement Service.

FREE HELPLINE ADVICE

Initial telephone advice is FREE and includes (not exclusively);

  • Referring the employee to our website where they may download specific case law or information
  • Procedural advice in cases where an employee wishes to raise a grievance, respond to a disciplinary or performance management process or where an employee has been suspended or dismissed. This advice is FREE and will focus on in-house policy and procedure
  • An overview of options open to an employee in terms of employment rights
  • Advice on Work Related Stress absence
  • Advice on Employment Law relating to dismissals, grievances, disciplinaries or redundancies – and policies relating to those formal processes including basic employment rights
  • We consider referring the employee to other expert dispute resolution service providers and The ACAS website for further information or where we are unable to help.
  • We aim to leave the employee ‘informed’ of his/her options so that a caller may make an informed decision
  • We will not comment on the merit of a case at this stage
  • We outline our fee paying services, where relevant

We then email the caller outlining the above.  The email sets out our range of fee paying services including the Case Assessment Service and the Settlement Agreement Service and provides fuller contact details.  If the caller contacts us again it is usually because they want to formally instruct us. At that point, a more detailed discussion takes place and a Client Agreement is issued.

Vulnerable Callers: We allow all callers time to consider our services before we take formal instruction under the terms of a Client Agreement.  This is done via email in order to give employee’s ‘cooling down’ time in order that they may discuss matters with their family and properly consider all options open to them. We offer this cooling down period because, during the first telephone call, a caller may be distressed as a result of their work related circumstances.  We believe this category of caller needs ample time to consider options before committing to a fee paying service. The email audit trail sets out other services and options open to the caller such as our Settlement Agreement Service, mediation services and services available via other dispute resolution experts.

Client Agreement: We issue a Client Agreement in every case where a caller seeks professional, case specific, assistance.  The caller is required to sign the Client Agreement before any client work commences.  From the point of signing a Client Agreement the caller is regarded as a Client of HR & Diversity Management Limited.

Case Assessment: Where the employee expresses need for ‘case specific advice’ we offer a Confidential Case Assessment Service for a fee (which is agreed in advance).    Once we are in receipt of the signed Client Agreement and payment the work can commence. We then ask for copies of documentation which will help us assess a case and/or advise our Client.  Once a case is assessed our client will receive a comprehensive Case Assessment Report and assistance, as required.

Settlement Agreement: Where a Settlement Agreement Services is sought (usually following a Case Assessment), we explain the process over the telephone and in writing.  We also explain the role of our Solicitor and the fact that a referral scheme is in place between ourselves and our Solicitor.  This is all documented. This service usually follows a Case Assessment Service.  The Client is told that they may chose a Solicitor in their area/location if they wish.  The Settlement Agreement Service is provided on a ‘No Win No Fee’ basis.  However, if we are successful in negotiating a settlement a small fee is incurred (which is declared up front).  Details are contained in the Client Agreement, sent at the point of formal engagement (see above).   We will not start to negotiate a settlement unless a signed Client Agreement is held on file.

Consent Letter: A Consent Letter containing our client’s signature is sent to the employer, which enables the employer to engage with us in Settlement Agreement cases.  The Consent Letter is sent to the employer along with a document about Settlement Agreements and the benefits to the organization of reaching an amicable resolution (as per our Governments intention to keep ET statistics to a minimum).

Settlement usually includes;

  • An Ex Gratia, tax free, sum of money
  • Notice pay which is taxed
  • Outstanding Holiday and any other monies (bonus, shares etc), which is usually taxed
  • A positive Job Reference
  • An agreed termination date
  • An agreed payment date (ie: 14 days from signing the Settlement Agreement document)
  • £450 +VAT Solicitors fee

Once the Settlement fee is made to our client we invoice our client for the work we have carried out, in accordance with the Client Agreement.

Ethical Process:

  • We are paid by our client when (and only when) they have signed the Settlement Agreement and have received the Settlement fee from their employer.
  • We do not handle client money or hold money on account.
  • The employee is given 14 days to pay us as per our explicitly explained invoicing and payment terms. Full terms and further details are set out in the Client Agreement.

Supplimentary:

In addition to our Terms & Conditions Policy we have;

  • A Complaints Policy
  • A Cancellation Policy

© HR & Diversity Management Ltd – 2003 to 2016