What % of an interview do you spend talking to a candidate about the vision, benefits, and history of your company, vs asking them questions?
Do you go in expecting them to just know it all through research; or do you find more alignment and value by spending a decent chunk of the interview in walking them through that?
I’m looking for some advice about an issue with annual leave at work because it’s been dragging on for months and I’m getting pretty frustrated. I’ve been employed at the company 18 months so don’t want to kick up too much of a fuss just in case.
I booked several days of paid leave over Christmas as soon as the booking window opened (about 6 weeks in advance). I even double-checked with my manager at the time because I had family travelling from overseas and needed to be certain before they booked flights. She confirmed it was approved, and it was also showing as confirmed on our internal system.
My manager then went on leave from mid-November to mid-December. In early December, I noticed that my approved leave had been removed from the rota. I raised this with the cover manager, who said she would look into it, and I made it clear that I needed an answer quickly because our leave doesn’t carry over into the next year. Unfortunately, I didn’t hear anything back.
By mid-December, I contacted HR, who confirmed that the leave had been removed and wouldn’t be carried over. By that point, it was too late for me to book alternative days off because everything was already taken. I ended up having to work those days and effectively lost 4 days of annual leave.
I later spoke to my manager, who said they were looking into it as a special case to have the days carried over. However, it’s now April and I still haven’t had those days reinstated. I keep being told it’s “being looked into,” but nothing is actually happening.
At this point, I’m not sure what my next step should be. Has anyone dealt with something similar, and what would you recommend doing next?
I work in a team with four other people. Two vape in the office despite it being against company policy. Our old office had lots of ventilation so I turned a blind eye as I knew it helped with their anxiety.
We have moved to a new office with an extra person who also vapes. There is less ventilation in this room and I can smell the vapes and am definitely breathing them in more. Given that one of the people who vapes is my manager (and easily offended) and another one is my closest colleague (also easily offended), how would you deal with this?
Also, the HR manager is close to my manager and I believe might share information if I involved him.
Thanks.
I work for a large UK charity on a home-based contract. My role is field-based, travelling daily to various locations across a defined geographic area in Northern Ireland.
My employer has recently informed staff informally via a line manager that we must now deduct a round trip between our home and a fixed point within our geographic area (approximately 50 miles) from all mileage claims. No formal written policy has been issued.
Some key facts:
∙ My contract states my place of work is home based
∙ Any change to place of work requires mutual agreement — this has not happened
∙ HMRC guidance (section 3.34, Employment Income Manual) explicitly states geographic area workers are entitled to full tax relief on travel within their area — no notional commute deduction is mentioned
∙ My employer’s own expenses policy only refers to deducting travel to a contracted place of work — which in my case is home
∙ Head of HR has confirmed the expenses policy has not changed
∙ A senior manager was reported to have said staff “should have a commute and nobody should be able to claim from home”
∙ We have been told to submit claims under the new rules now and reclaim the difference later if the policy changes
My questions:
∙ Is this enforceable without a formal contract change?
∙ Can it be applied retrospectively to previously submitted claims?
∙ Does this constitute an unlawful deduction from wages?
Already in contact with our Staff Association. Any advice appreciated. Thanks.
i was thinking of taking 8-10 months sabbatical for some time now, just to slow down, focus on mental health, sleep a lot, maybe travel a little bit. I checked company policy and it says we have to inform minimum of 2 months prior, longer if possible.
it is now april, i would ideally like to begin my sabbatical from 1st august.
now thing is, my stress levels are getting worse every moment. work, family life, just my head not being quite right etc. I have taken a lot of annual leave lately just to cope. My dr has suggested he could write me off for a month.
My worry is, would that be detrimental to me when i'm thinking about asking for a sabbatical? should i ask for a sabbatical and then go on sick leave for a month and come back? or take my sick leave, and then request sabbatical after (that makes it very short notice). or try to stick it out and not take sick leave at all. I work for NHS if that helps with HR policies etc.
I have just got a Diploma in HRM level 5 with ABMA Education. I would like to know some remote jobs that I can apply for online.
I only have work experience as an intern, working on payroll, and data management, and once did a recruitment process while being an intern for the local government of Mzimba District Hospital in Malawi.