The following is a short sample of how Steele HR Services has assisted our clients. To find out how Steele HR Services can assist you in any aspect of your business, contact us for more details.
| Industry: | Public Service |
| Background: | Acquisition of service sector organisation resulting in dismissal of 2 X employees. Steele HR Services called upon to advise on the legal aspects and manage the obviously sensitve matters surrounding. |
| Outcome: | Ascertained that TUPE legislation did indeed apply. 2 X employees dismissed inappropriately. Employees reinstated with backpay. Employees now working effectively in the new organisation at no extra cost to the company. |
| Industry: | Construction |
| Background: | Existing company expanding into the UK. Steele HR Services appointed to advise on legislative compliance, conduct reumuneration benchmarking assigments, recruit team members, and other matters associated with setting up a new office and venture. |
| Outcome: | Outcome: Office opened successfully and company is in full operation. Steele HR Services are continuing to work with this company as they further expand. |
| Industry: | Retail |
| Background: | Manager of a large retail organisation requested career guidance and counselling. Steele HR Services advised on c.v. content, application process and conducted interview coaching etc. |
| Outcome: | Manager has successfully secured promotion. Steele HR Services are continuing to offer career guidance to this individual. |
| Industry: | Engineering |
| Background: | Acquisition of company. Steele HR Services asked to advise on the legislative aspects. The case was compounded by the simple fact that the acquiring company was located some distance from the original company and that the service would in future no longer be carried on the old site. |
| Outcome: | Ascertained that TUPE legislation did indeed apply. However, in the particular facts of this case, redundancy was in fact appropriate. |
| Industry: | Social Enterprise |
| Background: | Steele HR Services were asked to become involved in the redevelopment of church buildings for community use. Steele HR Services attends the Project Steering Group Meetings offering assistance on an unpaid basis. |
| Outcome: |
Steele HR Services have completed the following deliverables: - Creation of Business Plan - Review of Articles of Association for Limited Company - Presentation to Kirk Session updating on project progress and proposals - Creation of benchmarking questionnaire and conducting interviews with similar projects - Development of community questionnaire - Remuneration benchmarking for Project Manager role - Report detailing funding options and development of Project Plan |
| Industry: | Professional Body |
| Background: | Desleigh Jones, is a member of Chartered Institute of Personnel and Development (Mid Scotland Branch). One of the key strategic aims of CIPD is to develop strong links with training institutions and students studing the CIPD approved course. |
| Outcome: | Steele HR Services are conducting student induction presentations to colleges in the Mid Scotland Branch area. Advising on the benefits of joining the professional body along with offering career advice and guidance to students where appropriate. |
| Industry: | Publishing |
| Background: | Steele HR Services was asked by an individual to assist them in career guidance as they had moved to the United Kingdom from another country. Their career had been predominantly in the one sector and had been having difficulty securing meaningful work. |
| Outcome: | Steele HR Services has reviewed the individual's c.v. along with guiding them through a number of applications. Steele HR Services are continuing to work with this individual exploring different career options. |
| Industry: | Retail |
| Background: | Investigation conducted on activities of Store Manager concerning not following procedures culminating in suspected theft and fraud. Case complicated by employee's claim that they had been harrassed and bullied by the Area Manager and also filed a grievance relating to the way the investigation and hearing had been conducted. The employee submitted a Disability Questionnaire for completion by the company and was considering taking the company to tribunal for discrimination on the basis of disability. |
| Outcome: | There are a number of employment law and employee relations matters involved in this case. Errors had been made by the company in how they had handled the employee to date thereby weakening the company position. Steele HR Services called upon to assist and guide on legislative aspects including the drafting of key letters and attending meetings. |
| Industry: | Engineering |
| Background: | Managed a small human resources team which covered a geographic area. Team included two graduates, a training manager and a HR administrator. Carried out a number of operational duties along with specific company projects. |
| Outcome: | Assignment was temporary in nature until the company could recruit a permanent HR Manager for the post. A comprehensive handover was conducted which ensured the smooth transition. A number of key deliverables were achieved along with strategic initiatives. |
| Industry: | Services |
| Background: | Employee had resigned from the company but had intimated that they had been bullied whilst employed. The employee had not raised a grievance whilst employed. |
| Outcome: | Exit interview conducted with the employee in a confidential manner. Being independent to the company meant that employee felt that they could speak openly and that any feedback would be unbiased. Gained employee's permission to discuss the matters of the exit interview with senior members of the company. Company's risk reduced and they had the information which they could act upon as appropriate. |
| Industry: | Services |
| Background: | Employee claimed that they had been unfairly selected for redundancy because they were the only female in the office. They also raised other instances of members of staff breaching company policy such as smoking in the offices and other inappropriate sexual inuendos. |
| Outcome: | Meetings held with the employee to talk through their grievance. Confidential investigation conducted with all appropriate parties. Compromise agreement reached. |
| Industry: | Information Technology |
| Background: | Permanent full time employee returning from maternity leave wished to change their contractual hours of work and requested changes to start and stop times. |
| Outcome: | Meeting held with the employee to talk through, draft and confirm their request in line with current legislation. Employee fully understood their rights and responsibilities. Request was successfully implemented in line with business requirements as well as the employee's needs. |