At Blue Heron Training, we believe great workplaces start with great people. That’s why we’re excited to host an upcoming HR Forum featuring Pippa Byrne, HR Director at Yapily, who will be sharing insights from her remarkable 30-year career dedicated to leading and supporting people.
Pippa has worked with teams across some of the world’s most recognisable brands, including The Body Shop and Hugo Boss as well as supporting organisations through her own HR consultancy.
Today, she shapes the people and culture strategy at Yapily, helping a fast-paced fintech scale with heart, clarity, and purpose.
True to her people-first approach, Pippa’s compassion extends beyond the workplace. She is also the proud and loving owner of 37 rescue dogs, including three she brought home from Northern Cyprus.
What You’ll Gain from This Session
This webinar will be an honest, practical, and engaging conversation about what it really takes to build a people-focused organisation. You’ll come away with:
Real career reflections from Pippa’s 30 years in HR
Straightforward strategies for putting people first in your own business
Practical ideas for creating cultures where growth, engagement, and innovation thrive
Opportunities to connect with other HR professionals through interactive breakout sessions.
This session is perfect for HR professionals looking to be inspired, gain practical insights, and learn from real-world experience.
Join Us
This event is free to attend and open to Norfolk Chambers members and the wider HR community.
Secure your spot and join the conversation. We’d love to see you there. Book here.
Many companies these days are tracking their workers mostly in collaboration and agreement. The majority doing so would agree that tracking boosts productivity and provides valuable information for both administration and the end user.
Care – particularly domiciliary care, where a care worker delivers a service in a client’s home, is booming. In many cases this care is funded by the local authority, but there’s a growing area of private care companies offering alternative services.
Finding the right care giver is fraught. If you’ve even been on the research side seeking the right provision for a loved one then you’ll know the challenge. Generally considerate, dependable companies also attract similar care workers and they are keen to demonstrate that their care package meets targets.
Companies providing a worker tracking facility have much more to show the families they support. Real proof of correspondence means better piece of mind.
With data easily recordable via scanned QR codes, or NFC codes, care workers can now show that they have completed each important task on an agreed care plan.
With phone in hand they scan a code or tag set up to link to individual actions. For example, If Mrs Smith’s room needs tidying, a quick scan of the appropriate QR code or NFC tag, records its completion on the company’s software system. When Mrs. Smith is given her prescribed medication, a similar scan takes place, and again, when her care giver records that a drink has been taken.
Whatever important, daily task is required, it’s duly recorded and trackable. Time, place, worker, location and it’s quick and easy for the carer to do. Each scan takes only 2-3 seconds.
From the care company’s view this is enormously important, but it’s also becoming a valuable one in proving their service delivery, demonstrating good practice to their client’s families, and in turn, growing business. Why? Because tracking provides reassurance.
If you’re a family member you’ll want to see that your loved one is receiving the care you have paid for. If you’re far away, it’s reassuring to know they are in good hands and that required medication is delivered, nourishment given and visits undertaken.
Many are happy to pay a premium to have access to their company’s care tracking facility to check on their family’s care package as a result.
Tracking makes economic sense for care companies too. To get more information on how NFC technology can help please visit our site here
Written by Geraldine Jozefiak, Partner at Think Mobile Media.com
We are very pleased to introduce our new Head Chef, Luke Grimbly – his first shift tonight and he has already introduced a delicious special for the Restaurant this evening so we hope you enjoy the changes Luke will be bringing over the coming weeks… Best Western Brook Hotel, Norwich To make your reservations in our restaurant call us on Norwich (01603) 741161
Latest Job Vacancies: BEST WESTERN Brook Hotel are looking to recruit new team members to join their busy Hotel in the following areas…
Housekeeping – looking to recruit 2 room attendants on a permanent basis working anything from 9am to 4pm (sometimes earlier, depending on how busy the Hotel is) from 3 to 5 days a week including Saturdays. Experience preferred but not essential as full training will be given.
Bar – looking to recruit a part time bar attendant working flexible hours depending on the needs of the business so from 15 to 30 hours a week approx, includes evenings and weekends plus more hours could also be available for weddings and events at the Hotel. Restaurant – looking for full and part time waiting staff to join our friendly team, flexible hours including evenings and weekends
To apply for any of the above positions please send you CV and covering letter detailing which position you are interested in applying for to the Hotel at 2 Barnard Road, Norwich, NR5 9JB or email enquiries@brookhotel.co.uk
bmi regional is the ‘easiest airline to book’ in the UK The bmi regional website is the easiest airline to book according to research undertaken by the editorial team of Daily Telegraph, based on the number of mouse clicks and time taken to book a flight.
Comparison of the online reservation processes for 12 short-haul UK airlines serving domestic and European destinations found that bmi regional customers can confirm a seat with just six mouse clicks – four fewer than the closest competitor, while the booking process takes just five minutes – one of the fastest times. Here is the original article: https://bit.ly/120cNVw
In addition, bmi regional is the UK’s most punctual scheduled airline for the eighth consecutive year, according to independent research by FlightOnTime.co.uk using Civil Aviation Authority (CAA) data.
Cathal O’Connell, CEO of bmi regional, said: “Making travel hassle-free for all of our business and leisure customers is a priority for us and that includes developing a smooth booking process. We’ll continue to seek more ways to ensure that flying with bmi regional is easy, such as thirty-minute check-in, our ‘bags fly free’ policy and serving complimentary in-flight refreshments.” bmi regional operate daily services to Aberdeen from Norwich International and passengers can enjoy complimentary in-flight food, refreshments and bar service; and 20kg hold baggage allowance at no additional cost. Please visit www.bmiregional.com for full details.
Train operator Greater Anglia is playing a pivotal role in helping achieve some of the aims in the East Anglian Rail Prospectus, which was launched a year ago to make the case for regional rail investment in East Anglia. The company, which took over the main regional franchise in February 2012, helped to coordinate and draft the prospectus and has spent the subsequent 12 months working with regional stakeholders to secure some of the upgrades targeted for the period up to 2019. Greater Anglia has prepared an update on the status of these initial objectives, which shows that significant collective progress has been achieved. Of the twenty one priorities highlighted, twelve are either agreed or already being implemented, seven have seen positive progress and two have seen limited progress and need more stakeholder work to ensure tangible upgrades are delivered by 2019.
Notable successes have included:
Approval either secured or pending for the Bow Junction re-modelling, Ely North Junction upgrade, planned Felixstowe – Nuneaton enhancements (though some more work to be done on the Felixstowe – Ipswich section), West Anglia third track from Lea Bridge – Angel Road and Gospel Oak – Barking electrification rail infrastructure schemes
Train service annual punctuality up to 92.8%
Station refresh schemes delivered at over 90 stations
Print-at-home ticketing and mobile ticketing now being trialled on a number of routes on the Greater Anglia network
Work is also underway to look at rolling stock upgrades (though these are linked more to the long term Greater Anglia franchise), more frequent services from the Lea Valley to Stratford, earlier and later trains to Stansted Airport, more frequent Cambridge – Stansted Airport and planning to fill key gaps in local services (especially Ipswich – Peterborough, though again this is linked to the long term Greater Anglia franchise).
The two schemes where limited progress has been achieved to date is on the two infrastructure schemes relating to improved journey times and capacity on the Great Eastern Main Line (GEML) between Norwich, Ipswich, Colchester, Chelmsford and London).
Today’s East Anglian Rail Summit drew together the influential and extensive alliance of MPs, local authorities, Local Enterprise Partnerships and Chambers of Commerce, who have all joined forces to highlight the importance of rail upgrades in East Anglia and campaign for the improvements set out in the East Anglian Rail Prospectus – both for the remainder of this decade and in line with a 20 year vision of rail services in the region.
Commenting on the progress made against the priorities in the prospectus Ruud Haket, Managing Director for Greater Anglia said:
“Greater Anglia remains passionate about playing its part in delivering major upgrades to train services in East Anglia in both the short and long term to meet customers and the region’s aspirations. We’ve been instrumental, alongside other stakeholders, in making real progress on a number of the aspirations and aims we set out last year, with a number of infrastructure schemes agreed, significant improvements in train performance delivered, station improvements implemented and ticket purchase made easier.
However, we have more to do to ensure tangible upgrades to capacity and line speeds on the GEML and rolling stock enhancements are delivered before the end of this decade.
All of us involved in the region-wide alliance of stakeholders (including MPs, local authorities, LEPs, Chambers of Commerce and rail user groups) need to continue to work together to ensure we achieve the aims laid out in the East Anglian Rail Prospectus. We look forward to continuing to partner with regional stakeholders and Network Rail to secure the best deal for our railways.”
We have launched a new Twitter account to give an insight into the busy life of a Trainee Solicitor at Leathes Prior. Regular updates featured from Sabina Haag, Mark McWilliams, Steve Wilson, Tej Thakkar and Cailan Thomas with their views on the different departments they are in. The tweets will be work related but the social side will also be shared so you can truly understand what life is really like as a Trainee.
Recent tweets @LeathesTrainees
Mark: Won a case as advocate at the Employment Tribunal two months ago. It feels great to finally post the compensation to my client.
Tej: This week I am collecting all of the evidence into a court bundle and advising the client on their case.
Steve: I have just drafted a Management Agreement from scratch
This is Week 4 of behind the scenes of the furniture. The Norfolk Broads inspiration has put together two versatile occasional tables for anyone’s fancy
Holly wreaths are a classic symbol of Remembrance and Welcome,
Holly Wreaths carry a timeless beauty that makes them meaningful in two very different, yet equally heartfelt settings. Honoring a loved one’s grave to adorning the front door during the festive season.
NFC tracking can assure businesses with the ‘what, where and when’ in a number of scenarios. It’s the obvious choice for companies needing to get the bigger picture on staff check-ins, inventory whereabouts and many more real-life work scenarios.
Any system that lets you in on a real reflection of what is happening within your business will reward you handsomely in saved staff expenses and wasted man hours. In order to thrive in troubled times, anything that helps to identify areas for improvement is worth a closer look.
So what’s NFC all about and how can it tell you what you need to know, when you’re nowhere near your business?
NFC can be simply explained and you’ll have seen it work most likely in your local supermarket with the barcode system.
Think of NFC (Near Field Communication) as a programmable, tiny chip that talks to your phone. Put your phone (or any phone) over the chip and the phone will carry out the action it has been programmed to do.
This means an app on the software developers phone tells the chip to what you want it do – store information, open a programme, access some software etc. Whenever this NFC chip, and the user’s phone come in contact, the chip carries out that action.
With NFC tracking, the software is set to record the details of every check in. Reports can be gathered giving information on individual worker’s activities. You can find who has competed what activities, the time of the round, the routes, the actions and so much more besides.
NFC tracking gives you the 360 degree view you need to get the complete picture on all activities and more accurate information equals better control.
It can help:
• highlight problem areas and help plan a more streamlined approach • see actions in real time • breakdown individual activities • gather data for a range of reports
NFC is the emerging big brother of QR codes and set to grow. Why’s it so simple? Why does it make such sound business sense?
From your workers’ point of view it is simplicity. No more time sheets. It’s a paperless system, recording to a remote database. Wherever they are, and whenever they check in, the information is stored ready for an approved administrator to access. Any system that cuts down on effort and energy and merely requires a ‘tap’ has the mobile user’s vote.
And for you – the business owner? No more wasted £’s paying staff who don’t attend. Reports you can send your client as proof of attendance. It makes the checking in and out of venues, areas, people and articles a breeze.
Got something you need to track? NFC is the solution.
To see how NFC tracking can work for your business please view our NFC section here
Due to a late group cancellation we arre able to share a fantastic deal with you this Sunday only!
Who wants a cheap deal for a room on Sunday here at the BEST WESTERN Brook Hotel, Norwich? £39 B&B for any of my friends here onNorfolk Chamberso letus know and feel free to share with your friends!! Super Sunny Sunday Stay 🙂www.brookhotel.co.uk
As part of the Government’s ongoing programme of employment law reform, the recently enacted Enterprise and Regulatory Reform Act 2013 introduces a range of measures aimed at encouraging the early settlement of workplace disputes without recourse to an employment tribunal. One of the provisions under the Act, in force from 29 July 2013, is that evidence of settlement offers made by employers to an employee pre-termination will be inadmissible in a subsequent claim for unfair dismissal.
This new provision is intended to circumvent the existing rules for “without prejudice” conversations, evidence of which are inadmissible in subsequent proceedings only if there is a pre-existing dispute with the employee. The existence of such a dispute can be difficult to prove, and the risk of making an offer of settlement where no dispute exists is that the employee may resign and bring a claim for constructive unfair dismissal, using evidence of the discussion in support of their claim.
Pre-termination negotiations
Under the new rules, employers will be able to put forward suggestions for the early termination of employment without any existing dispute with the employee, avoiding the need to follow a full procedure (such as a capability or disciplinary procedure), unless settlement terms cannot be agreed. Such discussions will not generally be admissible as evidence in an ordinary claim for unfair dismissal.
However, this exclusion does not apply in claims of unfair dismissal if the reason is one of the automatically unfair reasons (such as trade union membership or activities, related to health and safety or pregnancy and maternity). The exclusion will also not apply to claims of discrimination, meaning that evidence of such discussions will be admissible in such claims.
Settlement offers can be made either in writing or verbally and employees must be given a reasonable time to respond (Acas suggests a minimum period of 10 days). The agreed terms must then be recorded in a “settlement agreement” (the new term for compromise agreements). If the employer acts in a discriminatory or “improper” way when making an offer of settlement, evidence of the offer will become admissible in tribunal proceedings.
Code of Practice
Acas has issued a new statutory Code of Practice on Settlement Agreements, which provides a brief explanation of the new law relating to settlement agreements, some basic guidance on reaching a settlement agreement and guidance on what would amount to “improper behaviour” on the part of the employer, resulting in evidence of the negotiations becoming admissible in evidence.
To accompany the Code, there will also be non-statutory guidance, which is due to be published by Acas at the end of July. The non-statutory guidance will include factors for both employers and employees to consider when negotiating a financial settlement, as well as template letters and a model settlement agreement.
Practical risks
Whilst these new rules may go some way to assist employers in holding difficult conversations with employees, removing the need in appropriate cases to follow, for example, a lengthy and time consuming performance-management process, there will be risks in attempting such a conversation in any situation where an allegation of discrimination may arise. For example, if an individual’s poor performance is related to a disability, the individual may seek to use evidence of the conversation in a subsequent claim for disability discrimination.
It will also fall to the courts and tribunals to establish the tests for determining what amounts to “unreasonable behaviour” on the part of the employer, and the consequences of such behaviour.
It is too early to predict whether the new provisions for “pre-termination negotiations” will be of any practical assistance in bringing the employment relationship to a mutually-agreed end. In the meantime, employers should be cautious in entering into such negotiations without a proper assessment of the potential risks of doing so.
Employment law experts from Steeles Law will be examining this topic in more detail, together with other issues relating to the termination of employment, in the forthcoming HR Forum which is taking place at Dunston Hall on 11 September 2013, from 2pm.