We think it is high time you learn more about our fabulous team here at Embrace HR Limited. So we are kicking off our team spotlights by introducing our newest member, Misty McCrory, who joined us earlier this year….
Introducing Misty McCrory
Q: What is your role at Embrace HR Limited and what qualities will you bring to it?
A: I have joined Embrace as the Senior HR Adviser and I’m bringing with me 20+ years’ experience to the role – I really have dealt with all manner of HR queries! I am really friendly and approachable and have experience in all aspects of HR including managing disciplinary and grievance procedures, policy development and recruitment. I can provide advice and support to all management levels on all manner of employment law issues.
Q: When did you start at Embrace HR Limited?
A: I joined the company on 12 April 2021, initially for 2 days a week, but from the 4 May full time.
Q: Why should someone listen to your advice?
A: I am Chartered MCIPD and have spent the last 15 years working in Higher Education. Prior to that I worked for a Pub company as an HR administrator and learned a lot of the basics there. There is nothing I haven’t seen or heard!
Q: What does Chartered MCIPD mean?
A: Chartered MCIPD means that I am a Chartered Member of the CIPD – the Chartered Institute for Personnel and Development – a professional body for experts in people at work. As a Member, the CIPD recognises that I am an experienced people professional working operationally while thinking strategically; and I deliver people solutions that drive change within organisations and/or the profession.
Q: What do you like best about working within Human Resources?
A: Good question! For me it’s because I like dealing with lots of different people and being able to problem solve. I enjoy the variety of problems that can come about, no day is the same. I enjoy talking to people and helping where I can.
Q: What are you looking forward to most as a result of joining the Embrace HR team?
A: Given what I enjoy about HR, it’s the variety of clients and queries, feeling like I am making a difference and meeting lots of new people. Also working for a small team – the three other members of the team are so lovely and have made me feel very welcome and comfortable in a short space of time.
Q: What challenges do you envisage with your new role?
A: I’m looking forward to learning how the Care sector works, meeting lots of different clients and understanding their different ways of working. I’m used to working within a company where they must take my advice and don’t always want to, whereas being in a more consultative environment, my advice doesn’t have to be agreed with or followed through!
Q: Describe your typical day
A: Well it’s still early days here at Embrace, but presently I’ll check emails first thing, write a to-do list, (I love a good to-do list!) do the school run, catch up with the team and, if it all goes to plan, work through all that days’ tasks. In the afternoon, I’ll catch up with the team again, do the school run in reverse and try to finish off anything outstanding. Sometimes I have to scrap the to do list from the morning, as the day rarely goes how you plan it, especially if it’s taken up with numerous telephone calls and virtual meetings.
Q: And finally, what makes you happy?
A: That’s an easy one! My husband and two children. I have a 10-year-old daughter who loves dancing, in particular Irish dancing, pre-lockdown I would have been travelling around the country to Irish Feis dance competitions! My son is 14 and plays County level tennis, so we spend a lot of time taking him to tournaments. Both of them make me so proud as they are dedicated to their art sport and always work hard.
You can contact Misty, by email at: misty.mccrory@embracehr.co.uk, by telephone on 01296 761288 or contact us here.
Look out for future team spotlights on the other members of our team!
If you would like to receive our newsletter, please sign up here.
Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.
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CLOSED: Support Worker Nights
Support Worker for Nights in West Chiltington, West Sussex
Part-time, permanent, 22 hours per week.
Are you used to disturbed nights?
Do you live in the following catchment areas? Worthing, Brighton, Burgess Hill, Haywards Heath, Lewis, Horsham, Storrington. West Chiltington?
Find out more about this role.
Working time
Sunday and Monday nights from 9:30 p.m. to 8:30 a.m.
Pay rates
About the client
A young boy with cerebral palsy affecting all 4 of his limbs. Mum describes him as “very good natured, sweet, affectionate, non-verbal but does vocalise and uses facial expressions. He is a very happy child.” He is fed and has all medication via a gastronstomy. He loves music, TV, swimming, riding his trike, attempts adventurous activities when on holiday. He enjoys school, being with his friends and is sociable.
About the role
Your role is to help prepare him for sleep and to settle him when he disturbs during the night. You will also assist in his morning routine and get him ready for school during the term. He has physical needs and requires hoisting for all transfers. No night is the same and this role is not a sleeping night but seen as a “resting night” as you are expected to attend to his needs when necessary during the night. Some nights he is quite settled and others he is not. You will work in a lovely home where the night support worker has their own room, bathroom and use of a duty room. The parents are supportive and the staff enjoy the work and working with the client.
A DBS for childworkforce is a must and if you are not on the DBS Update Service we will arrange for you to apply again.
About you
You will have some experience of disturbed nights which could be with your own family. The family are willing to train the person with the right attitude, even if they do not have all the experience. Essentials are:
Desirable:
Part-time hours: 22 per week
Salary: £224.00 per week
COVID-19 considerations:
To find out more and to apply for this position visit: https://uk.indeed.com/job/night-support-worker-f20b794516f7fb61
Closing date for applications: 19 September 2021
CLOSED: Housekeeper Nanny
Housekeeper / Nanny
Full-time, Permanent
£32,000 a year
This Housekeeper Nanny job is ideal for you if you enjoy housework and working with children. The role is in Northwood, HA6 and the pay is above average.
The Role
To provide support for 2 daughters aged 11 and 13; and a son aged 14 in a caring and busy family home. This is an ideal role for someone who is organised and willing to be flexible and to support the family’s chosen lifestyle and interests that are varied. The children enjoy activities such as swimming and skiing and other outdoor activities. You must enjoy driving as the children need to be taken and collected from school and their activities. Housework is a large part of this role so you’ll not be afraid of the hard work that this entails.
To give you an idea of the job tasks we break it down as follows: 15% Nanny, 35% cleaner, 30% cook and 20% washing ironing.
This is a live-out position.
Working time:
Pay
Main duties and responsibilities
Required
To find out more and to apply for this position visit: https://uk.indeed.com/job/nanny-housekeeper-f3a910c3b2e3f6b8
Closing date for applications: 28 August 2021
Handling Racial Issues in the Care Sector
With awareness of racial issues more prominent than ever, now is a good time to ensure that you are fully conversant with the relevant rules, regulation and legislation, as it applies to the care sector as it does any other…
Recent government figures show that a large proportion of ethnic minority workers make up the healthcare sector [GOV.UK: Employment by sector 15/5/20] that includes public administration, education and health so it is vital that anyone managing staff in the care sector handles any matters surrounding racial equality in the correct manner.
Protection against discrimination due to someone’s race is provided by the Equality Act 2010. Race discrimination, which has been illegal in the UK since 1976, occurs when someone is unfairly disadvantaged for reasons related to their race – this includes for their colour, nationality and ethnic or national origins.
Factors at work that are protected by the Equality Act include:
First let’s clarify the two types of discrimination: direct and indirect.
What is direct discrimination?
This is when a person is treated in a less favourable manner because of their race, when compared to others. For instance, if a care assistant or support worker of the same experience was paid less or expected to work less sociable hours, because of their race.
What is indirect discrimination?
This is when a particular provision or criteria puts a person of a certain race at a disadvantage, For example, if staff who don’t work on Saturdays are not eligible for promotion. If you have Jewish staff who observe the sabbath on Saturdays so are unable to work, that could be seen as indirect discrimination, as it disadvantages a racial group.
Changing attitudes within your organisation
Organisations that promote an open culture of respect and dignity for their employees, and who are shown to value difference are more likely to have acceptable attitudes among their workforce.
It is important to show by actions that you will address any racism in the workplace – deal with any matters that come to your attention as soon as possible.
Create an anti-racism culture by:
Claims of racism in the workplace
As an employer, you are responsible for making sure that discrimination does not happen in your workplace. If a member of your staff is accused of racism, be aware that you can be responsible – it is called ‘vicarious liability’.
The law requires you to do everything reasonably possible to protect your staff from racial discrimination. If an employee feels that you have not looked after them under your ‘duty of care’ towards your staff, and that they cannot continue to work within your organisation, they could have a case for constructive dismissal.
You must investigate any claim of harassment or discrimination, otherwise you could find yourself subject to an employment tribunal. By taking the claim seriously you send out a clear message that racism will not be tolerated, that employees can expect to be helped if there is a problem and show that you make the workplace a fair place to be.
It is also prudent to note that employers are liable for acts of discrimination, harassment and victimisation carried out by their employees ‘in the course of employment’.
Best practice
It is also good practice to ensure that your staff are aware of any racial issues when it comes to caring for their clients and patients. ‘Race Equality in Health and Social Care’ from the Equality Commission of Northern Ireland is a useful document to review.
If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.
T: 01296 761288 or contact us here.
If you would like to receive our newsletter, please sign up here.
Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.
Changes to Right to Work Checks
From 1 July, the rules surrounding the right to work checks for EEA (European Economic Area) nationals have changed. Make sure you are up to date…
Right to Work
Updated guidance has been released by the government when it comes to right to work checks. Within the care sector there is a high proportion of workers from outside the UK, so it is vital that the correct checks are carried out to ensure you, as the employer, are not liable for a civil penalty.
Please note, these checks must be carried out before day one of the employment start date.
Need-to-know
What has Changed?
From 1 July 2021, EEA nationals (and workers from Switzerland) will have to demonstrate their right to work. This will be done using the Home Office online service – and it will be relevant to their immigration status, not their nationality. An online check is required for workers who only have digital proof of their immigration status in the UK. This applies to most EU (European Union), EEA, or Swiss citizens.
From this date an employer will no longer be able to take ID cards of EU, EEA, or Swiss citizens as proof of right to work.
Note that employers will not have to carry out retrospective checks on employees who are EEA nationals and who were employed on or before 30 June 2001. This applies as long as the initial right to work check was undertaken in line with right to work legislation and the Home Office guidance.
Case Study
We recently interviewed a Turkish national who works in the care industry. They had entered the UK six months ago on a self-employed visa.
So with these new laws in place, were we able to recruit them?
Turkey is neither an EU or EEA country. (The EEA includes EU countries plus Iceland, Liechtenstein and Norway. While Switzerland is neither an EU or an EEA member it is part of the single market. so Swiss nationals have the same rights to live and work in the UK as other EEA nationals.)
The ECAA 1, the self-employed Turkish Businessperson visa, allows Turkish citizens to form a new business or join an existing business. This visa requires the individual to show that they have the funds necessary to cover their living and business expenses, as well as any expenses of their dependents.
In essence, the requirements mean that the individual will not seek benefits to cover their expenses. The Turkish national we interviewed could have worked with our client as a self-employed person under HMRC rules, However, our client needed a full-time person who could cover various shifts, including nights. The Turkish national had other clients and would not have been able to commit and withdrew.
Find out more about the rules for recruiting workers from outside the UK at www.gov.uk/guidance/recruiting-people-from-outside-the-uk.
If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.
T: 01296 761288 or contact us here.
If you would like to receive our newsletter, please sign up here.
Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.
Meet Misty McCrory
We think it is high time you learn more about our fabulous team here at Embrace HR Limited. So we are kicking off our team spotlights by introducing our newest member, Misty McCrory, who joined us earlier this year….
Introducing Misty McCrory
Q: What is your role at Embrace HR Limited and what qualities will you bring to it?
A: I have joined Embrace as the Senior HR Adviser and I’m bringing with me 20+ years’ experience to the role – I really have dealt with all manner of HR queries! I am really friendly and approachable and have experience in all aspects of HR including managing disciplinary and grievance procedures, policy development and recruitment. I can provide advice and support to all management levels on all manner of employment law issues.
Q: When did you start at Embrace HR Limited?
A: I joined the company on 12 April 2021, initially for 2 days a week, but from the 4 May full time.
Q: Why should someone listen to your advice?
A: I am Chartered MCIPD and have spent the last 15 years working in Higher Education. Prior to that I worked for a Pub company as an HR administrator and learned a lot of the basics there. There is nothing I haven’t seen or heard!
Q: What does Chartered MCIPD mean?
A: Chartered MCIPD means that I am a Chartered Member of the CIPD – the Chartered Institute for Personnel and Development – a professional body for experts in people at work. As a Member, the CIPD recognises that I am an experienced people professional working operationally while thinking strategically; and I deliver people solutions that drive change within organisations and/or the profession.
Q: What do you like best about working within Human Resources?
A: Good question! For me it’s because I like dealing with lots of different people and being able to problem solve. I enjoy the variety of problems that can come about, no day is the same. I enjoy talking to people and helping where I can.
Q: What are you looking forward to most as a result of joining the Embrace HR team?
A: Given what I enjoy about HR, it’s the variety of clients and queries, feeling like I am making a difference and meeting lots of new people. Also working for a small team – the three other members of the team are so lovely and have made me feel very welcome and comfortable in a short space of time.
Q: What challenges do you envisage with your new role?
A: I’m looking forward to learning how the Care sector works, meeting lots of different clients and understanding their different ways of working. I’m used to working within a company where they must take my advice and don’t always want to, whereas being in a more consultative environment, my advice doesn’t have to be agreed with or followed through!
Q: Describe your typical day
A: Well it’s still early days here at Embrace, but presently I’ll check emails first thing, write a to-do list, (I love a good to-do list!) do the school run, catch up with the team and, if it all goes to plan, work through all that days’ tasks. In the afternoon, I’ll catch up with the team again, do the school run in reverse and try to finish off anything outstanding. Sometimes I have to scrap the to do list from the morning, as the day rarely goes how you plan it, especially if it’s taken up with numerous telephone calls and virtual meetings.
Q: And finally, what makes you happy?
A: That’s an easy one! My husband and two children. I have a 10-year-old daughter who loves dancing, in particular Irish dancing, pre-lockdown I would have been travelling around the country to Irish Feis dance competitions! My son is 14 and plays County level tennis, so we spend a lot of time taking him to tournaments. Both of them make me so proud as they are dedicated to their art sport and always work hard.
You can contact Misty, by email at: misty.mccrory@embracehr.co.uk, by telephone on 01296 761288 or contact us here.
Look out for future team spotlights on the other members of our team!
If you would like to receive our newsletter, please sign up here.
Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.
CLOSED: Support Worker
Support Worker in Chorleywood, Hertfordshire
Type:
Permanent Part-time: Waking Nights and late day/evening shifts
Location:
Chorleywood, Hertfordshire
Pay: £14.00 to £16.00 per hour (above average to reward flexibility)
Four week rolling shift pattern. Flexibility required to cover shifts when collegues are away.
*Female Support Worker
Experience:
Training will be provided for the person with the right attitude who fits in with the family. Experience is not necessary but is an advantage, whilst eagerness and willing to learn is preferable.
Most shifts are worked with a colleague.
Our client is an 18 year-old young woman with a physical disability and is fully dependent on using an electric wheelchair for all her daily mobility. She also suffers with Cognitive communication difficulties and is non-verbal but can make herself understood by making noises/pointing and has the use of some sign language. She is fully dependent on carers for all aspects of her day to day living which includes feeding, bathing, dressing etc… she can be very bubbly one minute with a wicked sense of humour but at times she can display extreme moods of behaviour.
* The employer claims exemption under the Equality Act 2010
To find out more and to apply for this position visit: https://uk.indeed.com/job/support-worker-ea34242f3bde2187
Closing date for applications: 6 June 2021
CLOSED: Female Support Worker
Support Worker – Permanent, part-time
Location: Haywards Heath, West Sussex
Pay:
Shifts available: UPDATE – Waking Nights and 1 after school shift FILLED
Are you a *Female Support Worker?
Experience:
Experience in caring for children/young people with disabilities is an advantage; administration of medication, follow through on therapy, keep accurate records. Enthusiasm, patience, and willingness to learn are key aspects of the role.
Our client:
We are currently looking for a Support Workers who can be flexible in the availability of shifts worked. Our client is a young girl in her teens who has complex physical and learning disabilities. She lives with her mother, father and 2 younger siblings. She is non-verbal with sensory impairments and complex physical needs so full support is needed to undertake all activities of daily living. She is fed via a gastrostomy and uses a combination of facial expressions, symbols and some eye pointing to communicate and is exploring eye gaze. She requires a high level of care both during the day and especially at night as our client frequently wakes and has an unpredictable sleep pattern. She uses CPAP to support her respiration at night and needs attention with regards to her gastrostomy and fluid intake. Our client enjoys the company of happy, lively people with outgoing personalities. She enjoys playing with her siblings, has a fantastic sense of humour and loves joining in all activities integral to family life. She enjoys being out in the community and therefore a full clean UK driving licence is essential.
To find out more and to apply for this position visit: http://uk.indeed.com/job/support-worker-b34f328a7b63ec9d
* The employer claims exemption under the Equality Act 2010
Satisfactory references and proof of eligibility to work in the UK will also be required.
This position requires a disclosure request from the DBS. A conviction will not necessarily prevent you from being employed.
Closing date for applications: 15 June 2021
Mental Health: supporting your employees
As we enter Mental Health Awareness week, we take a look at how supporting your employees can help with staff retention…
Mental health might be a bigger issue within your team than you think. With one in four adults in the UK experiencing a mental health issue at least once during their lifetime, you need to consider that a quarter of your workforce could be affected at one time or another.
Mental health covers a wide range of conditions – from depression to anxiety and personality disorders. And the ways to support affected staff can be varied and far-reaching.
Of course, nobody expects you to know how to treat these conditions, but supporting your employees can be beneficial, both to them, your wider team and to your company. According to the Mental Health Foundation, an alarming 70 million work days are lost each year [Mental Health Foundation: Mental Health in the Workplace] due to mental health problems in the UK, which in turn costs employers around £2.4 billion per year.
However, it’s not just about work days lost – employee retention is another key issue. According to research by healthcare provider Benenden Health [Benenden Health: Mental Wellbeing Report 2020] nearly half of UK businesses have seen an employee leave because their mental health isn’t supported.
If you have paid to train a member of staff, who is valued by your clients, losing them can be a real blow to your organisation. So it makes sense to offer support in order to reduce staff turnover and absence.
Your legal obligation
According to the Equality Act (2010) you, as the employer, should make reasonable adjustments for people with mental and physical disabilities, ensuring they have the same access to gaining and keeping employment as a non-disabled person. In this case a mental impairment is defined as having a substantial long-term impact on their daily life.
What can you do to help?
Aim to be part of the solution, not a part of the problem.
#MentalHealthAwarenessWeek
#ConnectWithNature
If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.
T: 01296 761288 or contact us here.
If you would like to receive our newsletter, please sign up here.
Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.
Looking after your care staff during Ramadan
During Ramadan, Muslims fast during daylight hours. For those working in more physical roles, such as in the care industry for example, it is particularly important to ensure they are well supported…
Ramadan began on Monday 12 April 2021. During this holy month for those of the Islamic faith, many Muslims commit to fasting during daylight hours. This means they take in no food or drink (including water or chewing gum) from sunrise to sunset, and instead will eat in the early hours and then late in the evening once it is dark. Ramadan lasts for 29 or 30 days depending on the moon cycle.
Cecily asked a good friend to confirm that breaking Fast takes place at the end of the day when the sun sets. He told her how difficult it is, for instance in the UK, when we are in British Summer Time (BST). Sometimes it can be 10 pm before the setting of the sun – a long time to have not a drop of water or a morsel pass your lips!
How can you support employees who are fasting?
Be open to communication and discussion: Your staff may be reluctant to reveal that they are fasting, in case they are treated differently, or are considered unreliable. It is important to be approachable and understanding, so that they are not uncomfortable discussing their needs with their employer, case managers, or family. Most Muslims pray five times a day. You may not know they are doing so, maybe they take time out to be in a quiet place – sometimes needing only 10 minutes to complete their ablutions and prayer. Your staff might be grateful if you discuss their needs with them and show empathy.
Have a policy in place: Like Christmas and Easter, Ramadan is an important part of the year for Muslims, so it is important to have a company policy on matters of religious observance. Make sure that it applies equally to all faiths in order to avoid claims of discrimination.
Be aware of harassment: Colleagues and clients may make derogatory comments if they think other members of staff are getting special treatment or taking breaks when no one else can. Make sure that all staff are aware that action will be taken against anyone making comments or displaying behaviour considered offensive.
Be flexible: Talk to staff who are fasting about how flexible working or a different shift pattern could help them. Some people may suffer from fatigue during the day while they are fasting, so they may prefer to switch to earlier or later working hours. Be aware that if they are eating very early in the morning or late at night, that some shift patterns may make life difficult. Allowing them to start and finish earlier may help them to better manage daytime fasting. Or perhaps you could discuss less heavy duties during this time. It is really important that you discuss this with each individual member of staff, rather than making a blanket policy for all.
Manage holiday requests: Most of us in human resources (HR) in the UK expect to receive more holiday requests over Christmas and the school holidays, but we may not be so prepared for the requests for annual leave that may come from those fasting during Ramadan. Be aware that some of your Muslim staff may want to take leave so that they can rest while they are fasting – or have time off to celebrate the festival of Eid al-Fitr (which means breaking the fast) around 12-13 May 2021. Allowing all your staff time off for Ramadan or Eid may be difficult, but you should be as accommodating as possible, to avoid any risk of discrimination. Perhaps you can allow them to take some of the requested leave, if not all of it. You also need to consider how the extra work will be distributed, so that other members of the care staff are not under too much pressure.
We’d like to wish our clients, families and their employees good health and well over the Fast.
If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.
T: 01296 761288 or contact us here.
If you would like to receive our newsletter, please sign up here.
Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.