Employee Relations

Employment Law
Equal Opportunities
Trade Unions
Pensions
Communication & Consultation
Terms and Conditions of Employment
Company Policy and Procedure
Work/Life Balance
Employee Assistance Programmes

Employee Relations is about managing the employment contract - its legal basis, pay and conditions, discipline, absence, health and safety, ensuring compliance with employment law, direct communication - team briefings and employee surveys, and promoting retention, involvement and engagement through ‘partnership’ - teamworking and work–life balance policies. Qioptiq HR practice in this area is about supporting, advising and influencing line management styles and behaviour in order to meet the objectives of the business in an ethical, moral and legally acceptable manner. It also encompasses the collective processes of negotiation and consultation, with our trade unions.

The UK is currently undergoing the most significant period of change in the field of employment that it has ever seen. Union membership and traditional union-related personnel management work has declined enormously in the last 30 years, however, interest in the employment relationship and work for HR professionals has been reinvigorated by management philosophies of engagement, commitment, high involvement and empowerment, the growth of alternative communications vehicles and forums and the rapid advances in legislation. At Qioptiq we actively encourage trade union membership and work closely in partnership with the trade unions in pursuit of our collective goals.

Employee Reward and Benefits

Reward Strategy   Pay Structures   Base Pay   Bonuses And Incentives   Pensions   Flexible Benefits   Equal Pay   Job Evaluation   Pay Monitoring (Internal & External)   Healthcare   Company Cars

The importance of attaining the correct level of basic pay is clear – internal and external comparisons, equal pay, pay commensurate with performance, a robust structure and a reward strategy which reflects the needs of the organisation, i.e. the Company and its employees.

However, it has long been recognised that basic pay is not the only motivator and, at Qioptiq, we acknowledge the importance of not only tangible but also intangible rewards within the wider context of the work experience.

HR work in this area concentrates largely on the “fairness” of our policies and practices. There is also a recognition that certain rewards and benefits will be of differing value to different people. There is therefore a growing trend towards flexibility in this area.

Occupational Health

This is primarily concerned with the prevention of ill-health in groups of people at work.

The functions of an occupational health service are to :-

• Identify occupational hazards and to advise on the control of these hazards.
• To recognise at an early stage occupational or other disease and to screen vulnerable groups if advisable.
• To give initial treatment for injuries and illnesses of sudden onset; to treat illnesses to prevent people from going off work.
• To give advice about the placement of people in suitable work - on starting work, following illness or injury or at other times when problems may exist.
• To provide general advice and supervision of conditions at work which may influence health such as food handling and eating facilities and general sanitation.
• To undertake health education.

Occupational health services are part of a team effort to create and maintain healthy workplaces with healthy people. Communication and co-operation with other experts is an essential part of the role.

Employee Welfare

Qioptiq has a duty of care towards his employees.

Work physiology

Welfare concerns the general effects of work on health and the reaction of the body to environmental conditions.

There are a number of welfare orders made under the Factories Act 1961, which require special facilities for workers in specific jobs for example known to present a hazard to the skin or traditionally known to be dirty.

The orders say the employer must provide protective clothing, washing facilities, dinning rooms, cloak rooms, showers, first aid facilities, and drinking water.

Psychology

This involves factors influencing mental health, human relationships and emotional adjustment at work. Psychological stress is now seen as the major workplace health issue.

Ergonomics

Involves the design of equipment and machinery. Wherever possible adjustable equipment should be used, so that each person can make individual adjustments to suit themselves.