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	<title>HR services including remote HR advice and on-site HR support for small and medium sized businesses in Sheffield - Kea HR Solutions</title>
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	<link>http://www.kea-hr.co.uk</link>
	<description>Practical and cost effective HR services for your Business! Contact us today on 0114 360 0626</description>
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		<title>Increase in parental leave to be postponed by one year</title>
		<link>http://www.kea-hr.co.uk/2012/01/increase-in-parental-leave-to-be-postponed-by-one-year/</link>
		<comments>http://www.kea-hr.co.uk/2012/01/increase-in-parental-leave-to-be-postponed-by-one-year/#comments</comments>
		<pubDate>Mon, 23 Jan 2012 13:45:56 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Parental Leave]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6637</guid>
		<description><![CDATA[The Government has confirmed that it is to postpone the extension of the right to unpaid parental leave until 2013 due to the ongoing development of its Modern Workplaces policy. Under the Parental Leave Directive, the parents of a child under the age of five will each have the right to take up to 18 <a href='http://www.kea-hr.co.uk/2012/01/increase-in-parental-leave-to-be-postponed-by-one-year/' class='excerpt-more'>[...]</a>]]></description>
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		<title>Government confirms that the increase in the qualifying-period for unfair dismissal will not be retrospective</title>
		<link>http://www.kea-hr.co.uk/2012/01/government-confirms-that-the-increase-in-the-qualifying-period-for-unfair-dismissal-will-not-be-retrospective/</link>
		<comments>http://www.kea-hr.co.uk/2012/01/government-confirms-that-the-increase-in-the-qualifying-period-for-unfair-dismissal-will-not-be-retrospective/#comments</comments>
		<pubDate>Wed, 18 Jan 2012 14:53:56 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Discipline, Dismissals and Appeals]]></category>
		<category><![CDATA[unfair dismissal]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6603</guid>
		<description><![CDATA[The Government has confirmed that the increase in the qualifying period for unfair dismissal protection from one to two years will apply only to employees who start a new job on or after 6 April 2012. The two-year qualifying period will apply to employees who join an employer on or after 6 April 2012, whereas <a href='http://www.kea-hr.co.uk/2012/01/government-confirms-that-the-increase-in-the-qualifying-period-for-unfair-dismissal-will-not-be-retrospective/' class='excerpt-more'>[...]</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Overhaul of Health and Safety legislation</title>
		<link>http://www.kea-hr.co.uk/2012/01/overhaul-of-health-and-safety-legislation/</link>
		<comments>http://www.kea-hr.co.uk/2012/01/overhaul-of-health-and-safety-legislation/#comments</comments>
		<pubDate>Wed, 18 Jan 2012 13:46:15 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Guest Writers]]></category>
		<category><![CDATA[Health and Safety]]></category>
		<category><![CDATA[health and safety]]></category>
		<category><![CDATA[kis safety]]></category>
		<category><![CDATA[simon holmshaw]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6592</guid>
		<description><![CDATA[In an interview with the London Evening Standard, David Cameron talked about the vital need to overhaul the health and safety engine that he feels is holding back British Business. With an armada of add on regulations to the HASAWA’74, it seems little wonder that from one end of the scale British business cannot make <a href='http://www.kea-hr.co.uk/2012/01/overhaul-of-health-and-safety-legislation/' class='excerpt-more'>[...]</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Dealing with short term absence</title>
		<link>http://www.kea-hr.co.uk/2012/01/dealing-wth-short-term-absence/</link>
		<comments>http://www.kea-hr.co.uk/2012/01/dealing-wth-short-term-absence/#comments</comments>
		<pubDate>Mon, 16 Jan 2012 08:34:46 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Absence due to Sickness]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6480</guid>
		<description><![CDATA[Minor illnesses account for most short term absence from work There are a number of possible reasons for persistent short term absences: – a series of minor unconnected conditions such as was sick, food poisoning, bad back, headache, flu etc recurrent conditions such as back problems, stress, depression, multiple schlerosis etc problems outside of work <a href='http://www.kea-hr.co.uk/2012/01/dealing-wth-short-term-absence/' class='excerpt-more'>[...]</a>]]></description>
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		<slash:comments>0</slash:comments>
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		<title>What’s your “Disaster Recovery” plan?</title>
		<link>http://www.kea-hr.co.uk/2012/01/whats-your-disaster-recovery-plan/</link>
		<comments>http://www.kea-hr.co.uk/2012/01/whats-your-disaster-recovery-plan/#comments</comments>
		<pubDate>Thu, 12 Jan 2012 15:03:15 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Guest Writers]]></category>
		<category><![CDATA[Information Technology]]></category>
		<category><![CDATA[ITS Sheffield]]></category>
		<category><![CDATA[Karen Wilson]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6505</guid>
		<description><![CDATA[Guest post by Karen Wilson of ITS Sheffield Disaster recovery as a concept developed in the mid to late 1970s as computer centre managers began to recognize the dependence of their organizations on their computer systems. Wikipedia New solutions enable not just large organisations but small and medium sized businesses to protect their critical data <a href='http://www.kea-hr.co.uk/2012/01/whats-your-disaster-recovery-plan/' class='excerpt-more'>[...]</a>]]></description>
		<wfw:commentRss>http://www.kea-hr.co.uk/2012/01/whats-your-disaster-recovery-plan/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Increases to Statutory Payments from April 2012</title>
		<link>http://www.kea-hr.co.uk/2012/01/increases-to-statutory-payments-from-april-2012/</link>
		<comments>http://www.kea-hr.co.uk/2012/01/increases-to-statutory-payments-from-april-2012/#comments</comments>
		<pubDate>Wed, 11 Jan 2012 10:44:37 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Absence due to Sickness]]></category>
		<category><![CDATA[Benefits and Wages]]></category>
		<category><![CDATA[Parental Rights]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6472</guid>
		<description><![CDATA[The Government has announced that the standard rates of statutory maternity, paternity and adoption pay will increase from £128.73 to £135.45 per week from 1 April 2012. Statutory sick pay will also increase from £81.60 to £85.85 per week from 6 April 2012. The Lower Earnings Limit, used to calculate entitlement to the above, will <a href='http://www.kea-hr.co.uk/2012/01/increases-to-statutory-payments-from-april-2012/' class='excerpt-more'>[...]</a>]]></description>
		<wfw:commentRss>http://www.kea-hr.co.uk/2012/01/increases-to-statutory-payments-from-april-2012/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Increases to compensation payments from 1 February 2012 announced</title>
		<link>http://www.kea-hr.co.uk/2011/12/increases-to-compensation-payments-from-1-february-2012-announced/</link>
		<comments>http://www.kea-hr.co.uk/2011/12/increases-to-compensation-payments-from-1-february-2012-announced/#comments</comments>
		<pubDate>Tue, 20 Dec 2011 10:16:33 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Legislation]]></category>
		<category><![CDATA[Redundancy]]></category>
		<category><![CDATA[redundancy pay]]></category>
		<category><![CDATA[tribunal services]]></category>
		<category><![CDATA[unfair dismissal]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6462</guid>
		<description><![CDATA[The Employment Rights (Revision of Limits) Order 2011 has been published and will come into force from 1 February 2012. The Order increases the limits applying to certain awards of employment tribunals and to other amounts payable under employment legislation.]]></description>
		<wfw:commentRss>http://www.kea-hr.co.uk/2011/12/increases-to-compensation-payments-from-1-february-2012-announced/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Compromise Agreements</title>
		<link>http://www.kea-hr.co.uk/2011/12/compromise-agreement/</link>
		<comments>http://www.kea-hr.co.uk/2011/12/compromise-agreement/#comments</comments>
		<pubDate>Mon, 12 Dec 2011 10:56:36 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Absence due to Sickness]]></category>
		<category><![CDATA[Capability]]></category>
		<category><![CDATA[Discipline, Dismissals and Appeals]]></category>
		<category><![CDATA[Equality]]></category>
		<category><![CDATA[Terminating Employment]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6387</guid>
		<description><![CDATA[What is a Compomise Agreement? A &#8216;compromise agreement&#8217; is a legally binding agreement in which the employee agrees not to pursue any claim they may have to an employment tribunal and in return the employer usually provides a severance payment. Notice, as outlined in the contract of employment, is usually included in the agreement and generally provides for a <a href='http://www.kea-hr.co.uk/2011/12/compromise-agreement/' class='excerpt-more'>[...]</a>]]></description>
		<wfw:commentRss>http://www.kea-hr.co.uk/2011/12/compromise-agreement/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Top Tips to Disciplinary Investigations</title>
		<link>http://www.kea-hr.co.uk/2011/12/top-tips-to-disciplinary-investigations/</link>
		<comments>http://www.kea-hr.co.uk/2011/12/top-tips-to-disciplinary-investigations/#comments</comments>
		<pubDate>Thu, 01 Dec 2011 09:58:49 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Discipline, Dismissals and Appeals]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6354</guid>
		<description><![CDATA[As I outlined in my article of 9 September: Fair Process for a Misconduct Dismissal the introduction of the ACAS Code of Practice, in 2009, made investigations in both disciplinary and grievance matters critically important prior to a formal hearing. Here are my Top Tips to carrying out a comprehensive disciplinary investigation:- In order to <a href='http://www.kea-hr.co.uk/2011/12/top-tips-to-disciplinary-investigations/' class='excerpt-more'>[...]</a>]]></description>
		<wfw:commentRss>http://www.kea-hr.co.uk/2011/12/top-tips-to-disciplinary-investigations/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Cameron backs shake-up of sicknote process</title>
		<link>http://www.kea-hr.co.uk/2011/11/cameron-backs-shake-up-of-sicknote-process/</link>
		<comments>http://www.kea-hr.co.uk/2011/11/cameron-backs-shake-up-of-sicknote-process/#comments</comments>
		<pubDate>Thu, 24 Nov 2011 15:14:49 +0000</pubDate>
		<dc:creator>Kathryn</dc:creator>
				<category><![CDATA[Absence due to Sickness]]></category>

		<guid isPermaLink="false">http://www.kea-hr.co.uk/?p=6345</guid>
		<description><![CDATA[David Cameron has backed calls for GPs to be stripped of their responsibility for signing people off work for long-term sickness. The Prime Minister said the move would help ensure that those who could return to work would do so and those who could not would receive the support they needed. In an interview with <a href='http://www.kea-hr.co.uk/2011/11/cameron-backs-shake-up-of-sicknote-process/' class='excerpt-more'>[...]</a>]]></description>
		<wfw:commentRss>http://www.kea-hr.co.uk/2011/11/cameron-backs-shake-up-of-sicknote-process/feed/</wfw:commentRss>
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