RE : HR

Parent's Leave Extended to 9 Weeks Starting August 1st 🗓️ From today, Parent's Leave will be extended from 7 to 9 weeks. This entitlement is available to employees who are considered 'Relevant Parents,' including the parent of the child, or a spouse, civil partner, or cohabitant of the child's parent. The leave can be taken consecutively or one week at a time within the first 2 years of the child's birth or adoption (subject to certain date limitations). Employers are not required to pay employees on Parent's Leave, as they may qualify for Parent's Benefit, though some employers may choose to 'top up' their employees' pay during this leave. Other family-friendly leave options include parental leave, paternity leave, maternity leave, and adoptive leave. Employers should review all their documentation to ensure it complies with current legislation. If you need advice or support on putting your family friendly policies in place  please feel free to reach our to us - info@rehr.ie #SimplyHR #ParentsLeave #Legislation #August1st #FamilyFriendlyLeave

People always ask me how are GDPR and HR related- here are a common areas that overlap what both industries would be covering: GDPR and Employee Records 1) Key Principles: 👉 Transparency: Employers must inform employees about how their personal data is used, ensuring clear communication. 👉 Consent and Lawfulness: Data must be processed lawfully, with clear consent from employees or under legitimate legal grounds. 👉 Data Minimization: Only data necessary for the specific purpose should be collected and processed. 2) Employee Rights: ✔ Access: Employees have the right to access their personal data held by the employer. ✔ Correction: Employees can request corrections to inaccurate data. ✔ Erasure: Employees can ask for their data to be deleted when it's no longer needed or if processing is unlawful. This can be subject to other legal obligations that exist so it is not an automatic right. ✔ Data Portability: Employees can request their data in a portable format for use elsewhere. 3) Employer Responsibilities: 📝 Security: Implement appropriate measures to protect personal data from unauthorized access or breaches. 📝 Retention: Store data only for as long as necessary for its intended purpose. 📝 Compliance: Regularly review data processing activities to ensure GDPR compliance. All of these areas should be covered in the policies, procedures, handbooks, contracts etc that are issued by the employer. When did you last review your paperwork and can you guarantee that it is: 🔶 compliant 🔶 up to date with current legislation 🔶 relevant to your industry? If you want to go over this topic please drop me an email at hello@regdpr.com Eileen

📋 HR Audit Check-list 📋 Following our recent HR audit series, we’ve crafted a comprehensive checklist to help you gather the essential info needed for impactful improvements. From handbooks to performance management, our checklist covers it all to help you think about and gather the information you need to review and begin making improvements where they’re needed most. 📚 HANDBOOK & REVIEW 1. Do you have a staff/employee handbook and a manager’s handbook?  2. Are the managers trained on the contents of the handbook, policies and procedures? 📝 CONTRACTS OF EMPLOYMENT 1. How many different contracts of employment are used? 2. Have any contractual terms and conditions been recently updated? 📑 POLICIES & PROCEDURES 1. Are there specific policies in place and when were they last updated 2. Is there a standard suite of letters for the procedures? ⚖️ EMPLOYEE RELATIONS - DISCIPLINE & GRIEVANCE 1. How many disciplinary or grievance issues have you had in the last year? 2. Have you had any tribunal claims in the last 5 years? 🔒 DATA PROTECTION & STORAGE 1. What personal information is currently held?  2. How are the employee's personnel files stored and arranged? 📈 PERFORMANCE MANAGEMENT 1. Do you carry out staff appraisals? 2. Do you audit to assess consistency in the appraisal interviews? 🚀 RECRUITMENT & SELECTION  1. Is there a formal process in place for identifying job vacancies?  2. Who participates in the selection and interviewing of staff? 3. Is adequate testing and/or background checking done before extending an offer to ensure the person has the appropriate skills and knowledge? 🏢 INDUCTION 1. Do you have a standard induction procedure and if so how frequently do you review it? 2. Do you have a checklist which is signed/dated by new employee and individuals undertaking the procedure? 3. Do you have an induction handbook or guide? Invest in your HR today for a stronger, more compliant, and successful tomorrow - email info@rehr.ie to book your HR Audit today 💼✨ #HRAudit #HRCompliance #BusinessEfficiency #HROutsourcing #BusinessGrowth #HRExpertise

Here is a quick poll to see how often your organisation is working with GDPR. Are you and your employees/ members aware of how GDPR affects areas of your organisation? When did you last have any training in this area? When was your programme reviewed and updated? Feel free to leave any comments about any areas you have issues in or would like covered. My email, as always, is hello@regdpr.com thanks Eileen

The Data Protection Commission (DPC) 2023 report was recently released and is packed with insights into how data privacy is evolving and what it means for both individuals and organizations. Here’s a summary of the key findings: 👉 Increase in Complaints and Breaches 2023 saw a noticeable rise in data protection complaints and reported breaches. The DPC received over 12,000 complaints, marking a significant increase from previous years. This surge indicates growing public awareness and concern over personal data privacy. Data breaches, ranging from minor mishaps to significant cyber-attacks, were reported more frequently, emphasizing the need for robust security measures. 👉 Enforcement Actions and Penalties The DPC stepped up its enforcement actions in 2023, demonstrating its commitment to upholding data protection laws. Several high-profile cases resulted in substantial fines, including penalties against major tech companies for non-compliance with GDPR. These actions underscore the DPC’s dedication to ensuring organizations respect individuals' data rights and comply with regulations. 👉 Focus on Children’s Data Privacy Protecting children’s data privacy emerged as a major theme. The DPC conducted extensive audits and issued guidance to ensure that platforms targeting or used by children comply with strict data protection standards. The report highlighted concerns over how children's data is collected, used, and shared, calling for greater vigilance and protective measures in this area. 👉 International Cooperation and Cross-Border Cases The DPC played a pivotal role in several cross-border cases, collaborating with other EU data protection authorities. The report detailed joint investigations and coordinated enforcement actions, reflecting the DPC’s proactive stance in addressing global data privacy challenges. 👉 Emphasis on Transparency and Accountability The DPC’s report highlighted the importance of transparency and accountability in data processing activities. Organizations are encouraged to be open about how they handle personal data and to ensure that they are accountable for their practices. This includes maintaining detailed records, conducting regular audits, and fostering a culture of data protection within their operations. In summary, the DPC's 2023 report highlights a year of increased activity, enhanced enforcement, and a strong focus on protecting individuals' data rights. Whether you're a business looking to stay compliant or an individual interested in your data privacy rights, the report offers valuable insights and guidance for navigating the ever-evolving landscape of data protection. If you need any advice on your GDPR programme then email Eileen on hello@regdpr.com thanks Eileen

We’re now into the Summer season and business owners may be in the process of hiring seasonal staff support their business during this seasonal period ☀️ So firstly, what do you need to know when you start your hiring process? Here are a few essential tips - 🤝 Understand what exactly is a seasonal employee: seasonal employees are hired for temporary periods during specific times of the year typically Christmas & Summer. They can be both part-time and full-time seasonal roles. Normally Hospitality and Retail would hire seasonal employees during these periods. 📚 What are my obligations in ensuring my business is compliant I make an offer?: Firstly, ensure you provide your seasonal employee with the a "Fixed Form Contract which will have a specific start and end date. If you don’t have an end date you will provide a "Specific Purpose Contract”. This contract would terminate when the "specific purpose" has been completed e.e. you know when the busy season will come to an end. Seasonal employees must Receive a written statement of the 10 core terms of their employment within the first five days of starting employment. The remaining terms must be provided within one month of their start date. 📆 What rights do seasonal workers have: Seasonal employees have the same rights and protections as all other employees under Irish Law. 💭 What to consider in your hiring process : Having a structured Induction Training that will educate your new seasonal employee on all aspects of their job will not only make them feel welcome and valued in the team, its also essential for increased productivity. And think about it, If they have a great experience chances are they will want to return to your business in the next busy period. "Thats a "win win" for both the individual and your business! 🌟 What if a vacancy arises during their employment? : You are obliged to inform your seasonal employees of any permanent roles that become available. As the Fixed Term or Specific Purpose Contract is coming to an end, it is important to advise as per their contract of the end date in advance. In the event you offer a permanent role, you are obliged to provide a new contact. At RE:HR we can help you to ensure your hiring and compliance obligations are met. To find out more, reach out to us by email at info@rehr.ie #HROutsourcing #BusinessGrowth #HRExpertise #EmployeeExperience #FocusOnWhatMatters

We’re now into the Summer season and business owners may be in the process of hiring seasonal staff support their business during this seasonal period ☀️ So firstly, what do you need to know when you start your hiring process? Here are a few essential tips - 🤝 Understand what exactly is a seasonal employee: seasonal employees are hired for temporary periods during specific times of the year typically Christmas & Summer. They can be both part-time and full-time seasonal roles. Normally Hospitality and Retail would hire seasonal employees during these periods. 📚 What are my obligations in ensuring my business is compliant I make an offer?: Firstly, ensure you provide your seasonal employee with the a "Fixed Form Contract which will have a specific start and end date. If you don’t have an end date you will provide a "Specific Purpose Contract”. This contract would terminate when the "specific purpose" has been completed e.e. you know when the busy season will come to an end. Seasonal employees must Receive a written statement of the 10 core terms of their employment within the first five days of starting employment. The remaining terms must be provided within one month of their start date. 📆 What rights do seasonal workers have: Seasonal employees have the same rights and protections as all other employees under Irish Law. 💭 What to consider in your hiring process : Having a structured Induction Training that will educate your new seasonal employee on all aspects of their job will not only make them feel welcome and valued in the team, its also essential for increased productivity. And think about it, If they have a great experience chances are they will want to return to your business in the next busy period. "Thats a "win win" for both the individual and your business! 🌟 What if a vacancy arises during their employment? : You are obliged to inform your seasonal employees of any permanent roles that become available. As the Fixed Term or Specific Purpose Contract is coming to an end, it is important to advise as per their contract of the end date in advance. In the event you offer a permanent role, you are obliged to provide a new contact. At RE:HR we can help you to ensure your hiring and compliance obligations are met. To find out more, reach out to us by email at info@rehr.ie #HROutsourcing #BusinessGrowth #HRExpertise #EmployeeExperience #FocusOnWhatMatters

Here’s a post I put up today on a sister page - when did you last review your GDPR programme in your business?

When did you last review your GDPR programme? Are you aware under the GDPR principles that there is an accountability section where you are required to clearly demonstrate how you implement GDPR within your organisation. Such measures include: adequate documentation on what personal data are processed, how, to what purpose, how long; documented processes and procedures aiming at tackling data protection issues at an early state when building information systems or responding to a data breach; these are only a few of the measures required. The most important tool that your organisation should implement is a Records of Processing Activities (RoPA). This is a legal requirement in all businesses with 250+ employees or organisations who process data that is likely to result in a risk to the rights and freedoms of data subjects, the processing is frequent, or the processing includes special categories of data. If you fall under any of these categories then you must have a completed RoPA document that shows the following: 1) The name and contact details of the controller and, where applicable, the joint controller, the controller's representative and the Data Protection Officer (DPO); 2) The purposes of the processing; Why the organisation is using the personal data in question, for example, for the purposes of payroll management. 3) A description of the categories of data subjects and of the categories of personal data; For example, both employees and clients of an organisation are examples of categories of data subjects . Categories of personal data include contact details, previous employment history, and the health records of employees. 4) The categories of recipients to whom the personal data have been, or will be disclosed, including recipients in third countries or international organisations; By way of example, this would include an external HR company subcontracted to deal with an internal HR matter. 5) Where applicable, transfers of personal data to a third country or an international organisation, including the identification of that third country or international organisation; This would include the transfer of information to an international organisation such as an international NGO or to a processor based outside of the European Economic Area (EEA). 6) Where possible, the envisaged time limits for erasure of the different categories of data; This is likely to be organisation dependant and may be set by statute, internal policies, industry guidelines or a combination of all three. 7) Where possible, a general description of the technical and organisational security measures referred to in Article 32(1); This may include, for example, the encryption of records, access controls and staff training.  If you are required to complete a RoPA and are not sure where to start then get in touch with me and we can start the process. Email hello@regdpr.com thanks Eileen

What an amazing evening I had on Saturday night attending the Network Ireland Dublin Businesswoman of the Year Awards - I was truly honored to be nominated in the Emerging Businesswoman category. I didn't pick up an award this time but being a finalist among so many inspirational women was enough for me. I was blown away to hear of the achievements of so many inspirational women in the room. Congratulations to all the winners on the night. Big shout out to our President Sarah Lyons and Vice President Caraldine Nolan and the awards committee for a superb job at planning the most amazing evening which took place at the fabulous Lucan Spa Hotel Looking forward to meeting everyone again at the next event. hashtag #networkdublinawards hashtag #emergingbusinesswomanoftheyearawards hashtag #womeninbusiness hashtag #networkdublin