Your HR Department provides support with individual issues particularly where something difficult or sensitive has to be handled. We have assisted many organisations deal with disputes at senior level and find a way forward. Sometimes this has involved changes to compensation arrangements, sometimes an executive development programme; sometimes it has required a compromise agreement and outplacement.

We also help where allegations of bullying or sexual harassment have been made. Such issues require sensitive handling to ensure that the most positive outcome for all is found.

We also provide support for larger companies – often with an established in house HR team. This is usually through the provision of expertise and resources when issues arise requiring short-term additional support.

Shown below are two case studies that illustrate the type of work that we have done.

The owner and Managing Director of a company importing and distributing giftware did not feel that he was getting the necessary support from his team of Managers and Directors. He felt that the management structure was out of balance and that two of the Directors were carrying too much of the burden and not being properly supported elsewhere. He also needed to reduce overheads.

We reviewed each function and identified areas where improved contribution could be made where savings might be made and where additional resources and representation should be provided. Our recommendations were accepted in full and implemented following a period of consultation. A senior person was made redundant and a new management structure was introduced. Other savings were also made.

The outcome was the introduction of a management structure which served the interests of the company much better, which saved considerable cost and which allowed the workload at senior level to be distributed much more effectively.

The UK subsidiary of an international company had a detailed complaint from a female employee who complained that her manager had bullied her and had sexually harassed her. She also complained that she was being paid unfairly.

We investigated all complaints thoroughly and sensitively. We concluded that there was no substance to the sexual harassment claim, that there was no validity to the equal pay claim but that the bullying complaint was justified.

The manager resigned at this point but the female employee persisted in her allegations and asked for compensation and a significant increase in pay. We advised the company to make no concessions. The employee then resigned and sued for constructive dismissal.

We prepared the company’s defence and presented it at Tribunal. The employee’s allegations were not upheld by the Tribunal and the case was dismissed.

In the meantime, the company successfully replaced both employees and produced even stronger results.