Empire HR are recruiting

FULL TIME OFFICE ADMINISTRATOR
Reporting to the Executive Directors
recruiting
Main Role
To ensure that a range of administrative functions are carried out in an efficient, effective and timely manner.

Duties and Key Responsibilities

• Provide support to Directors
• Greet visitors
• Answer phones/field calls
• Open/distribute mail/take mail for posting
• Collate and prepare monthly bulletin and email to clients
• Provide support to sales & marketing team
• Produce and send email/mail shots
• Coordinate Website and social media site
• Deal with internet queries
• Help maintain databases
• Assist Account Manager
• Provide administrative support to Advice Line team
• Order office supplies and other goods and services
• Organise meetings and arrange catering
• Run PO system Administer the set up of new clients
• Book travel/accommodation
• Facilities management including contact point for tenants
• Manage stationery
• Coordinate client events
• Any other reasonable duties required by the Directors

Employee Specification
Minimum qualifications: Good Standard Grades, or equivalent, in English and Maths.
Driving Licence.
Desirable: HNC or HND Administration Computer qualification.

Experience
Minimum experience: Clerical/admin role. Knowledge of Microsoft Office and use of a range of office machinery. Reception Duties.
Desirable: 2 – 3 years office experience. Database knowledge. Experience of working in professional services company. Creating and maintaining administrative systems. Use of Microsoft Publisher.

Training
Willingness to undertake appropriate training

Attitude
Ability to work as part of a team Ability to work on their own initiative with minimum supervision.

Practical and intellectual skills
Effective organisational skills including the ability to work to deadlines under pressure. Ability to use initiative and determine priorities. Computer literate.

Interested applicants should apply in writing in the first instance to:

Empire HR Ltd
Empire House
117 Grandholm Drive
Bridge of Don
Aberdeen
AB22 8AE


Tel: 01224 701383
Fax: 01224 701384
Email: info@empirehr.com

Jobseekers beware!

I thought I would share an excellent blog post by Scott Douglas at Holyrood PR about how your social media profile can affect your chances of getting a job.  Well worth a read with some good links to follow for further information.

Read Scott's article here

Fit Note-Fits it Aboot?

The sick note will cease to be used from 6th April. GP’s will issue Fit Notes instead.
What are the differences between the two? Do you know what to do with a Fit Note?
What if you disagree with the GP’s assessment on fitness to return? Do you feel prepared?

Find the answers at the Empire HR

‘Lunch and Learn’ session on the new Fit Note!


Session designed for:
· HR professionals
· Line managers/ Supervisors
· Those responsible for absence management.

WHEN?
15th April 2010
12pm—2pm

WHERE?
Aberdeen Northern Hotel
1 Great Northern Road
Aberdeen
AB24 3PS

COST?
£25 + VAT for Empire Clients
£50 + VAT for non Clients
Includes light lunch

For more information or to book a place contact

Nicki Murray on n.murray@empirehr.com or call 01224 701383

Empire HR Podcast No.4 - Social Media Policies

The latest podcast is now available.  On No.4 Steve Cook explains why it's important for every organisation to have a Social Media Policy in place whether they are actively involved in social media or not.  Steve also explains how you can use the Empire HR Social Media Policy template to create your own social media policy.

Download the podcasts here

Download the Empire Social Media Policy template here

Empire HR Podcast No.3 - When work and religion clash

Podcast No.3 is now available where we explore the recent case with Transport for London and the muslim bus driver who stopped to have a prayer. We look at the facts surrounding the case and why Transport for London did not take action against the bus driver. We also look at the wider issue of discrimination and consistency when assessing disciplinary action.

You can download the podcast here

When work and religion clash

A Muslim bus driver sparked anger and outrage recently when he stopped his passenger bus so he could pray.  The driver pulled over, placed a jacket on the floor, removed his shoes and knelt down to pray for five minutes.

The bus passengers were bemused and angry, with some apparently terrified that the bus was about to be blown up.

Following the incident, the driver didn’t face any disciplinary action, although Transport for London has issued an apology and spoken to the driver concerned.

But how much are employers expected to accommodate religious practices? 

Well, practicing Muslims are expected to pray five times a day and this can take up to 15 minutes.  Many Muslim’s will not require any special measures to be taken at work and more devout followers can often pray in an office or spare room during their break times.

Legislation prevents discrimination in the workplace for religious or philosophical belief and employers should bear in mind that this doesn’t just apply to traditional religions.  A recent case found that a strong belief in climate change was capable of being a belief for the purposes of discrimination legislation. 

In general, preventing an employee from taking time out so they can pray will constitute indirect discrimination. However, there is an exception to this if the employer can demonstrate that it’s objectively justified.

The problem in the bus driver’s case arose because he chose to stop and pray despite being in the middle of a bus route, causing disruption to traffic and the passengers on board. 

Transport for London clearly has a diverse workforce, and has taken steps to accommodate the requirements of its religious employees.  Some of its depots contain prayer rooms, and employees are able to pray between journeys.  The key issue here is whether Transport for London would be at risk of a claim if it had taken disciplinary action and dismissed the employee. 

A tribunal would consider all the circumstances surrounding the event.  It’s possible that a tribunal would find that the need to get passengers from A to B, without causing major disruption to London traffic, would be an objective justification to them preventing drivers from praying mid-route.  A tribunal would also consider if a five minute prayer break would impact upon the service, how often the employee needed to pray, and whether steps had been taken to accommodate his requirements.

However, Transport for London would still need to follow the correct disciplinary procedure – which must be fair and consistent.

Those who regularly travel in London will probably have experienced similar hold ups.  It has been known for drivers to stop mid route for cigarette breaks, toilet breaks, to go to the shops.  On one occasion, a bus driver even took a quick detour, taking his bus and passengers to his home.  Unless Transport for London had taken disciplinary action in each of these cases, it would have been extremely risky to take action because a driver stopped to pray.

For employers, it can be very difficult to balance the needs of religious employees with the needs of the business.

Should this driver have been sacked?  Has the incident been blown out of proportion because the driver was Muslim, or because of the perceived terrorism threat?  Or was the driver given special treatment just because he was a Muslim?

Post your comments below...

New Media Breakfast Inverness

We still have a few places left for the New Media Breakfast at Kingsmills Hotel in Inverness tomorrow (18th February).  If you would like to find out more about New and Social Media and how it can help your organisation please book your place here