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Blog Article; 7th March 2024
Embrace the Insolvency Journey: Why Creditors Should Be Active Participants
Written by: Emma Reilly Top Service |
Never underestimate the power of completing and submitting your insolvency paperwork—it's your key to navigating the insolvency process as a creditor!
Submitting a proof of debt form when receiving notice of an insolvency is important as this will not only mean your claim is submitted for dividend purposes, but it will also allow a creditor the chance to have their say on the outcome of the pre-appointment process, and later on in the insolvency as it progresses.
Due to the limited and variable time frames of insolvency processes, timely submission is paramount to safeguarding creditor rights.
Once the proof of debt form is submitted, creditors gain several benefits:
- Have a say on who is appointed in the insolvency.
- Air any concerns about how an entity behaved.
- Have a say on the costs of the insolvency.
- Have a more direct say on how the insolvency progresses by forming a committee.
Submitting a claim gives access to the insolvency paperwork, which in turn allows a creditor the opportunity to vote on the appointment of an alternative insolvency practitioner of choice to replace the proposed firm of practitioners. This is done by using a proxy vote. This alternative insolvency practitioner could be a trusted insolvency partner firm who, if appointed, would have a more hands on approach to investigating a creditor’s concerns.
Having access to the paperwork and progress reports also allows a creditor to keep track of developments and to vote on decisions such as the insolvency practitioners fees. This keeps costs lower and could therefore mean more funds allocated to the dividend pot. In turn, this could mean enhanced returns to creditors.
If an appointment of an alternative insolvency practitioner of choice is unsuccessful due to voting outcomes, then another option to have a more hands on approach as a creditor is to request and vote in favour of a creditors committee. This will allow creditors a greater say in key decisions of the insolvency process.
All of the above are important reasons as to why submitting claims and proxies as a creditor in an insolvency are important and should not be delayed.
Given the complexity and duration of insolvency processes, creditors may find themselves overwhelmed by paperwork and communication demands. The Creditor Services team at PKF offer a free service to all Top Service members and can assist with the following:
- Advice and support regarding any formal or non-formal insolvency process.
- A bespoke lodging and proxy management service which alleviates the administrative burden for creditors and reports back on all insolvencies in a simplified format.
- Representation at creditor meetings.
- Seeking the appointment of licensed insolvency practitioners of PKF to investigate insolvent entities and creditor concerns.
If you would like to learn more about the services offered to Top Service members by PKF Creditor Services, please get in touch.
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The Importance of Fire Safety
Written by: BusinessGuard provided by Stallard Kane Associates |
Fire safety is a significant concern for every responsible business owner, prompted not just by legal obligations but also by the well-being of employees and visitors and the overall safety of the premises. An awareness of the origins of fire safety laws and compliance with the latest regulations are crucial in facilitating a secure environment.
A Brief History of Fire Safety Laws:
The inception of fire safety laws can be traced back to the 19th century, with the Petroleum Acts 1862 to 1881 and the Explosives Act 1875. Over time, these regulations evolved to include building bylaws, the Fire Services Act 1947, and the Factories Act 1961.
In recent times, the Fire Safety Order is the primary fire safety legislation in England and Wales, and it applies to all non-domestic premises and communal parts of residential buildings. It places a duty on the Responsible Persons to manage the risk of fire to ensure that the people who use their building are safe.
Following the Grenfell Tower fire, the government committed to reforming building safety introduced new legislation and amended the new Fire Safety Order in support of this.
In 2022 the Fire Safety Act clarified that external walls and flat entrance doors are within the scope of fire safety legislation.
In January 2023, the Fire Safety (England) Regulations introduced new requirements for residential buildings, intending to protect both residents and responding firefighters.
The Building Safety Act provides a framework for much wider reform and, in England, has established the role of the Accountable Person who will have overall responsibility for safety in higher-risk residential premises.
From 1st October 2023, Section 156 of Building Safety Act took effect, which strengthened fire safety in all fire safety order-regulated premises.
Who is the 'Responsible Person'?
In England and Wales, the individual with principal responsibility for fire safety is known as the 'responsible person.' Scotland and Northern Ireland refer to them as the 'person with duties under Section/article.' Effective fire safety hinges on responsible and competent individuals who self-impose risk assessment techniques and engage competent staff rather than waiting for directives from law enforcement.
Article 3 of the Fire Safety Order explains the meaning of the Responsible Person, stating that they are employers, those in control of premises or building owners.
The Importance of Fire Risk Assessments (FRAs):
Fire risk assessments have always been a legal requirement, however previously it was only a requirement for non-domestic premises to document a fire risk assessment if they had five or more employees, and there was only a requirement to document the significant findings of this assessment. From the 1st of October 2023, it became a requirement to record your fire risk assessment in full regardless of the building type, or size of your business. It is also now a requirement to identify who is involved in completing your fire risk assessment and to ensure that they are competent to do so.
If there is more than one Responsible Person within a premises, they must all ensure that they are undertaking FRAs for the areas within the building under their control and are communicating the findings accordingly.
Should you not have the competencies to carry out a full fire risk assessment in-house, you may employ the likes of Stallard Kane to undertake this on your behalf. Where this is the case, you should make available as much information as possible about fire safety on your premises and allow access to all areas of the building that are under your control.
If you employ a fire risk assessor to assist you in completing a fire risk assessment, you should record their name, and where applicable, their organisation name. This will ensure there is a clear record for enforcing authorities as to who completed the assessment and will enable you to share this information with both residents (where applicable) and any incoming Responsible Person after you. You are responsible for ensuring that your fire risk assessment is suitable and sufficient and if you employ someone to do this for you, we recommend that you ensure they are competent to do so.
Legal Responsibilities:
Employers must fulfil specific legal responsibilities to ensure fire safety within their premises.
Nominating a Competent Person
The responsible person must nominate a competent person(s) to conduct the Fire Risk Assessment.
Providing a Means of Escape
Key aspects of providing a safe means of escape include planning and communicating clear escape routes, ensuring they are unobstructed and protecting them with fire separation and doors. Clear signage, lighting, and assembly points are essential components.
Providing a Means of Warning
Establishing an effective warning system is critical. This may involve temporary or permanent fire alarms, klaxons, air horns, or whistles tailored to the size and complexity of the site.
Providing a Means of Fighting Fire
Fire extinguishers should be strategically placed and suitable for potential fire types. Designated individuals should be trained in their usage.
Key Points to Remember:
- Fire safety laws are integral to our legal framework.
- The responsible person cannot delegate legal culpability for fire safety.
- A current, suitable, and sufficient fire risk assessment is a necessity.
- A fire safety plan is a legal requirement.
Your Partner in Fire Safety
We offer comprehensive services to assist businesses in adhering to fire safety regulations. From Fire Risk Assessments to Fire Extinguisher Servicing, Fire Alarm System Services, Emergency Lighting Checks and Fire Door Audits, we help ensure your premises are safe and compliant.?
Contact the team at businessguard@hae.org.uk for a no-obligation quote or advice.
The Vital Role of Credit Management to Business Success
Written by: Emma Reilly Top Service |
According to a recent survey conducted by Top Service Ltd, 85% of individuals employed in credit management did not initially plan for it to be their chosen career path. A significant number of individuals working in credit management express feelings of being undervalued. In some cases, they believe that the sales function within a business receives more acknowledgment and appreciation, despite the fact that the challenges of reducing risk & maintaining cash flow are equally demanding.
Emma Reilly FCICM, CEO at Top Service Ltd explains why credit management is so important for businesses of all sizes.
Maintaining Cash Flow
One of the primary reasons credit management is essential is its impact on cash flow. To ensure a continuous flow of cash, it's crucial to strike a balance between offering credit to attract customers and collecting payments promptly. Effective credit management helps businesses anticipate and manage their cash flow, allowing them to meet their operational and financial obligations.
Reducing Financial Risk
Every business faces the risk of non-payment or late payments from customers. This risk can increase with a lack of effective credit management. By implementing a robust credit management system that includes credit checks and setting appropriate credit limits, a business can reduce the risk of financial losses due to non-payment.
Recognising the initial indicators that a customer is facing cash flow challenges can significantly reduce your financial exposure in cases of insolvency. In the current economic climate, insolvency rates have reached unprecedented levels, making the reduction of financial exposure a pivotal aspect of credit management. Access to the best credit management tools to highlight early warnings & and the ability to react appropriately, without doubt results in less debt and more cash for your business.
Improving Profitability and Building Strong Customer Relationships
Proper credit management can also have a direct impact on a company's profitability. By collecting payments on time and reducing exposure to bad debts, a business can maintain healthier profit margins.
Credit management is not solely about collecting payments; it's also about building and maintaining strong customer relationships. When customers feel that their payment terms and credit limits are fair and flexible, they are more likely to remain loyal to your business. Effective credit management strategies can help strike a balance between financial prudence and customer satisfaction, fostering goodwill and trust.
Supporting Growth
Effective credit management can also support a business's growth. By managing cash flow and reducing financial risk, a company can reinvest its profits into expanding operations, launching new products, or entering new markets. With strong credit management practices in place, businesses can better position themselves for long-term success.
Emma comments "One positive outcome of the 2019 pandemic was the shift in focus towards cash management. During this period (at the very least at the initial stages), selling activities were largely halted, trade counters closed, and sales representatives were unable to travel. As a result, the spotlight turned to the essential functions of collecting payments, bringing greater attention to the contributions of the accounts teams, credit controllers, and credit management function. It's my hope that the credit management function of a business continues to be celebrated and recognised for it's contribution to business".
Driving Early Careers Initiatives Through School Engagement
Written by: Uptree |
In today's evolving job market, the importance of establishing strong connections between employers and the younger generation to support their future plans can't be overstated. As the nature of work undergoes seismic shifts, companies are becoming more aware of the significance of Early Career engagement at the grassroots level.
In this blog, we will delve into the vital role of school and student engagement in fostering fruitful relationships between employers and emerging talent. We will also explore how Uptree is at the forefront of bridging this gap and tries to revolutionise the way business and Early Careers talent interact.
School engagement
Importance of school engagement
Schools play a crucial role in helping students navigate their future careers. They provide a nurturing and structured environment for students to develop essential skills, knowledge, and attitudes that are vital for future employment. It's no surprise then that engaging students at this grassroots level can help employers shape their future talent pool and nurture a pipeline of skills professionals. Investing in the development of young minds fosters innovation and introduces fresh perspectives into the workplace.
Student outreach initiatives delivered through schools provide companies with the opportunity to establish their brand and values early on, attracting top talent that resonates with the company's values and mission. Young people can be provided with invaluable insights on different industries and careers, allowing them to make more informed decisions about their futures.
By connecting with employers during their school years, young individuals can enhance their skill set and increase their employability. Exposure to a real-world work environment at an early stage can inspire and motivate them, leading to improved academic performance and a stronger sense of purpose.
Connections with schools can also support employers with engaging those students in hard to reach areas, promoting social mobility, bridging educational gaps, and contributing to building a more equitable and inclusive society. Through tailored programmes and outreach, barriers can be broken down so that young people who face socio-economic challenges or geographical constraints feel empowered to learn about and explore careers.
By facilitating these connections and providing support to its Employer Eartners, Uptree's work is making a significant impact in ensuring equal opportunities for all students, regardless of their background or location. Our efforts contribute to the overall goal of creating a more inclusive and diverse workforce that benefits both employers and students.
"Uptree supports Schroders' student engagement strategy on a regional level. There's been a specific focus on raising awareness of our Operations Academy and apprenticeship programme in Horsham, an area that has been challenging for us in the past. Our work with Uptree has connected us with talented young people – through work experience events, helping us to engage with female talent and promote career opportunities within our company."
- Lauren, Early Careers Recruitment Specialist, 2022
Student engagement
From classroom to boardroom
As mentioned above, student engagement programmes help employers to shape their future talent pool and enhance employability and, for students, serves as an opportunity for networking and industry exposure. This aspect plays an important role in preparing young people for the world of work.
Uptree students have access to a wide range of networking opportunities, whether it is attending career fairs or participating in industry-specific workshops, young individuals gain exposure to professionals from different fields. These interactions allow students to engage in meaningful conversations, ask questions and build relationships with professionals who can serve as mentors and guides throughout their educational and professional journey.
Industry exposure through student engagement programmes offers employers the opportunity to identify and nurture top talent early in their careers. Employers can utilise these engagements to showcase their company culture, values and opportunities.
The value of ageing workforce
It is important to recognise and tap into the potential of the ageing workforce. With longer life expectancies and improved health, individuals are extending their careers more than ever before. These professionals possess a wealth of experience, institutional knowledge and valuable skills honed over decades. Neglecting their potential to support the younger generation would be a missed opportunity for companies seeking a competitive edge.
By embracing the expertise and mentorship of the ageing workforce, companies can create a harmonious blend of knowledge and innovation. Pairing experienced employees with younger colleagues not only facilitates knowledge transfer but also fosters a culture of continuous learning and development. Moreover, the diverse perspectives and wealth of industry-specific insights that an ageing workforce brings can help organisations navigate challenges and seize new opportunities.
Uptree's role in connecting employers and Early Careers talent
In the realm of student engagement and workforce development, Uptree bridges the gap between employers, students and schools. By collaborating with employers through Work Experience Days, Application Masterclasses, online courses and career events, we ensure that young people have access to industry insights, hands-on experiences and career guidance that enhances their employability and equip them with the skills demanded by the job market.
"Thank you Uptree for the informative assembly about the masterclasses and work experience available for our Sixth Form students. There are so many great opportunities for young people to gain experience in various professions. All 6th form students have been given the opportunity to sign up!"
- School partner, 2023
By connecting directly with students through our school partnerships and networks, we focus on empowering young people by providing access to valuable resources and opportunities that support their future careers. In this way, we hope to be able to reshape the landscape of student engagement, empowering both employers and the next generation of professionals to unlock their full potential in the ever-evolving world of work.
Another reason why we are committed to connecting students and employers is to promote diversity and inclusion. We give employers the opportunity to actively engage with those from underrepresented groups and promote equal opportunities. By exposing students to diverse industries and professionals, employers can inspire and encourage young people from all backgrounds to pursue careers in various fields.
"I found the programme extremely helpful as I felt fully prepared to start the JP Morgan Apprenticeship application. The session equipped me with all the knowledge and skills I needed for the apprenticeship. I'm also proud to announce I was able to secure a place on the scheme, it's been very beneficial!"
- Tyra, Uptree student, 2023
Our partnerships with schools and our student network are helping employers to raise their profile amongst the younger generation, supporting DEI goals, improvising social mobility and helping them to become an employer of choice.
Updated ACAS Guidance: Mental Health in the Workplace
Written by: BusinessGuard provided by Stallard Kane Associates |
In April ACAS published updated guidance around support for mental health in the workplace.
Under the Equality Act (2010), employers have a legal obligation to offer support to any employee who has a disability, defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out day-to-day activities.
The new guidance summarises that reasonable adjustments must be made:
- when an employer knows, or could reasonably be expected to know, someone is disabled;
- when a disabled staff member or job applicant asks for adjustments;
- when someone who's disabled is having difficulty with any part of their job; and/or
- when someone's absence record, sickness record or delay in returning to work is because of, or linked to, their disability
ACAS states when a company is looking to put in place reasonable adjustments that they should consider that:
- every job position is different, one way to support an employee may not be appropriate in a different job position.
- every employee is different, as people manage their own conditions differently.
- mental health can develop and re-occur frequently, meaning a support measure you put in place in the present may not be appropriate in the future.
Examples of reasonable adjustments in relation to mental health:
- a change in the employees role or responsibilities, which could include a reduction in tasks
- reviewing how the employee is communicating
- a change in a physical environment which could be a change in workplace
- providing additional support in the form of training and coaching
ACAS highlights the importance of the employer and employee working together when discussing reasonable adjustments and being clear on what support the company can provide versus what the employee is requesting. Should an employee request reasonable adjustments, the company should be understanding and listening to the reasons why the employee has requested these adjustments.
Organisations should document any reasonable adjustments agreed and make a plan of when these actions will be implemented or later reviewed.
Employers are also advised to complete future checks with the employee to understand if the reasonable adjustments are providing the support required or if any further changes need to be actioned.
By conducting reviews and checking in on the employee, the employer can be seen as providing the extra support the employee may need. Ignoring a request for reasonable adjustments may be considered an act of unlawful discrimination under the Equality Act. The full ACAS guide can be accessed here.
If you require more information please contact HAE EHA's Membership Team on 0121 380 4600 or email membership@hae.org.uk.
Disclaimer
The information and any commentary contained within these updates are for general information purposes only and do not constitute legal or any other type of professional advice. Stallard Kane does not accept and, to the extent permitted by law, exclude liability to any person for any loss which may arise from relying upon or otherwise using the information contained in these blogs. If you have a particular query or issue, you are strongly advised to obtain specific, personal advice about your issue and not to rely solely on the information or comments in these updates.
Let's Thrive Together with a New Preferred Payment Partner
Written by: Worldpay from FIS |
FIS, with its Worldpay solutions, teams up with HAE EHA to enable members more seamless payment experiences for their customers.
Whether you own an event, plant, or tool hire company, you want your business to thrive. With everyday business challenges and the constant shift in customer expectations, it's hard to keep up. To meet these new demands and market challenges, it's important to adjust how you do business, too. Without the right partner, you may be concerned you won't have the solutions to compete in this new world. It shouldn't be this hard to find a holistic partner who provides scalable commerce solutions that meet your needs now and in the future.
At Worldpay, we understand how to meet the complex changes that are occurring each day. Leveraging our scale and expertise, our no-nonsense approach is trusted by 620,000 businesses today. We're prepared to evolve the commerce experience with you. No matter where you are in your business journey, Worldpay can guide you to meet changing customer demands and embrace new innovations. With our partnership and platform stability, Worldpay makes it easy for business owners to securely accept all payment methods and access faster funding through a complete set of innovative value-added solutions that unlock opportunities to drive customer engagement and increase business and revenue growth.
Let's thrive and grow together. First, get to know us. Then choose the right technology so you can start accepting payments, quickly. Finally, select from a dynamic variety of payment enhancing solutions to boost your business.
With Worldpay's innovative value-added solutions and our 2,200 colleagues focused on delivering recommendations, you can ensure your business is enabled to track your cash flow, attract and retain customers, and improve operations. All these pieces are critical to deliver a unique experience for your customers. Your payment experience needs to leverage speed, loyalty, and state of the art technology to attract new customers and retain the ones you have. No matter how you do business, we have a solution for you. Are you growing faster than you anticipated? Our integrated payments solution enhances the customer experience by linking payment and software applications.
Once your customer makes the sale, the speed of funds and cash flow management are essential as you continue to build and grow your business. Through our support and improved operations, we've built informational dashboards that track trends and help you understand insights about your business. We also provide simplified, on-the-go technology and payment acceptance methods that allow your customers to make payments anywhere, in their selected currency. Our security solution, SaferPayments, allows you and your customers to be protected against fraudulent transactions.
To learn more on how Worldpay can meet your unique business needs, contact HAE EHA's Membership Team on 0121 380 4600 or email membership@hae.org.uk. Don't let a limited payment provider and legacy technology stop you. For more information, check out our U.K. Focus Worldpay for Business Payments Report to understand the latest trends in the U.K.
Worldpay is a market leading provider of payment solutions, with a wealth of experience catering for small independents right up to large corporate clients. We're ideally placed to support you with end-to-end solutions for standalone card terminals, technical integrations, online payment gateways and everything in between. Which in simple terms means, helping you reach more customers and allowing them to pay in the way they want to pay.
©2023 FIS and/or its subsidiaries. All rights reserved.
Worldpay (UK) Limited (Company No. 07316500 / FCA No. 530923 &712965), Worldpay Limited (Company No. 03424752 / FCA No. 504504), Worldpay AP Limited (Company No: 05593466 / FCA No: 502597). Registered Office: The Walbrook Building, 25 Walbrook, London EC4N 8AF and authorised by the Financial Conduct Authority under the Payment Service Regulations 2017 for the provision of payment services. Worldpay (UK) Limited is authorised and regulated by the Financial Conduct Authority for consumer credit activities (No.712965). Each of Worldpay (UK) Limited, Worldpay Limited, Worldpay AP Limited and Worldpay B.V. is part of the FIS group of companies including Fidelity National Information Services, Inc. (a Georgia company).
The Exponential Growth of Data and How to Mitigate Carbon Footprint
Written by: Philip Allott Allott and Associates |
We explore the growth of data and what can be done to reduce the environmental impact of storing this data in data centres. One possible solution is to use liquid cooling as it has already been successful at improving the sustainability of smaller data centres.
Big Data = Big Numbers
As numbers are floated by me that I no longer recognise, 10 to the power of another two digit number, I wonder who names them and if there is a naming convention we weren't told about at school. So far, we are at Yottabytes, as if Terabytes weren't enough!
At the moment we can't attribute a lot of carbon emissions specifically to the growth of data, but as data centre numbers increase, the energy needed to power them also increases. That power most frequently comes directly from the grid and the impact of that does vary from year to year, but the majority source is currently fossil fuels (40% in 2022). The impact of data centres on the grid has become more apparent, in fact in 2022 several housing schemes had to be shelved as there was no grid support for further housing as a direct result of the number of data centres nearby.
Why not build data centres in cold places if they need continual cooling? Well, they also need to be connected to a large power supply and able to transfer the data in and out of the servers to act as the cloud. Locating in the highlands of Scotland is therefore out of the question, and practically speaking, motorway networks near high data-consumption industries (eg. fintech) are the most likely build locations.
Just How Much Power Does a Data Centre Need?
The power consumption of a single data centre is equivalent to thousands of homes, but without question they are a necessity in everyday life. Increasing devices with increasing power and data storage, plus the migration from 4G to 5G means that the internet would not function without them. But what is the solution for reducing their impact on the environment?
The Environmental Impact of the Growth of Data
Typically, a data centre consists of rows of either mainframe style computers or racks of servers in rows, in a darkened warehouse. Each one of these servers or mainframes generates heat, and the more data they process, the hotter the chip gets. The data centres are frequently air-cooled by extracting the hot air and pumping it outside, replacing it with cooler air using air-conditioning units which generally use HFC's. In addition to this, data centres have to have back up supplies of power, (UPS) and further back-up power such as generators, often powered by diesel.
A data centre would have a 25-30 MW data capacity, and consume around 30GWh of energy per year (and we all know that 1.21GW is a bolt of lightning…or enough to power the flux capacitor in 1985). Getting back to reality, 30 GW can power more than 10 million homes for a year. It's not an exact science of course, the amount of energy consumed depends on many variables but you get the picture.
How Can We Adapt to the Growth of Data?
Unless controls or regulations are implemented, these changes will continue. You will not be surprised to learn that there are solutions out there. Heat can be captured and reused, diverted into projects such as greenhouses, leisure centres, housing projects. But this means further investment, and while there is no impetus to spend more than is necessary on a data centre, such projects can reap rewards.
There is an Alternative
Using liquid cooling for microchips has been in existence for many years on a smaller scale. Often collocated in air cooled data centres, servers are stripped back and placed in a dielectric fluid, within a sealed unit where they are kept at a constant temperature. The fluid can be cycled through a heat exchange and used for external projects, or simply recycled back into the units.
Benefits of Liquid Cooling
The benefits of liquid cooling are well documented, yet the technology is still being developed. Less energy is consumed, the longevity is improved, fewer faults occur, and the cooling system works well with heat exchanges, generating in some situations enough heat to maintain the constant temperature of a swimming pool, saving you, the end user, money in the long run. Testing is still underway for different types of hardware that can be submerged, but there are clearly many future possibilities. For a sustainable alternative to air-cooled data centres, liquid cooling is a huge step in the right direction for the environment.
Adapting to Different Learning Styles in the Workplace
Written by: Uptree |
The infamous quote from Einstein, "Everybody is a genius, but if you judge a fish by the ability to climb a tree, it will live its whole life believing that is stupid" has become widely popularised because of its value as an analogy for playing to different strengths.
The quotes hyperbolic nature makes it catchy, but the sentiment that we can all be put in situations where we can either excel or struggle is powerful. In the Early Careers space, it's important to be aware that all young people have their own 'learning preferences' and understanding this point is crucial to engaging with them in an effective way.
Broadly speaking, there are four key types of learning styles. Whether you're planning an event, looking to hire a cohort of apprentices or managing a new starter, you'll want to know the differences.
The different learning preferences
Visual learner:
A student with a visual learning style prefers seeing or observing something, before applying it directly themselves. Practically, this could include presentations, graphs and handouts. In a work environment, learners would typically work from lists or written instructions.
Auditory learner:
A student with an auditory learning style is receptive to information through listening to others speaking. A presentation or conversation is the best way to support an auditory learner with a new task.
Kinesthetic learner:
A 'hands-on' approach is what works best for a kinesthetic learner. Physically attempting a task, rather than first receiving instructions (verbally or visually), is the best way to engage with a kinesthetic learner.
Verbal learner:
Verbal learners prefer receiving information through reading and writing. They receive information best through written text and note taking.
Adapting your student engagement
Once you've gained an understanding of the different learning preferences, the next challenge is finding ways to deliver insight events that can work for all of the different styles.
To cater to all four learning styles, you'd need to have a presentation to visualise a concept, a speaker, a worksheet and a physical task. However, this is something that takes a concerted effort to deliver and isn't necessarily something you consciously think about when designing an event agenda.
So how do you practically apply this? As mentioned, becoming more conscious and aware of these learning preferences when designing your agenda for an event, for example, is a good starting point. When reflecting on the event's agenda, tick off where you have created an activity that will be inclusive of a particular learning style and then mark where a particular type of learning style might not be covered.
The result of this, with practice, is that you will naturally start to become more aware of the content you create and how it might resonate with a particular individual or group, leading to more effective and inclusive delivery in your outreach and event engagement.
You can also apply this principle to wider outreach. Consider when using social media the different types of content you can produce. Long-form videos, infographics, blogs and something interactive like a Kahoot quiz can all provide effective ways to engage with different audience types. Again, inclusivity is the foundation that you should work with when engaging with students.
Neurodiversity
Having a range of content to deliver your message and information, as well as diversifying the way in which you deliver it is so important when factoring in neurodiversity.
Neurodiversity describes the idea that people experience and interact with the world around them in many different ways and that there is no one 'right' way of thinking, learning and behaving.
Having a consideration for all the learning preferences is even more imperative when you consider neurodiversity. Some studies suggest that nearly 30% of the population are neurodiverse.
Linking back to Einstein's historic wisdom, neurodiversity re-affirms the idea that environment plays a role in limiting an individual and their capabilities. For a neurodiverse individual, there's a neurological factor that will determine how receptive they are to information, so, to be as inclusive as possible, it's important to cover all learning preferences in your delivery when engaging with young people.
This isn't an easy, instant fix but with enough understanding and effort, you can quickly build an effective outreach strategy that's inclusive of all learning styles and neurodiverse learners.
In summary, there are three practical actions to take:
- Research the four main different learning styles (visual, auditory, kinesthetic and verbal) and build a list of activities that complement each style.
- Review your current outreach strategy and reflect on gaps where content isn't tailored towards a particular learning style or inclusive for neurodiverse students.
- When running events, consider a neurodiverse audience and the actions you can take to build an agenda that engages with all learning styles and ways of thinking.
5 Ways Employers can Alleviate Stress in the Workplace
Written by: Uptree |
April is Stress Awareness Month, it is important for employers to become familiar with some of the challenges that young people face as they navigate their early career. The Uptree 2022 Student Survey found that young people are often faced with a range of stressors, from uncertainty about their future career prospects to anxieties about their industry knowledge.
Many young people still lack a complete understanding of their career opportunities. Additionally, the survey found that a lot of the students are stressed about their career future. These findings highlight the importance of employers taking an active role in supporting young people and providing the guidance they need.
"I feel uncertain about whether I am on the right path to achieve my career." - Student, 2023
We've identified 5 ways employers can help young people feel less stressed about their career future after leaving school:
Training and development opportunities
Employers can support young people who are looking for non-traditional career pathways by providing them with training and development opportunities that will help them build the skills and knowledge essential to their chosen field.
Opportunities such as apprenticeships and work experience events can equip young talent with the necessary tools to navigate the job market. By offering such programmes, employers will be able to reduce stress and build confidence in their future workforce. Moreover, by helping young people to face these challenges and overcome them, employers will be able to alleviate young people's anxieties and promote a culture of ongoing learning and development.
Finally, young people need to receive adequate feedback and guidance throughout this process in order to take advantage of these opportunities effectively.
Healthy workplace culture
In addition to training and development opportunities as ways of reducing unnecessary stress for young people, employers can also foster a sense of belonging and community within the workplace. Choosing a career path can be overwhelming, especially for young people who may be entering an industry or workplace culture for the first time. By providing a warm and welcoming onboarding experience, assigning mentors or buddies to new hires, and promoting a supportive and inclusive environment, employers can help reduce stress and build confidence amongst young people.
Example: A company might assign a mentor to a new apprentice who is just starting out in the industry. The mentor can provide guidance and support as the new hire navigates their new position, answering questions, providing feedback, and helping them develop their skills and knowledge.
Flexible work arrangements
Flexible work arrangements can also help young people manage their stress levels. Many young people are juggling multiple commitments such as school, family, or personal pursuits, and without proper support, this can lead to stress and burnout. By offering flexible work arrangements such as remote work, flexible hours, or flexible work locations employers can help reduce this stress and promote a healthier work-life balance for their Early Careers employees. The 2022 Student survey results also show that young people are more likely to work for a company if it offers flexible working.
Careers support
For those who may be considering an internship, offering work experience days can be a great way to provide hands-on experience and help them develop their skills and knowledge. By offering these opportunities, employers can help young people gain insights into different industries and roles, whilst also providing a supportive and welcoming environment for them to learn and grow.
Attending career fairs such as FuturesUP, allows employers to meet young people and introduce them to their company culture, their opportunities for progression and sheds light on their industry.
Example: A company might offer work experience days to students who are interested in pursuing a career in their industry/sector. For example, if a young person joins a law work experience day, they can hear from other employers within the company, join office tours and Q&As in order to learn about the day-to-day activities of working in this kind of organisation.
Moreover, a firm might offer a career guidance programme that helps young people explore different career paths and gain insight into various industries. This programme could include workshops, networking events, and mentorship opportunities that provide guidance and support to young people as they navigate their career options. Another way companies can support young people is by working with third-party organisations like Uptree, to provide students with bite-sized lessons teaching them more about the world of work.
Inclusive language and social engagement
Taking into consideration that young people are transitioning from a more relaxed and informal environment to a professional setting, the language used in the workplace can have a significant impact on their overall wellbeing. Inclusive language acknowledges and respects diversity, and it fosters a sense of belonging and inclusion among employees. Employers can promote inclusive language by encouraging the use of gender-neutral language in all communications, avoid using business jargon too much and can also provide training for employees on the importance of open and respectful dialogue about diversity and inclusion.
Another critical aspect of young people's wellbeing in the workplace is social engagement. Social isolation can lead to loneliness, anxiety, and depression, which can significantly impact mental and physical health. Employers can help to reduce social isolation by creating opportunities for young people to connect with their colleagues and build relationships.
For example, they can offer social events outside of work hours and encourage collaboration and teamwork on projects. Social events can include sport competitions between different teams within the organisation, monthly pub quiz experiences or interactive gallery visits. Organisers should try to diversify the type of events they plan throughout the year, and keep in mind the different types of personalities that work at the company.
To conclude, Stress Awareness Month serves as a reminder to employers that young people face unique challenges as they navigate their early careers. In order to reduce stress and build confidence amongst young people, employers can offer training and development opportunities, foster a sense of belonging and community, offer flexible working arrangements, conduct work experience days and workshops, and promote inclusive language as young people explore their career options. Investing in Early Careers employees to this level can help reduce stress and anxiety, as well as promote an inclusive, supportive, and learning-oriented workplace culture that people will want to stay in.
Safe Storage of Gas Cylinders On-site
Written by: Stuart Slaughter Plato Catering Hire |
If there's one thing we talk a lot about, it's health and safety. And rightly so, especially when you're catering to the public. It's a priority for Plato Hire, so it's always worth talking about the importance of looking after equipment properly.
As a caterer, one of the most important pieces of equipment you hire is your ovens, after all, your event depends on them. And with your ovens comes gas cylinders. When you're prepping for your event, you probably consider how long your ovens will be alight and how much gas you need, but have you thought about how you'll manage the cylinders themselves?
Obviously, you know that your LPG gas cylinders are flammable. That means they need to be looked after because nothing ruins a party faster than an unexpected fire. To keep your event a success, let's have a quick refresher on the safe storage of gas cylinders.
A toolbox for safe storage of gas cylinders
You'll need a few pieces of equipment to look after your gas cylinders properly.
This includes:
- Gas Spanner
- Gas Leak Detection spray
- 4kg Dry Powder Fire Extinguisher
- Carbon Monoxide and Carbon Dioxide alarms
- A couple of 'No Smoking' Signs
Safe storage of LPG gas cylinders: LPG
There are a few rules for the safe storage of your gas cylinders to keep in mind. Remember, it's not just for your safety, but for those around you, so it's worth doing properly.
- Gas cylinders should be stored and used outside in an upright position. Do not allow smoking or permit naked flames in the area when changing gas cylinders.
- Cylinders need to be stored in a well-ventilated area in case of leaks and kept in a cool place away from sources of heat or direct sunlight.
- Be aware of emergency arrangements - Appliances must NOT be located to endanger emergency escape routes.
Safe use of gas cylinders
Unless there are specific instructions on the cylinder about how to position them from the manufacturer, the rule is that they should be stored and used in an upright position. When you are using them at an event or storing them between events, make sure they are restrained properly to prevent them being knocked or falling over. Gas cylinders contain gas under high pressure, if they are damaged they can become dangerous.
Your gas cylinder should be at least 1 metre away from buildings, marquees, and any source of ignition, which includes your oven. That's why your cylinder has a long hose. It should also be placed 2 metres away from any open drains.
When you store your cylinders between use, make sure they're outside and in a secure cage to prevent anyone mishandling them. Don't store them underground and make sure they stay out of direct sunlight and away from any other sources of heat.
Ventilation matters
If your gas cylinder should begin to leak it can be highly dangerous. Having good ventilation is vital to allow gases to vent. When you're catering an outside event, you might be tempted to close your awning to prevent drafts, but then you're potentially trapping gas in with you.
- Always ensure there are at least two vents opposite each end of the space. Four is preferable.
- You need at least 6 sq cm per 1 kilowatt for good ventilation (as a guide a 6-burner gas overproduces 40 kilowatts of power).
For your own safety as well as that of your customers and your team, it's advised you use a carbon monoxide detector to provide an early warning of gas leaks. Remember that gas itself is invisible and when you are surrounded by cooking smells and your attention is focused on business, you might not notice a small, silent gas leak.
Warning signs to remember
If you do have a gas leak, it's important to know what the symptoms are in case you or your team start showing signs of carbon monoxide poisoning. It can be very much like a viral infection, so it's hard to spot.
Signs to look out for are:
- Mild headache
- Severe headache including weakness, dizziness, nausea, or vomiting
- Coma, intermittent convulsions
- A depressed heart action or slowed respiration
Once hired they are your responsibility
We take our hire standards very seriously, and that includes the care and maintenance of our equipment. We test each oven and other items before you hire them. Our high levels of professional standards are approved by HAE EHA's SafeHire standard, giving you even more reassurance.
However, once the equipment is on-site, it becomes your responsibility to ensure that they are stored and placed correctly, and that you have the right distances and ventilation measures in place to protect your staff, your customers and your business.
Phoenix Operations and the Legalities of Rising Again
A phoenix operation is when a company is liquidated and the directors simply buy its assets cheaply, set up a new company, and continue to trade with the same or a similar name.
Hiding previous failures from the public, it lets them leave creditors with nothing. As phoenix operations rise from the flames, it's often their creditors that get burnt.
Is this legal?
Phoenix companies can be legal, but there are strict regulations to comply with, specifically, Section 216 of the Insolvency Act 1986. If this is not adhered to, those involved in the management of the phoenix company may be subject to criminal and/or civil sanctions and liabilities.
What does the law say?
When a company is placed into insolvent liquidation, Section 216 prohibits its directors from 'involvement' in another company with the same or similar name for five years, from the day insolvent liquidation begins. This may include existing companies/trading entities, including those that have been recently incorporated and/or commenced. The law is designed to prevent directors hiding their old company's failure from the public. Although they can legitimately buy old company assets, they must make it clear the new business is separate from the old one.
What is 'involvement' and what's a 'prohibited' name?
A person is considered to be' involved' in a phoenix company if they are: a director of a company known by a prohibited name; in any way contributing to the formation, promotion, or management of such a company, or in the carrying on of a business with a prohibited name.
A 'prohibited' name is one the insolvent company was known by at any time in the 12 months before it was placed into insolvent liquidation, or one so similar it suggests an association. This also applies to a company's trading names and/or abbreviations associated with it.
There are three statutory exceptions when an individual will not be deemed to have breached Section 216, which are:
- when (before a breach has occurred) directors who have been involved in the insolvent company give notice to its creditors that they are, or are to be, involved in a company that is acquiring the whole or substantially the whole of the insolvent company's business from the liquidator (or administrator)
- when the directors make a successful application to court for permission to be involved in an entity using the prohibited name; or
- when the company with the prohibited name has been operating (and not dormant) for at least 12 months prior to the insolvent company going into liquidation
Before any of these exceptions are relied on, it's strongly advised that those involved ensure they receive legal advice. If a person acts in breach of Section 216, they may be subject to criminal and/or civil sanctions:
- Under criminal law, the individual is liable to imprisonment or a fine, or both if convicted
- Under civil law the individual could be prosecuted for disqualification as a company director
- Under civil law the individual is automatically jointly and severally liable with the new company and anyone else acting in breach of Section 216, for its 'relevant debts', even if it is a limited company or partnership. What constitutes 'relevant debts' will be fact dependant, but they will be those debts and liabilities incurred by the new company, while it's known by the prohibited name
Accordingly, a creditor of a new company using a prohibited name can bring a civil action directly against those individuals involved in its management. They don't need to pursue the company itself, although, if it is not in an insolvency process, it may be worth bringing an action against multiple defendants.we
Phoenix companies can offer a solution for directors and creditors of failing companies. However, they're often administered incorrectly, leaving creditors aggrieved, and individuals unaware of the personal liability they may be exposed to. If you are a creditor of what you believe is a phoenix company, particularly one that has subsequently been placed into an insolvency process, you may wish to seek advice on the options available to you and the potential parties that you can pursue for the recovery your debt.
At Top Service Ltd as well as monitoring companies, members have the ability to monitor individual company directors. The Director Monitoring Service will advise if a director is appointed at another company or if they resign any of their directorships.
Keeping track of the individuals behind a company is often as important as monitoring the company itself. As well as providing you with an up-to-date picture of a person's business interests it may also alert you to potential 'phoenix companies'. A 'phoenix company' is one which rises from the ashes of an insolvent company, and it usually:
- Has a similar name to the failed company
- Carried out the same trade as the failed company
- Trades from the same address as the failed company
- Has the same directors as the failed company
Emma Miller, Company Director at Top Service Ltd says: "A phoenix company will typically be set up before the original company goes under. This is a common occurrence in the construction sector and is not illegal unless it can be proven that the directors deliberately defrauded creditors."
What makes Top Service Ltd different?
As the only credit reference and debt recovery agency specific to the construction industry,Top Service makes it their mission to ensure members receive the most up to date, credit information and company trading experiences which can make a real difference between company profit and painful write-offs.
Are you struggling to recover the money you are owed?
HAE members working with Top Service Ltd have access to an exclusive combination of no collection, no fee recovery services. Contact their helpdesk team today on 01527 518800 to discuss how they can help protect your business.
Health & Safety January Risk Assessment
Every new year brings new year's resolutions. You've probably heard the traditional resolutions from friends, family, and co-workers; get fit, eat less, save more, do more, quit a habit… etc. etc. etc.
With January over you are hopefully keeping on top of your new year's resolutions, but what are some resolutions for your business regarding your health and safety practices that you should check?
We don't mean having to start your health and safety management program from scratch, but rather to take a fresh look at your overall health and safety practices to keep safety top of mind over the coming year. We've created a list of five checks below that you may want to consider…
1. Check your first aid kit
The BS 8599-1 standard (published in June 2011) can be used as a guide to check which type of first aid kit is necessary for your workplace. There are four sizes: small, medium, large and travel-size, although the travel-size kits are for one person only.
It's not a legal requirement to have this first aid kit, however we do feel the contents are often better suited to most businesses, compared to 'standard' first aid kits.
Here's a guide to determine which size kit is right for you.
Low Risk - Offices and shops
- Less than 25 employees: Small
- 25-100 employees: Medium
- 100+ employees: Large (1 Kit per 100 employees)
High Risk - Factories, warehouses, and construction
- Less than 5 employees: Small
- 5-25 employees: Medium
- 25+ employees: Large (1 Kit per 25 employees)
There is no mandatory list of items to be included in a first-aid kit, however, our suggestion for a low-risk environment would be:
- Medium and large sterile dressings
- Assorted plasters
- Triangular bandages
- Safety pins
- Sterile eye pads
- Disposable gloves
- Alcohol free cleansing wipes
- Adhesive tape
- Gauze
- Non-stick dressings
- Resuscitation face shield with valve
- Tuff cut scissors
2. Test your fire alarms and extinguishers
In addition to external fire alarm system maintenance, we encourage ALL of our clients to regularly check their fire detection system, where fitted.
Regular checks should include:
- Make sure the power supply is in good working order - if it's battery-operated, consider replacing the batteries every few months
- Testing (and recording) checks of the alarm on a weekly basis, we would always advise testing several call points at a time on a rolling programme and ensuring your alarm can be heard in all areas of the premises
- Where fitted, ensure hold open devices on fire doors are operating correctly
- If linked to an alarm centre, confirm that they have received an alarm
Finally, if anything isn't working as it should be, get it looked at.
3. Practice an evacuation drill
Fire drills are a vital part of workplace safety and essential to evaluate staff and evacuation procedures. Unfortunately, many see them as an inconvenience to the working day and they are often greeted with sighs as people slowly shuffle towards the nearest fire exit. Holding at least one fire drill annually is a legal requirement. A fire drill is simply a simulated emergency procedure to emulate the processes which would be undertaken in the event of a fire.
Each business should have 'the responsible person' who oversees fire drills and evacuations. The 'responsible person' could be the owner, line manager or member of staff who is always on-site.
Whilst there are sometimes several practical considerations, unannounced fire drills are often the most effective and those we can learn the most from.
During the drill take note of:
- Exits whether staff leave by the most appropriate exit
- People - do any staff members of customers have any specific fire evacuation needs?
- Signage - check that your fire exit signage is visible and where it needs to be
- Belongings - do the staff stop to collect belongings from lockers and desks
- Process - does everyone know where to go and where to assemble
- Roll Call - do you have a printed list of staff to check off at the meeting point
- Evacuation time - how long did it take to exit the premises
After the drill, record your findings and address any areas which need improving. Consider whether a fire safety training course would be beneficial or necessary.
4. Check Health and Safety signage
Health and safety signage provides direction about aspects of health and safety in your business and forms part of the measures to control risk in the workplace, keeping your workers safe.
The types of signage needed would cover:
- Warnings - to indicate dangers or hazards
- Prohibition - forbidding actions that can cause harm or increase risk
- Safe Condition Emergency Exits - to clearly signpost escape routes, fire exits the location of first aid supplies and similar
- Mandatory signage - signage instructing on a specific behaviour, for example, PPE signage
UK Health and Safety Law Poster - If you employ anyone, you must either display the health and safety law poster where your workers can easily read it, or provide each worker with the equivalent health and safety law leaflet.
5. If applicable, check all PPE (Personal Protective Equipment)
Employers are responsible for the provision of personal protective equipment (PPE) and its replacement when it stops affording the wearer adequate protection.
What should require PPE to be replaced?
- The Law - some items of PPE can only be used for a set period
- It's not working as intended - for example, filters on RPE need replacing on a regular basis
- Wear and Tear - wear and tear will vary depending on the use, for example, a high viz vest worn in a warehouse won't need replacing as often as one worn by a labourer. As soon as an item shows signs of wear and tear, it's probably good to replace it.
- Soiling - with every day use garments, shoes and other PPE equipment will become stained and grubby - even regular washing can fade and degrade clothing. Depending on its specific use, it's worth replacing it as soon as it's soiled in any way.
- Physical Damage - if any PPE has any form of damage, it's quite simple, get it replaced immediately!
The team at HAE BusinessGuard are happy to assist, call on 0121 380 4612, email businessguard@hae.org.uk or visit the web-portal where you can view and download numerous guides, templates and forms (HAE member username and password is required).