En Voyage - Issue #8

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Your Channel Islands employment team As one of the largest employment teams in the Channel Islands, we have the scale and expertise to resource a range of contentious and non-contentious employment matters. To find out more about how we can help you, please contact one of our lawyers listed. Mark Dunster Partner, Guernsey D +44 (0)1481 732015 E mark.dunster@careyolsen.com Elaine Gray Partner, Guernsey D +44 (0)1481 732035 E elaine.gray@careyolsen.com Siobhan Riley Partner, Jersey D +44 (0)1534 822355 E siobhan.riley@careyolsen.com Carly Parrott Counsel, Guernsey Admitted in England & Wales D +44 (0)1481 741523 E carly.parrott@careyolsen.com Huw Thomas Counsel, Jersey Admitted in England & Wales D +44 (0)1534 822224 E huw.thomas@careyolsen.com Tarina Le Boutillier Associate, Jersey Admitted in England & Wales D +44 (0)1534 822490 E tarina.leboutillier@careyolsen.com OFFSHORE LAW SPECIALISTS BRITISH VIRGIN ISLANDS CAYMAN ISLANDS GUERNSEY JERSEY CAPE TOWN HONG KONG LONDON SINGAPORE careyolsen.com 104 En Voyage | Aurigny’s Magazine
NEW YEAR'S RESOLUTIONS FOR EMPLOYERS – HAVE YOU MADE YOURS? Business BY ELAINE GRAY, PARTNER, AND CARLY PARROTT, COUNSEL, CAREY OLSEN. Every year, we make our personal New Year's resolutions but what about resolutions for your business? The New Year is the perfect time to reflect on your business and make plans for the coming year. Here are some suggestions to get you thinking about what should feature on your 2018 list: DON’T LET YOUR BUSINESS BE THE NEXT HEADLINE: The recent media frenzy around the Paradise Papers was a good reminder of the importance of data security. Data protection was one of the biggest buzzwords of 2017 and it is about to become even more real. The Data Protection (Bailiwick of Guernsey) Law, 2017 is due to be implemented on 25 May so if you have not already reviewed your data processes and contracts to ensure GDPR compliance, add this to the top of your list. Issues of consent, subject access requests and data processing are going to be hot topics in 2018 and with employee rights expanding, you need to be ready. Get it wrong and you will get more than just a headline – you could also get a significant monetary fine. CHRISTMAS: If you are reading this after a frenzied festive season, have you received any complaints of sexual harassment or other forms of inappropriate employee behaviour? Is anyone being victimised because they spurned the advances of their manager? Are your policies on employee behaviour at office social events up to date? Do your policies deal with employee conduct at external events where your employees attend as guests? We hate being the Grinch but there are some really easy processes and policies that you can put in place so everyone understands what is and isn't acceptable, and the consequences of stepping over the line. CONTRACTS AND POLICIES: When was the last time you reviewed your employment contracts and staff handbooks? Are all your contracts up to date? Do you have appropriate post-employment restraints in your contracts for your senior employees? With the introduction of parental rights, population management changes and GDPR, make it a resolution to check and update your employment contracts and policies to ensure they are compliant. REWARD AND RECOGNITION: When was the last time you considered how you reward and recognise your employees? Are your existing arrangements appropriately motivational? Remember that some of your employees may now have more mobility under the population management regime. Employee movements can also be affected by long-term incentive plans. Moving the reward goal posts in consultation with your employees every once in a while can be positive for everyone, so consider if this needs to be on your list. TRAINING: What training opportunities do you offer your employees? Have you asked them whether there are any areas they wish to develop? Do you have appropriate training/study fee agreements in place with employees who you have supported financially? Are you supportive of employee training and development and does the business facilitate this? Ultimately, a well trained workforce is better for business and attention should be directed to ensuring that your employees have the skills they need. Training and upskilling of local staff will also be borne in mind when the Population Authority considers whether or not to approve you as an employer for the purposes of employment permits. CULTURE: How happy are your employees? When was the last time you engaged with them about how satisfied they were with their roles, what improvements they might suggest for the business or where they see themselves in the business in the next year? Do you have an engaged workforce? What is your employee turnover like? How are your levels of productivity? We all know that a happy workforce is good for the bottom line so a top priority for any business should be employee morale. 2018 is going to be a year of change so make sure you are ahead of the game – and don't just make your resolutions, make sure you stick to them. 105
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En Voyage - Issue #8

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