Webinar recorded live: 14th May 2020
Category: Talent Management
Time: 1 hour 6 minutes
During the lockdown, Property Academy Members have been able to access support from other estate agency leaders and experts in specific areas of management. This webinar with Employment Law Consultant and regular Property Academy Speaker Ken Allison was attended by over 500 people, making it one of the most popular and practical sessions.
Following The Government’s announcement of a gradual unwinding of the lockdown in England, it provides timely advice for all estate agency owners and managers as they re-engage their workforce and get back to business as well as showcasing the benefits of membership.
Q&A
In this webinar, Ken follows a structured and detailed programme, providing clarity on a wide variety of important topics. In addition, the following questions were posed by the live audience and answered during the webinar.
Our Letting team manager is shielding an elderly family member and is the sole homeschool teacher for a Yr 2 child (no school return until Sept earliest). The individual has said they could not carry out viewings / appraisals until Covid-19 vaccine is widely implemented. As a single branch agency this team member is pivotal. We wish to support the individual, but opening the branch without a letting manager for many months seems unworkable. What options do we have?
Is there a maximum period for paying notice?
If you make redundancies and then see a need to re-hire a similar postion say 4 months later, do we have to re-hire that particular staff member made redundant or would they at least get a ‘first rights’? Or could we run a normal open recruitment campaign?
We have someone on maternity leave whose 9 months leave finishes on 4th June. Can I immediately put them on Furlough if they return on the FT basis of their employment when they started Maternity Leave, even though I know that they will be asking for a reduction in working pattern at the end of the Furlough period?
Can you select based on part-time and full-time staff?
How many weeks max can we ask staff to take as holiday during furlough?
Is it correct that an employee can carry over their holiday entitlement for up to two years?
Our contracts advise how much holiday is to be taken at various quarters of the holiday year. If the staff member does not comply and asks for more allotted holiday at the end of the year within their entitlement can we refuse?
Do we have to top up to 100% for Bank Holidays during furlough?
How would one deal with a furloughed employee with a health issue, who you’d like to keep, but who is just too scared to currently return to work? At what point is it reasonable for the employer to insist?
The 3 week requirement, does it have to be consecutive or can it be split during the month?
If an employee agrees to resign, rather than be made redundant, can they give a resignation notice to expire at the end of July (if supplied tomorrow for instance) and if they do, can they withdraw it before that time or can it be enforced?
Testimonials
Thank you @propacad for your extremely helpful and generous webinar today. Positive, useful and gratefully received! Thanks again.
Patrick Littlemore (Marsh and Parsons) – Twitter
Thank you for allowing us to join today, it was great to get some clarity.
Kevin Scrupps (Pygott & Crone) – Twitter
Thank you very much to @peterknightblog and @propacad for chairing today’s webinar all about the F word. I thought @elawdemystified gave so much clarity to a grey area and gave some excellent advice. Very useful indeed. Thank you very much gentlemen. #furlough #CJRS.
Anthony Hesse (Property Personnel) – Twitter
