I need to put my staff on protected notice as our funding is due to run out at the end of March 2009. Do you have templates or information?

Although we have recently put in place stress management policy/procedures in line with HSE recommendations, we have an established and ongoing situation whereby a key member of staff has admitted stress, during formal discussions regarding issues of under-performance. We believe we now need external advice and/or assistance to resolve this matter. Can you advise whether the best person to approach in this situation would be an occupational health advisor?

I'm a member of a local community group, which is part of an international group of community service organisations. We pay an annual subscription to be a member . Our club is also a registered charity, with trustees drawn from the current membership.

We are being told that - by law - we have to appoint a named Club Health & Safety Officer (HSO). If we don't appoint one, the role will default to our club President.

If this is so, how is this enforced in law and what training should that
Club member have? If this is a legal requirement, do all kinds of community clubs and organisations have to legally appoint a HSO, for example a boat club with waterside premises run by a group of like-minded members? Where would I find information on this - the HSE site doesn't really seem to provide too much specific guidance?

A tutor who has just completed a trainee trainer award is now a fully qualified post 16 tutor. He is currently in his NQT year working in the 3rd sector as a post 16 tutor.

He has previously disclosed to us that he had a criminal record against him. We subsequently applied for a CRB as we do for all staff who are teaching out in the community. His CRB has just been returned and we were informed via the party that countersigned on the CRB to ask him to disclose the form and show us the disclosers on it. It has now become apparent that he has two conviction details against him, the fist being a conviction of sexual offences of a minor and was imprisoned for 6 months; the other was for not disclosing that he had moved from the area and notified the police of his change of address.

Could you please give me some advice on where we legally stand on this case?

The staff member in question does not teach any learner under the age of 16 as we do not come into contact with any. However, at the same time we have an obligation to protect all learners, ourselves and also our staff member. As this has come to light we feel it is very important to assist our staff member but on the other hand I am usure of any legailty this might have upon his teaching in the community under our umbrella.

Any advice would be much appreciated as I am unsure where else to ask at the moment as this is a most delicate situation.

I am looking for concise information on time management tools and techniques to enhance the performance of my office and also juggling work and home.

All our full time members of staff have bank holidays in addition to their annual leave entitlement. We have several staff members who work part time, either at the begining or end of the 5 day week. Am I correct in thinking that all part time staff should also have a pro rata amount of Bank holidays whether they fall on their working day or not to achieve parity with their full time colleagues? If so do you have a handy calculation to achieve this?

I have staff who do not earn enough to pay Tax or N.I.

Can they pay towards their N.I. stamp to ensure they get a state pension?