Maureen's Blog For Ask Askew

 My blogs aim to provide childcare business owners and managers with relevant business and childcare related information.

I am a Business Consultant specialising in the childcare sector. I am an active member of the Chartered Management Institute, Institute of Consulting, Federation of Small Businesses and the Chamber of Commerce.

I have been a Chartered Manager since 2007 I am also a 4Children Business Champion. I write feature articles for 2 childcare/family magazines, on issues that are of interest to families and childcare providers. I have been involved in childcare for over 35 years.

A life time ago starting with my NNEB training, I then became a registered Childminder, owned and managed pre-schools and full day care, worked as a paid employee and volunteer for the Pre-school Learning Alliance, delivered qualification and short childcare courses in FE colleges across Lancashire and North Yorkshire and worked as part of the early year’s teams at Blackburn with Darwen and Bolton LA for over 15 years. 

I started Ask Askew in 2011, although I mainly work for myself, I do work as an associate for the NDNA, CBIS and EYalliance (previously the Pre-school Learning Alliance). 


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Workplace Policies - New Employees

1.1 Provide every employee (full- or part-time) with an employment contract.

This should be a clear agreement, covering the essential terms and conditions of employment.

Include a detailed job description, but one that does not limit the person's role.

1.2 Develop a systematic induction process to help new employees find their feet quickly.

Use the opportunity to tell them about the culture and customs of the company, as well as about their jobs.

1.3 Schedule the employee's first performance appraisal towards the end of a short probationary period.

Explain your grievance procedure, which must conform to the Acas Code of Practice.

Tell new employees who they can approach if they have a grievance.

1.4 Provide a company handbook for new employees. This can be as short or as long as you like.

The handbook sets out your policies and day-to-day expectations on issues that could not be covered in the contract. Include details of your discipline and grievance procedures if they are not covered in the contract.

Run through the handbook as part of the induction process (see 1.2).