Ten Top HR Myths

As part of our work with schools, over many years, we’ve often been told “but we were told we couldn’t do that” or “I didn’t think we could do that”. So, we’ve put together the top ten myths that we have heard and the actual answer to each one, explaining that in fact yes you can, there are options available. We hope you find them useful.

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Managing your data security – what could go wrong?

The rate of technological change is staggering and this not only presents schools with opportunities for learning, but also challenges regarding data security. So how safe is your data and information? Could data and information be lost or get into the wrong hands? If this happened, what would be the consequences for the school and the headteacher?

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When is suspension appropriate? – School business manager wins tribunal

When is suspension appropriate? Suspension will normally be appropriate where: if proven, the employee’s conduct would be sufficiently serious to be grounds for summary dismissal; the employer has reason to believe that the employee might deliberately cause damage or create problems if allowed to remain at the workplace; or the employee’s continuing presence at work might prejudice the investigation in some way. A school business manager recently won a case after being suspended from her role.

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Safeguarding – New criminal offence added

Keeping up-to-date with Safeguarding requirements is essential, especially as there are frequent changes to the legislation. With the growth of email and social media, the Government, in conjunction with the NSPCC, developed the latest new sexual communication charge, introduced in April 2017, through section 67 of the Serious Crime Act 2015.

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