Category Archives: Social Media in the Workplace

The Results Are In!

Thank you for all of your feedback for our next seminar topic!

We are happy to announce that your choice is… Building A High Performance Work Culture!

Below are the final results:

160309 Seminar Topic Results

Don’t wait!

More information about the topic to be covered will be provided soon, but there is no time like the present to book your place!

Please e-mail us to reserve your spot:

Contact Details

To discuss our next event or for any other enquiries, please contact us:

+44 (0) 808 172 93 22

Social Media in the Workplace Seminar – 23rd April 2015


Date: Thursday 23rd April 2015

Time: 8am – 10am

Venue: FG Solicitors’ Offices

Cost: Free & breakfast provided

To book your place at our Social Media in the Workplace seminar, please contact us using the details below:

+44 (0) 808 172 93 22

We look forward to hearing from you.

Seminar: Social Media in the Workplace

Social Media AppsSocial Media in the Workplace – in association with: Brackmills Industrial Estate

Date: Thursday 19th March 2015
Time: 8:00-9:15am
Cost: Free
Holiday Inn Northampton,
Bedford Road,
Northampton NN4 7YF

Exploring some of the problems relating to social media and practical solutions for concerned employers such as:

  • What’s the problem?
    • time wasting
    • risk of civil liability
    • risk of criminal liability
    • reputational damage
    • spontaneity, reach and permanence
  • Fairness of dismissals
  • Writing a social media policy
  • Criminal offences
  • Who owns social media accounts?

To book your place at our Social Media in the Workplace seminar, please contact us using the details below:

+44 (0) 808 172 93 22

If you feel this seminar would benefit other colleagues or companies please feel free to forward the details on.

World Cup 2014… what should employers do to prepare?

With just a few days to go before the World Cup kicks off, if they have not done so already employers should be considering the potential effects of this latest major sporting event on their business.  The main issues for employers will be requests for annual leave, sickness absence, and website use during working hours.

What can employers do to prepare?

  • Decide on a policy for dealing with annual leave requests.  If the normal holiday request procedure is to apply, employers should remind employees of this.  If new procedures are to be put in place temporarily, highlight these to employees in good time and ensure that they are applied consistently.
  • Remind employees of the absence notification/management procedures and the potential that they could be subject to disciplinary procedures if they are not genuinely sick but provide sickness as the reason for their absence.  Absence levels should be monitored during this period to identify particularly high levels of sickness absence or even post match hangovers.
  • Flexible working may be a consideration, allowing employees to come in later or finish sooner but agreeing when this time can be made up. Employees should also be permitted to swap shifts. This approach should be applied consistently and employees should be made aware that any change to their normal working arrangements should be agreed in advance.
  • Allow staff to watch the television or listen to the radio in a communal area.  This could offer an alternative to employees tempted to either “pull a sickie” to watch the games or to view them at work on the internet.
  • There may be an increased use of Social Media such as Facebook or Twitter or websites covering the World Cup. Employers should ensure that they have a clear policy regarding web use setting out that monitoring will take place, what use is permitted and what the likely sanctions are for a breach of the policy.
  • Whilst watching a match some employees may enjoy a drink or two. Employees should be reminded that if they are found to be under the influence of alcohol or drinking at work, they will be subject to disciplinary action.  Any no alcohol policy should be clearly publicised.

In summary…

In aiming for business continuity, it makes sense for employers to be:

  • Flexible – in altering working hours to accommodate viewing.
  • Clear – in relation to expectations of leave requests, absence and performance.
  • Communicative – discuss these matters with employees as soon as possible and continue to remind them of policies.
  • Fair – in particular with respect to the way in which requests for time off are dealt with.

Finally, we would emphasise that employers should ensure consistency in their treatment of employees.

Contact Information

If you would like any further advice on absence management or disciplinary procedures please contact:

+44 (0) 1604 871143

This update is for general guidance only and does not constitute definitive advice.

Managing Social Media in the Workplace – Are You Keeping Pace?

Social Media Apps (123ref)In Association with the  Brackmills Industrial Estate Business Improvement District (BID)

Date: Thursday, 27 February 2014

Time: 8:00-10:00 am          Cost: Free

Venue: FG Solicitors offices, 2 Deanery Court, Grange Farm, Preston Deanery, Northampton, NN7 2DT

Are you keeping pace with social media in the workplace?

Facebook, Twitter, LinkedIn and other social media networking sites are used every day across the world and have become a useful marketing and brand awareness tool. The downside is that if misused by employees, employers can be exposed to serious legal, commercial and financial risks.

If you wish to explore strategies to minimise the risks to your business, join us to:

  • identify the risks
  • learn how to minimise those risks
  • consider the importance of  clear policies
  • look at how to deal  with social media disciplinary related issues
  • learn how to avoid costly tribunal claims

Cost: Free

This is an exclusive event for companies within the Brackmills Industrial Estate and Northamptonshire Chamber of Commerce members too.

To avoid disappointment reserve your place by email:

We look forward to welcoming you to our next seminar.