Supporting grass roots sport

Although we work with companies across the UK, it’s really important for us to support organisations and events close to us.

This year Amelore is sponsoring Uley Cricket Club for the first time. This means the team can keep on playing for yet another season, you’d be amazed how much it costs to keep a ride on lawnmower filled with diesel and provide equipment for the whole team. In return for our support we get to proudly display a banner at the club, there’s a picture below. This year they’re running Kwik Cricket for local children again, giving under 15s something fun to do on those long summer nights.

We also try to raise money for the local school. Every year we ask clients past and present if they’d like to donate a prize for the summer raffle drawn at the annual fete. Once again we’ve got great prizes from L’Occitane, Monica Vinader and Roksanda. We hope to raise up to £1,000 – a huge boost to school funds.

These relatively small donations make a big difference locally and in our first year as Amelore, it’s also a great way to get our name out and tell everyone about our business.

The news is out!

In the last few weeks we’ve publicly announced our change of name and we’re starting a push to get the new Amelore brand out there.

We’ve been trading for the last few years as Ruth Cornish Ltd but as the business is expanding, a change of name and focus was essential. Our founder and Managing Director Ruth Cornish has a background in investment banking, the City and senior HR roles, including with the Environment Agency.

Our new offices are in our local town of Dursley, here in the Cotswolds. This gives us great access to Bath, Bristol and London and a very short commute for our local team. Our office space is in a building previously occupied by the famous Lister engines.

With Ruth still at the helm, we’re building on our reputation as a boutique consultancy providing HR for the ambitious. We are working with ambitious individuals looking to boost their career, a charity with aspirations to make an even bigger difference, as well as ambitious companies like Monica Vinader who need organisational support while they deal with rapid growth.

Our plans for the year are just starting to form, we’ll be attending more regional business events, meeting potential new clients and holding an exclusive event of our own in October. Watch this space for more information on that.

For now you can see some of our press coverage by following the links below.

Recruitment Online

South West Business News

Punchline Gloucester

Personnel Today

Employing children… Are you legal?

How to employ children (legally)…

children on work experienceAs summer begins we get lots of questions in the office from employers about employing those under 16yr olds. Often they will have done work experience and got a taste for working or an accountant or other professional has picked up that there are under 16’s working and the owner is unaware that special restrictions apply.

Please don’t be put off by the restrictions; working when young, either in a work experience capacity or doing an actual job, is a tremendously important part of life and hugely significant in terms of a strong career prognosis.

At Amelore HQ we have put together a Q&A sheet to answer any questions you may have.

What counts as employment?

Employment is any work for a trade or occupation carried on for profit or in any commercial enterprise. So these restrictions do not apply to work inside the home like babysitting.

Do the rules apply to children working in their parents’ businesses?

Yes. This includes work done in a parents business and work for which the child is not paid. Such work is illegal and may lead to prosecution unless the employer obtains a permit for each child employed.

What are the legal requirements?

No child under the age of 13 may be employed at all.

No child may work before 7am or after 7pm on any day (this includes weekends and holidays)

No child may work for more than 2 hours on a school day (no more than one hour before school)

No child may work more than 12 hours in any week (including weekends) during school time

No child aged 13/14 may work more than 5 hours a day on Saturdays/holidays (max 25 hours per week)

No child aged 15/16 may work more than 8 hours a day on Saturdays/holidays (max 35 hours per week)

No child may work more than 2 hours on any Sunday

Do school-age workers have to have a holiday?

All children who work must take a two week break from all employment at some time during the year.

Is any area of work prohibited for young people?

The following are strictly forbidden:

Delivering milk

In pubs and skittle alleys

In commercial kitchens

In any industrial undertaking nor factory nor using a dangerous machine (and remember most machines can be dangerous without adequate training or supervision).

In the sorting of rubbish

In a slaughterhouse or butchery

In an amusement arcade or fair- ground

No child can be involved in the collection of money unless supervised by an adult.

Do I have to pay them?

Children under 16 aren’t entitled to the minimum wage.

Children under 16 don’t pay national insurance so you only need to include them on your payroll if their total income is over their personal allowance.

If they are 16/17 they are entitled to at least £3.79 per hour. You’d need to record this on your payroll and if they earn more than £112 the usual payroll tasks kick in.

What steps must I take as an employer to safeguard children working for me?

Carry out a risk assessment. This can be simply a blank piece of paper which you record any possible risks and think about how you will ensure an accident is prevented. Your LA may ask to inspect this and it would certainly be required if there was a reportable accident and the HSE did an investigation.

Check that children using bicycles ensure at all times that the cycle is safely maintained and lights are fitted. It is also strongly recommended that helmets should be worn

Issue personal safety alarms to children who are out on their own or in lonely places, for example, delivering newspapers

Make sure that the children you employ are suitably dressed, for protection where appropriate. So correct personal protective equipment (PPE) is worn if necessary.

Is there anything else to bear in mind?

These regulations do NOT end on the child’s 16th birthday. They apply until a child is of legal school-leaving age— the last Friday in June of the school year in which the child is 16.

What is the registration process?

The employer must contact their local council and complete an application for a work permit, stating the hours and type of work. This form should also be signed by a parent or guardian. The form is then sent to the child’s school for notification. If the work meets the regulations, a work permit will then be issued within two weeks.

Where can I get more information?

Contact your County Council and ask for Child Employment

Education Entitlement & Inclusion services or call Amelore on 01453 548070.

What’s your major motivation?

Motivation in practise – tips for the 21st century…

Thoughts from our French correspondent. Over to you Karen…

wine and sunIt’s been a busy few weeks getting ready for our first customers with a few ‘challenges’ thrown in to make life interesting. Having found myself cold, wet and very dirty late one afternoon, I questioned what it was that was keeping me motivated to carry on. I also spoke to colleagues to get their views on what motivated them (wine is a great motivator by the way…).

Motivating your staff is a key thing a manager needs to do – many books have been written on the subject and theories abound (Maslow’s hierarchy anyone?). However, I’d like to suggest that the things that have kept me and my colleagues motivated in trying times are actually quite straight forward…

  • The basics – something decent to eat and drink (with alcohol often featuring), somewhere warm to sleep / stay, somewhere to wash, clean clothes to wear, a working mobile phone (with credit / reception) and internet access. Interesting to note about connectivity (mobile phone or internet) is high up on the list now but obviously wasn’t a factor in Maslow’s day.
  • Enjoying what you do. My colleagues and I are doing our jobs because we really like them and want to make a go of them. It means that we willingly go the extra mile without being asked and often forget that we are actually working well over the French normal working week of 35 hours.
  • Being appreciated for what you do / have done. This can be as simple as a ‘thank you’, which goes a surprisingly long way.
  • Knowing that your manager supports you and appreciates your efforts. Thanks especially to my Area Manager who has gone above and beyond the call of duty for us and even cleaned our accommodation for the first night so we didn’t have to do it after a 7 hour drive!
  • Yes, despite recent research saying that the weather does not affect people’s mood or levels of depression, I disagree. The world is a better place when the sun shines.

So – I’m off to do my laundry, buy something tasty for dinner tonight and then it’s time for an aperitif in the sun while catching up on my emails.

A bientot.