Mat Phillips As a practice manager, for many years I’ve longed to compile an all-encompassing Employee Handbook, one that staff can have confidence in and one that backs up the credibility of the practice… and of course me! The reality is that the day job simply gets in the way and the existing handbook, which
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A topic that’s been popping up on the forums recently is what the ideal practice manager appraisal looks like. A number of contributors – myself included – have recommended 360-degree appraisals, and some have even recommended that partners should undergo the same process! So what is a 360-degree appraisal? Rather than a standard appraisal where
A row has erupted about plans to use practices to screen patients for sexuality. NHS England is set to ask all clinicians to ask adult patients about their sexual orientation. The organisation says the move is intended to help it comply with equalities legislation but some senior GPs last night claimed that the requirement would
A GP is facing a disciplinary tribunal accused of clearing time in his diary by booking appointments for fake patients. Dr Andrew Thomson, use “M Mouse” as one of his fake patients of the while working at the Academy Health Centre, Forfar, Angus, Scotland, the Medical Practitioner Tribunal Service heard. He is accused of having
You may have heard about the recent job applicant to a restaurant chain who claims to have been rejected by text, complete with laughing emoji. Texts can be a great form of communication in some circumstances but certainly not for issues such as job rejection as it is both unprofessional and disrespectful to the applicant.
Written by: David Elliot, Tax Director. BW Medical Accountants Ltd. HMRC’s IR35 legislation is nothing new. Its purpose is to ensure that individuals working in engagements which are deemed by HMRC as “disguised employments” are obligated to pay employment taxes over to HMRC. However, in HMRC’s view, the IR35 rules haven’t strictly been adhered to and
Suspecting an employee might have a potential alcohol or substance problem creates a difficult situation and one where you need to balance the needs of individual employees against the legal obligations of an employer, so here are our recommendations: (1) Have a policy in place You need to be clear about how you will handle