Posted by Paul Thompson

Owner of Paul Thompson's Consultancy

Wed 13th, Jan

In a world of advanced technology, competitive marketing strategies and customer monitoring, using data effectively has never been more important for business growth.

Whilst the goal of any Data Manager should be to produce good quality information or research data, you don’t need to be an expert to ensure your data is of the highest order.

Read my top tips to help get you well on your way to better data management.

  1. The most important element of data management is to record the receiving of data capture forms and tracking its progress. Spreadsheets are a great way to do this as they are user friendly and have a number of functions.
  2. Ensure all new staff complete system training so that new staff do not make errors when processing data.
  3. Monitor errors and the reason as to why errors are occurring. Make sure the errors are resolved.
  4. Ensure productivity testing is carried out on an annual basis to avoid system inefficiency.
  5. Ensure there is a tested contingency plan in place.
  6. Create a culture of data quality owner ship so that Data Clerks and Data Managers take responsibility for the quality of the data.
  7. Ideally, all data quality audits should be carried out externally and not by the same person to avoid unrepresentative data.

For all your data management solutions, visit Paul Thompson’s Consultancy website at www.ptc-consultancy-itspecialist.co.uk

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Going into 2016 this is a vital question for every business.

Posted by Ben Pinnington

Director at Polaris Media Management Ltd

Fri 08th, Jan

The starting point is that every company brand communicates messaging whether you mean to or not. If your company brand is not reinforced by clear marketing, the messaging you give out can be bland and weak leading the market to not truly understand you.

 Some points to consider:

* How is your company currently known by the market?

* What is the perception of your reputation and quality?

* Is your company perceived to have momentum - is it seen to be growing in popularity?

* Does the market understand all the services you offer?

* Does the market appreciate your unique selling points?

* What forms of marketing reach your target customers and positively raise your brand profile? ie: publicity, e-newsletters, social media, networking, trade fairs, advertising, presentations, client referrals.

 Polaris’ advice:

  • think hard about your unique selling points. Review them, test them and work out which grab people. What genuinely makes you different and gives you a competitive edge. Build your brand by repeating these in marketing consistently.
  • ensure your brand reflects the personality of the business. What matters to you? Quality, customer service, investing in your workforce, caring about your community? Whatever it is make sure your marketing reflects this.
  • use every marketing tool available to promote your brand messaging. You have to tell the marketplace you exist. You have to stand out. Do not fade into the crowd of dull, quiet mediocrity. You are passionate about what you do. So reach out to the market place and communicate that passion. Publicity remains one of the most effective ways of raising your brand to a mass audience.

CASE STUDY: CAMMELL LAIRDAbove pictured: Cammell Laird built the flight decks for the new QUEEEN ELIZABETH CLASS aircraft carriers reflecting its world-class facilities and workforce.

  • Polaris client Cammell Laird is a strong example of a company that knows exactly what its brand is about. Under clear leadership the Cammell Laird of today consistently promotes the standard of its work, its investment in apprentices, its multitude of charity works and the calibre of facilities. Importantly it clearly explains to the marketplace what it does now. This is critical as the company has a mighty history of ship building, dating back the 1830s, which can lead to misconceptions. The fact is Cammell Laird is fundamentally different now to what it was in the past. Today the company is diversifying, it no longer solely builds ships. It still excels in ship repair, refit, conversion and ship building. However, Cammell Laird can also offer its world class workforce, facilities, supply chain and unique geographical position to build modules for the civil nuclear sector as well as support the building and servicing of offshore windfarms.Cammell Laird uses a wide range of marketing to promote its brand including publicity, trade fairs, newsletters, presentations, social media and event sponsorship.

         So what does 2016 hold for your world-class brand?

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Posted by Carl Chapman

Head of Workplace Health - Barnett Waddingham

Thu 07th, Jan

In the fifth week of this blog series, Carl Chapman discusses the six pillars of employee wellbeing - an ethos that derives from the idea that employee performance is linked to six key areas of wellbeing in the workplace. Week five: protection.

What do I mean when I say protection in connection with employee wellbeing? I am not referring to some employer-based mafia-type protection, nor am I referring to being followed around by two heavy set 7ft men in dark suits and sunglasses. In fact, what I am referring to is the protection needs of the employee in relation to their lifestyle and their family, should their circumstances change for the worse.

We are all acutely aware of the need to provide protection for ourselves, we all do it. We take out car insurance to protect ourselves in the event of an accident (and because it's compulsory), we protect our homes with content and building insurance and we even protect our pets (how it costs over £500 to have some gravel removed from a dog's stomach is beyond me). We all have the same need and desire to protect our families and our lifestyle in the event of ill health, death and long-term disability, and on the whole it is our employers that provide that protection for us.

In our wellbeing survey I scored six out of ten for protection, which at face value appears to be a fairly low score. The reasons for this will hopefully become apparent further into this blog.

The difficulty with protection is that every individual employee will have their own protection needs and on the whole employees are provided with blanket protection or - at worse - no protection at all. Most employers will provide their employees with death in service cover, a minority will provide long term disability insurance and some will provide health-related cover such as private medical insurance.

“The difficulty with protection is that every individual employee will have their own protection needs.”

I myself have a family, I have a six month old and my wife has given up work to bring up our son. In the event of my demise I would need to ensure my wife has enough money to survive and bring up our son without financial worry - obviously losing me would be heart-breaking enough without having to worry about paying the bills and putting food on the table. My employer provides me with four times my salary as a standard, and we have the ability to flex that cover up or down to suit our individual needs. Before the birth of my son we had decided to flex that down as we didn’t need the cover, subsequently we have decided to flex that up, albeit restricted by the rules of the scheme (my main reason for scoring lower on protection).

With regard to long-term disability I have cover that provides 65% of my salary in the event of my inability to work in the long term. I personally think that long-term disability cover is the most valuable protection benefit you can have. I think people naively believe that the state will provide when it comes to long-term disability, but in truth the state will provide very little - around £500 per month. That amount isn’t sufficient to pay half of mortgages let alone bills, food, car repayments and so on. Debilitating conditions can happen to any of us and the vast majority of people need extra long-term disability cover should they suffer from such condition. In truth, the majority don’t have it.

I believe that death in service cover and long-term disability cover should be as compulsory as pension provision. We care so much about protecting our future that we neglect to protect the here and now.

Some of you will have picked up on my exclusion of private medical insurance as a protection benefit. In reality, if you have something seriously wrong with you then the NHS will provide. Medical insurance is either at my sceptical worst a ‘nice to have’ or at my embracing best a very good tool to return employees to health quicker - benefiting both employer and employee.

How do we make our employees feel more protected? Firstly, we need to provide them with cover. In my opinion we need to ensure that all of our employees have death in service and long-term disability cover. At the very least we need to provide this as an option for employees to purchase at their own cost. We need to provide flexibility around death in service cover and never for long-term disability (other than increasing cover).

Finally...

...we need to educate. I think that we forget that the Average Joe on the street doesn’t have a clue what long-term disability insurance does, they have no idea how much the state will provide them as cover, and at worst most have no idea what protection their employer has in place on their behalf.

My advice therefore is simple: provide cover, or at the very least choice of cover at the employees' cost, provide flexibility where appropriate and tell your employees what the reality is and help them select the right cover for them. If we don’t do this I am afraid that the list of horrendous stories of people in extreme poverty following the death of a loved one or the inability to work following illness will continue to grow.

To read the rest of blogs in this series or for more information regarding employee wellbeing

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Posted by Laura Nicholson

Social Media Executive at IBMS

  • T: 0151 720 1723
Tue 05th, Jan

Social Media is definitely set to take over and many would argue it already has. Everyone, old and young, has an idea of what it is, if not how it’s used. Everything can be done via social media, from selling your house, ordering your dinner, to finding a job (not forgetting to mention knowing what a person looks like, how old they are, where they were born and where they went on holiday in summer 2011 before you have even met them). Therefore, we have recognised an ever-growing importance for the use of Social Media for business within our company.

As a recruitment agency, IBMS are constantly on the lookout for new and exciting talents, as well as potential clients with whom to form strong partnerships, and what better way to find it than social media?

We challenge you today to name someone, anyone, that isn’t making some sort of use of Social Media, whether it be for personal, business or both, whether you are stalking your mates new boyfriend, wishing a distant relative a ‘Happy Birthday’ or counting the ‘likes’ on your brand new business page, it is used in day to day life.

IBMS are keen to engage with as many people as possible, and have recognised social media as a great way to do this. In return, we like the way social media offers the opportunity for people to choose how to engage with us, in a way that best suits them. We believe that the online world is an essential tool for business growth – gone are the days of sending an email and in its place are Facebook Messages, statuses, hashtags, Twitter’s Direct Messages, LinkedIn Endorsements, alas the options to connect and communicate are never ending. With all of this at our fingertips, there is no doubt that social media is increasing our accessibility.

In a recruitment business, things are constantly on the move – social media is not only a great way to connect with clients and candidates alike, it is also a chance for us to keep everyone updated in the goings on of our business, aka the big, bad career world. In his interesting article appropriately titled ‘The Top 10 Benefits of Social Media Marketing’ – Jayson Demers says that now around 92% of marketers are now claiming social media as avidly important for their business. He also says that social media is key for brand recognition and we couldn’t agree with him more – we believe we’re a great brand and we want to be recognised.

The beauty of social media is its versatility, it can be used in so many different ways and for so many different things, yet all with the potential to grow into something huge, no matter how small – ever heard of the phrase; ‘it all started with a simple re-tweet?...No, us neither. But you will. Soon. 

BMS Recruitment was established in 2014 after the directors identified a need for a flexible, progressive recruitment agency capable of wide provision. Speak to them today

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The key to a successful outcome is making your customers take notice.

Posted by Jenny Esau

Managing Director of Credit Management Group UK

Tue 22nd, Dec

Letters should be incorporated into structured collections strategy

You will most likely have different collection strategies for each client depending on their risk level. By having a set strategy in place, and sticking to it, you will continue to remind a customer about a payment due, but also create a system in which your client will expect a letter or a phone-call at a particular time, and may therefore be more inclined to make payment automatically.

Make your letters clear

Be very clear as to what the letter is regarding from the outset, this will catch your customers’ attention and therefore your letter will not be placed in a pile, never to be seen again.

Be firm (when appropriate)

The tone of your letters should become firmer as the letter cycle continues as well as clearly outlining consequences of late payment. Your first letter should state the amount owed, your second should have the amount plus a warning that you will add interest if no payment is received, and the third should be a final demand that clearly states you will be taking court action if they don’t bring their account up to date.

Don’t tell your customer to ignore the letter

A classic mistake is to say to your clients ‘please ignore this letter if you have already made payment’. You want your client to ring or email you even if they have paid, this way any issues can be rectified and if you haven’t received a remit, this is a perfect time to ask for one.

Send copies by email also

By sending letters through the post and by email you will ensure that your client has received your letter. Attach a read receipt to your email and therefore you will have proof of receipt of the letter should you need to provide it as evidence at a later date.

Our collections strategy bundle will provide expert advice, guidance and templates to incorporate into your business’ collection strategy.

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Posted by Elaine Richardson

Solicitor at Morecrofts LLP

Mon 21st, Dec

An urgent investigation has been launched by the Ministry of Justice after a glitch was discovered in an online divorce form.

The divorce form in the headlines is part of a process that divorcing couples may complete to give full details of their financial circumstances to the other spouse and to the court.  It is called a Form E.  

The only version of the Form E with a software error is the online form produced by using the website of the Ministry of Justice.

The problem will mostly affect people who represent themselves because family solicitors use different software to produce their forms.  Family solicitors believe that only a small number of cases will be affected, although the Ministry of Justice has not ruled out the possibility of “thousands” of cases being involved.  

To put it into context, just over 130,000 couples a year divorce in England and Wales.  It is thought that only around half of them seek a court order to finalise the financial settlement of their assets.  Most couples who get a financial order do so by agreement rather than asking a judge to decide.  Figures recently released by the MOJ show that only 8% of contested cases do not settle and go to a fully contested final hearing.

The glitch is that although the form is completed with all the figures, the auto calculation function ignores the liabilities and debts.  The resulting figures produced are therefore wrong because the bottom line figure is a calculation of the assets only and the debts are not subtracted.  Potentially this can over-inflate the value of a spouse’s assets for the purposes of negotiation and court proceedings.

The remedy is to return to court or to renegotiate the agreement based on the correct figures.  Resolution solicitors can help give you the best advice and if you go to our website on www.resolution.org.uk you will be able to find an experienced family solicitor near to you.  

Specialist family solicitors would make their own detailed calculations of the value of a client’s assets and not simply rely on this one online version of the Form E produced by the Ministry of Justice.  The form is just one part of an investigative process which has to be updated during the course of the case, which can last 12 to 18 months.

I would therefore be very surprised if any discrepancies are not picked up by the checks and balances in the financial remedy procedures.

Speak to an experienced family solicitor if you think that you have been affected.

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Chamber of Commerce respond to new rail announcements

Posted by Paul Cherpeau

Chief Executive

Wed 09th, Dec

The awarding of the Northern and Transpennine rail franchises to Arriva Trains Ltd and First Group has been greeted by much fanfare by the Department for Transport as the stimulus for the tangible delivery of Northern Powerhouse.

Amid all the talk about the rhetoric of the Chancellor’s pet project, the tangible delivery of infrastructure through improved transport connectivity is a fundamental one, without which the Powerhouse would remain merely a catchy tagline without the necessary substance.

Today’s announcements offers hope that Liverpool’s need for improved transport connectivity is being taken seriously. Throughout the stakeholder engagement process, which involved dialogue between the Chamber and all of the bidding companies for both franchises, the message was clear – more and better please.

The focus upon customer experience was paramount and it is notable that free wi-fi, comfort and passenger amenities are front and central in the DfT announcement. Increased capacity between Liverpool and Manchester is of paramount importance – it is not acceptable for business travellers to be piled high into pacer vehicles that were barely fit for the 20th century, let alone in 2015.

Good improvements have already been initiated by those in Northern Rail and TPE. The new franchise announcements pave the way for the operators to position rail as a genuinely aspirational form of travel for business and leisure passengers. It is no longer enough to simply make the trains run on time.

The bigger picture concerns the prospects for high speed connectivity for our city region via Northern Powerhouse Rail (or HS3 as it has been popularly reported).  Connecting Liverpool to the high speed rail network would be a game-changer that must be pursued rigorously with a clear business case that demonstrates the value of our city region to the Northern Powerhouse and the wider UK.

Other elements of the announcement to be considered are the connections to other areas in the city region. The lack of mention for Southport in the announcements, particularly concerning the quality and capacity of services to Manchester, is a concern. Developing North Sefton as ‘The Golf Coast’ is dependent upon better transport links and a vastly improved service to and from Manchester for Southport is crucial to the strategy for inbound and outbound passenger mobility.

Finally, it is great news that a direct service between Liverpool and Glasgow is set to be introduced in 2018. The historical links between both cities are indisputable and today’s geographical and demographical similarities merely reinforce the bond. Creating a more formal partnership between both cities would represent a positive move and the establishment of the direct rail link could be a great catalyst for such a move. 

The future of rail travel for the next decade has today been outlined. It must spark a rail revolution to genuinely fulfil its potential for Liverpool and our city region.

Share your views with us by emailing policy@liverpoolchamber.org.uk

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Posted by Barry Millar

HSBC - Area Director

Wed 09th, Dec

This year, at our Annual Dinner 2015 we saw nearly 600 business leaders join us to #ThinkCreateDo, a testament to the very basics of business prowess. We caught up with Barry Millar, Area Director at HBSC, our Headline sponsors.  

What made you THINK to sponsor the Annual Dinner and what did you most look forward to?

The Annual Dinner is a fantastic showcase of all the business activity that is taking place right here in Liverpool. This year’s award categories, Reach, Aspire & Strive attracted nominations from a diverse set of local businesses, and I personally enjoy seeing these businesses receive recognition for all of their hard work and dynamism. Moreover, the event is attended by key business influencers, with a clear focus on how that population can assist the economy by supporting local businesses. This is very much in line with HSBC's own goals both locally and nationally.

What has HSBC CREATED this year? 

We continue to create stronger, more valuable relationships with our customers by understanding their needs, helping them to expand and source new customers, and connecting them with other businesses that can provide valuable opportunities. This year, we also launched an £8 billion SME fund, to ensure we get the funding small businesses need to grow and thrive.

What are HSBC currently DOING with businesses in Liverpool?

We have a local SME fund for Liverpool businesses worth £150 million- although this is by no means a limit. If local businesses need more, we will make more funding available. We also ran a special promotion this summer to make borrowing cheaper and easier - we waived arrangement and HSBC security fees on qualifying loans. In September, we have introduced business owners to their own business coach to help them with the leadership of their businesses. We plan to roll out other innovations as well which will make business banking easier for small businesses.

 

To find out more about some of the fantastic services HSBC provide

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Posted by Ninh Hao

Marketing and Communications Manager - Britcham Chile Services SpA

Tue 08th, Dec

British businesses have greater access to high growth markets than ever before, but it still remains a challenge to begin exporting. Where to go and how to start?

Britcham Chile Services participated in UKTI´s ExploreExport week in London on the 6th to 13th of November. ExploreExport gathers more than 67 high growth markets in one place for businesses to meet and greet and more importantly give you the opportunity to ask any export questions which you have in mind.

Why export to Chile? Because access to Chile means easy access to the rest of Latin America. Do you want to export to a market of 588m people with a GDP of US$4.65 trillion? That is the size of Latin America and here is why Chile is the easy option:

According to the FCO, Chile scores highly in terms of like-mindedness when conducting business with the UK as well as in growth potential, per capita wealth and business environment. It is open to trade and investment, meaning great opportunities for UK companies.

Chile’s greatest strengths lie in:

  • The wealth of its population: Chile has one of the highest GDP per capita in the region.
  • Its competitiveness relative to other countries in the region.
  • Reduced trade barriers leading to Chilean exports and imports rising significantly
  •  Tax on goods imported from the UK is zero, as part of a double tax treaty. Chile has 47 international trade agreements and is a great stepping stone into the rest of the continent.
  • Corruption is rated the lowest in the region. It is easy to do business in Chile. It is stable, rules-based and secure.

 

Apart from the quantitative facts that make conducting business in Chile easy, the one thing that is a huge advantage for British companies from the very start is that Chileans love the British brand. Chileans are anglophiles and associate the brand “Britain” with quality and prestige. This is evident with the British brands such as Topshop, Twinning Tea and Waitrose who are enjoying a lot of success in Chile.

Besides retail, Chileans are increasingly seeking to optimise productivity and existing services and products. Therefore, any British companies dealing in such services would be most welcomed by the Chileans.

Some of Chile´s key sectors

• Agribusiness – Agribusiness is Chile’s largest economic sector after mining, accounting for 10% of GDP and 29% of exports.
• IT - Chile has one of the strongest ICT industries in terms of growth in the entire region: for the past five years it’s growth statistics have always been higher than the Latin American average.
• Retail - In 2014, Chile was named the second best emerging market in the world for retail opportunities.
• Health - The government plans US$2.2billion investment to build and equip six new hospitals and repair, expand and modernise 56 older public hospitals.
• Construction – Sector in general shows strong performance especially with a growing demand in sustainable construction.
• Water – the provision of drinking and industrial water, the treatment of wastewater and effluents and water efficiencies are of key importance in several industries.

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Zee Hussain from Simpson Millar shares his HR guide for the festive period

Posted by Zee Hussain

Employment Partner - Colemans-ctts

Mon 07th, Dec

During the festive period, it makes sense that employees embrace the celebrations with open arms; presents, the office party, and that bit of extra time off work to be with loved ones. And whilst this should be encouraged, as employer's preparation and communication is key.

This employers’ HR guide provides some useful information and tips on how best to avoid the embarrassing stories, HR-headaches, and any other potential pitfalls for employers during the festive period.

Annual Leave

In an ideal world, all employees could clock off ahead of Christmas Eve and not need to return until the New Year, but the truth of the matter is that many businesses don’t lock up shop over the festive period.

As such: employers should expect a higher than usual demand for annual leave as we approach the festive period.

The key to dealing with this effectively is to be prepared and remember that whilst the employee has the right to request annual leave (within their entitlement), the employer has the right to refuse it.

Likewise, employers can require employees to take annual leave at a certain time of the year and or cancel approved annual leave in line with the business needs.

The caveat here is that the employer must give sufficient notice under the Working Time Regulations 1998 and comply with any notice provision stated within the employee’s contract.

If you are intending to close between Christmas and New Year, it is good practice to have a clause within the holiday section of an employee’s contract to confirm that X number of days must be reserved for use between this period as the workplace will be closed.

For more information on notice periods please contact us.

Online Shopping

Many employees will turn to the internet to do their last minute Christmas shop as the number of available shopping days dwindles away the closer we get to Christmas Day.

The approach to using the internet for personal matters at work varies between employers; just make sure that you have a steadfast policy.

You may have an outright ban on any type of personal use, or perhaps a more relaxed approach - the key is to check that your IT policy clearly states your intentions as the employer.

In the event that an employee is spending more time using the internet for personal matters, as an employer, you can turn to your policy.

Secret Santa

Secret Santa is now much more commonplace, and usually, it is a chance to exchange thoughtful gifts with colleagues. Though the roots of Secret Santa are in a jovial place, some may see it as an opportunity to embarrass another employee in disguise; it is not without risk for the employer.

It is quite often the case that employees taking part in such a tradition purchase an offensive gift with the intent of embarrassing a fellow colleague. Whilst the ‘Secret Santa’ may find this amusing, the recipient may not.

You should have an up to date policy on equal opportunities, bullying, and harassment. It should confirm that purchasing gifts to cause (or which are likely to cause) offence will lead to disciplinary action under the company policy.

Whether or not something is deemed offensive, will be judged with reference to the impact on the recipient - and not to others, this is the approach taken in the Equality Act 2010.

Christmas Parties

Your Christmas party should be an opportunity to thank employees for their work throughout the year. The party should be a place to celebrate, enjoy and relax in the company of colleagues.

That said: employees should be made explicitly aware in advance that the Christmas Party is an extension of the workplace. Any inappropriate conduct at the event will be treated in the same way as it would be had it have occurred in the office.

Send out a simple reminder by email ahead of the party reiterating the company policy explaining any inappropriate conduct such as sexual harassment, discrimination, bullying and acts of physical violence will be dealt with under the company’s disciplinary policy.

Your disciplinary policies must also make reference to Christmas/workplace parties.

Ensure that all employees are invited to the Christmas party, including those away from the business, for example, or those on maternity/paternity/adoption leave, and sick leave.

Post Party Sick Day

Whilst it may be unavoidable that embarrassed or even still intoxicated employees call in sick the morning after the work party, employers should remind employees in advance that the usual procedures and penalties apply.

5 Tips For A HR Headache-Free Festive Period:

1. Review your HR policies to ensure they are fit for purpose, the key ones relating to this issue being disciplinary, grievance, equal opportunities, anti-bullying, harassment, and sickness absence.
2. Implement policies to assist the business in dealing with the issues mentioned in this guide if they are not already in place.
3. Remind/inform employees where the policies can be found.
4. Offer refresher training to managers on the key issues and how to handle them.
5. Adhere to your policies should the issues mentioned in this guide or indeed any others arise.

The festive period should be one that everyone can enjoy and celebrate. However, issues during the festive period can result in the employer being liable for costly claims such as; discrimination, unfair dismissal and sexual harassment.
This guide is not intended to remove the fun and festivity of Christmas. However, by taking some simple steps, being pro-active and communicating well with employees, employers can reduce risk to the business and ensure a smoother ride for the management team.

Preparation Is Key

If you need practical advice on any aspect of HR or employment law ahead of the festivities, Simpson Millar are offering a fixed fee service to review your policies. This will ensure that your gifts will be the only costly thing for you and your business this Christmas.

If you would like to discuss any of the matters mentioned in this guide or further ways to protect your business ahead of the festive period, please call the Employment Law Team on: 0808 129 3320

Alternatively, you can visit our new HR Support Service for Business: HR ORACLE

Brought to you by Simpson Millar, a top national law firm with decades of experience in employment law and HR legal support, HR Oracle delivers our expertise direct to your business, whenever and wherever you need it.

For more HR Support from Simpson Millar, see their HR Oracle

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