HR Technologies Ltd

Vacancy: Compensation & Benefits Officer
Contract: 1 year
Availability: Available for Immediate Employment

Key Responsibilities:
- Registration of employed persons forms, benefit claims and remittances to the NIB and ensure compliance with NIB regulations
-Preparation of applications for BIR numbers and remittances to BIR and ensure compliance with all inland revenue regulations.
-Ensure that all annual emoluments and statutory deductions are reflected accurately on TD4 slips
-Assist in the design and implementation of Human Resource policies, procedures and programs
-Review existing policies and make recommendations for improvement
-Respond to queries from customers
Coordinate and schedule annual medicals and follow up with service providers to ensure timely delivery of medical benefit
-Processing of employee requests such as job letters
-Works with the vendor to troubleshoot system problems and test new business requirements.
-Communicate policies and programs within the schedule of benefits available to staff.
-Verifying that all documents submitted by employees for processing meet the established requirements
-Processing employee savings plan enrolments, withdrawals and closures.
-Maintaining relationships with external institutions for the provision of staff uniforms.

In light of awareness month, HR Technologies Ltd would like to encourage more dialogue on HR policies that aim to promote the well-being of menstruating workers.
A trending conversation that has been occurring in the European corporate world is Menstrual leave and period-friendly HR policies. While the topic requires a great deal of nuance, it speaks to the principle of equity and should be something that employers and HR professionals in every industry will need to keep in mind in the years to come.

*Takeaway Points:
Menstruating workers are not a burden/liability.
Menstruation should not be taboo in the workplace.
Menstruation deserves special attention without being considered as a disadvantage to non-menstruating workers.
Period-friendly policies should also cater to menopausal issues.

See full article below:
https://peppy.health/blogs/workplace-menstrual-leave-should-hr-consider-it/

Providing false information on your CV in a job application is considered fraud. Fraud is defined as the wrongful or criminal deception intended to result in financial or personal gain. It is not uncommon to slightly enhance your skills and qualification on your CV, in many instances, it is encouraged to sell yourself to prospective employers, however, there can be severe consequences for misrepresenting yourself on your CV.

In fact, in the UK, 1 in 5 people lie on their CV. That's 20% of their population, says eurocomci.co

"Criticism
Another type of conflict that often arises in the workplace is giving—and receiving—criticism. Even though criticism is normal, it is often uncomfortable for all parties involved. Instead of avoiding it, why not learn to better offer and receive criticism?

If you are a leader or manager, you may find yourself in the position to offer criticism to an employee. To make this more comfortable, choose a setting that is private and nonthreatening. Present your viewpoint with specific details, and provide objective data where possible. Finally, work out a plan for change so both parties have realistic expectations.

If you find yourself on the receiving end of criticism, request examples of the behavior and avoid becoming defensive, as this will only heighten negative emotions. Try to paraphrase your response so both of you agree on the issue. Admit when you are wrong or have room to grow, and ask how you can improve.

By keeping the conversation collaborative and focused on a solution, you will maintain emotional control. We all make mistakes—what will set you apart is how effectively you learn from them."

How to Communicate More Effectively in the Workplace - Professional Development | Harvard DCE Learn a few key strategies for communicating deliberately and diplomatically in the workplace.

Apply within !
Send CVs to the email provided below.

Recruiters will always want to find out why you left your last job or why you’re considering leaving your current one.
Depending on your reasons for leaving, answering might be uncomfortable so you need to tread carefully.

People tend to move around jobs a bit more these days to stay ahead in their careers. Their intentions are pure.
But it’s hard to talk about it because companies, on the other hand, don’t want employees that want to leave every year or two.

So how do you answer this interview question?

The key is being honest but diplomatic. Don’t dwell on the negatives (no matter the reasons, even if you were fired or utterly hated your manager). Instead, show that the new position you’re pursuing is in line with what you expect from a job.

Get your copy today ! @$550.00TTD
You can request it via the contact info provided.

JOB SEEKERS!
Please apply within.
Email your CV with the position you are applying for stated in the subject.

Only suitably qualified applicants will be shortlisted.

Contract Workers – The Myths vs The Facts

Myth #1: The services of a contract worker can be terminated for any reason.
The correct position is that all workers, be they on fixed-term contracts or on permanent contracts, are protected by identical legal rights. Particularly as this relates to the termination of the contract of employment as a result of disciplinary action. This means that an employer must treat with all workers in a fair and just manner and that where disciplinary action is contemplated it is implemented in a manner consistent with good industrial relations practices.

Myth #2: Contract workers do not have the same rights to statutory or employment benefits as permanent workers

The terms and conditions of a contract worker will be normally expressed in a written contract of employment. Accordingly, these may differ from those applicable to permanent employees. However, where there exists a collective agreement in operation between the employer and a recognized majority union, and a contract worker is engaged in a position in the bargaining unit, then the applicable terms contained in the collective agreement are usually expressed in the fixed-term contract. Where these are not expressed, then the general terms in the collective agreement will apply.

Myth #3 Contract workers cannot enjoy job security

It is correct to say that workers on genuine fixed-term contracts of employment do not enjoy the same degree of job security as those with permanent status.

This is simple to understand as such employment arrangements are really intended to facilitate temporary project-type work as opposed to appointments to established positions in the organization structure. It is obvious, therefore, that upon completion of the project for which the employee was engaged, the contract would automatically terminate without liability to the employer. However, the case may be entirely different where, as is often the case, the worker was engaged to perform regular work in an established position within the employer. In this regard, the employer may find it difficult to simply rely on the contract having expired for refusing to offer the worker continuing employment. In such circumstances, the employer may be required to provide justification and show good reason why the worker’s contract was not renewed.

Making the right decision with respect to the employment status of workers is an important consideration in the management of an employer’s workforce. It is a worker’s responsibility to inform his/herself as to the rights, benefits and protection available under our laws. Conversely all employers are obligated to apply our laws as they were intended and particularly as interpreted in our jurisprudence.

Please be advised that our office will be closed from 1pm on Thursday 24th August 2023 to facilitate preparations for The Merikin Awards Ceremony expected to be held later that day.

We apologize for any inconveniences caused.
Feel free to contact us via [email protected] or 671-1018 if needed before then.

I would like to applaud the efforts of the The Ministry of Labour's Conciliation Advocacy and Advisory Division (CAAD), to tackle the ever present issue of sexual harassment in the workplace.

I only hope that its efficiency is on the level it needs to be. But it is a progressive start!

Here is Page 5 of their July 2023 issue of their Labour Pulse Newsletter where a helpline was launched.

New job opportunities can be exciting but in the midst of your optimism, it is important that you be cognizant of certain tell-tales that can give you an idea of the prospective employers' work ethic and the environment of the workplace you may be entering.

An extract from Courtney Mc Nish's article on Termination briefly touching on the three acceptable categories of reasons for termination in the eyes of Industrial Relations.

Here is a link to a recent article published by The Daily Express where I spoke on the dire need for the revision of our Industrial Relations act.

Revision of Industrial Relations Act badly needed Courtney McNish, one of the foremost industrial relations consultants in Trinidad and Tobago, hit the nail on the head when he stated in a July 13 newspaper column: “Why is

The misconception and poor practice of HR serving or being perceived as serving as the henchman of an employer has dire implications in the eyes of industrial relations.
It is important for HR officers to maintain a level of neutrality while aiming to serve the best interests of both sides of the work relationship.

What is a Trade Union and how is it beneficial ?

This excerpt was taken from my soon to be published book, which will be a collection of my articles from over the years relating to HR/IR as the title, " Unlocking HR/IR Potential" suggests.
- Courtney McNish

For those interested in pre-ordering at a cost of $550.00 TTD, please feel free to contact my office at 671-1018.

"There is a lot of research to suggest that people are just as productive when they work from home as they are working in the office and that productivity has continued to climb as employers embrace hybrid working. However, there won’t be a “one size fits all” approach as it will depend on the organization, and every organization will need to develop their own practices."
-MAD-HR Ltd.

While the hybrid/remote realm is beneficial and progressive in many ways, it is important that plans are realistic in terms of logistics and applicability, as this innovative under taking isn't a one size fits all.

Many institutions are wary of the idea and implementation of a hybrid model of work or even remote work in general.
But as long as management is open to exploring the benefits it may bring and is also willing to consider how doable it is in terms of logistics, anything is possible.
-At least in the case of those types of businesses and positions that are conducive environments for such a model.

The HR profession involves a wide range of responsibilities that open it up to misconceptions. Those who work in it know it’s a tough job, and stereotypes held by multiple stakeholders don’t make it any easier. However, don’t let these outdated beliefs cause you to doubt HR’s value or discourage your efforts to make your company a productive and inclusive workplace.

You can take the initiative in trying to redefine people’s mindset about HR and be proactive in dispelling the common HR stereotypes. Let them see the valuable support HR offers and how key it is in strengthening the bridge between individuals and the organization’s mission.

Here are 12 Stereotypes about HR.

Reference: Andrea Boatman- Academy To Innovate HR (AIHR)

Have you ever wondered what you should say when asked this question at an interview?
Here are some things you should know!

The progressive part of society has been pushing for policies that encourage equality and equity, especially in the world of work.
This is a very admirable move by Spain and we at HR Technologies truly hope to see the implementation of more policies that protect others and level the playing field right at home in the Caribbean!

Vacancy: Senior Compensation and Benefit Advisor
Apply to ([email protected])
Deadline: 8th March 2023
One (1) Year Contract Term

Qualifications and Experience Required:
- Degree in Management / Accounting or a related field
- Seven (7) years of work-related experience (Preferably in the Financial Services Industry)
- MBA would be an asset.

Vacancy: General Assistant. Location Chaguanas. Email Resume to - [email protected]
- Three (3) years’ minimum working experience as an assistant
- At least five (5) CSEC/CXC passes inclusive of Mathematics and English
- Computer Proficiency in Microsoft Office Suite
- Excellent Communication skills, both oral and written

Vacancy: Senior Administrator Tenders
Apply to ([email protected])
Deadline: 01st February 2023
Immediate availability is required.
Duration: Six (6) month Contract Period
Experience Required:
- Three (3) – Five (5) years experience in Tenders Administration